Mentoring session for orientation day

Oct 12, 2020Download as pptx, pdf

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A mentor guides and advises a mentee to help develop their career. There are two types of mentoring functions: career functions which help the mentee learn and prepare for career advancement through coaching, assignments, and exposure; and psychosocial functions which help the mentee develop competence and identity through role modeling, acceptance, and counseling. Mentoring can help mentees address work issues, improve performance, build relationships, and manage career and personal goals. The mentee drives the agenda in the voluntary, confidential relationship built on trust and respect between mentor and mentee.

Lifestyle

 A mentor is an individual with expertise
who can help develop the career of a
mentee. The mentor guides, trains, advises,
and promotes the career development of the
mentee.
 Two types of mentoring functions:
◦ Career
◦ Psychosocial

 Psychosocial Functions: Help the mentee
develop a sense of competence and clarity
of identity.
◦ Role-Modeling
◦ Acceptance and confirmation
◦ Counseling
◦ Friendship

 Career Functions: Help the mentee learn
the ropes and prepare for career
advancement.
◦ Coaching
◦ Challenging assignments
◦ Exposure and visibility
◦ Protection

Mentoring can help Mentees to:
 Address the issues and concerns of their daily working life
and find solutions that work for them
 Improve their level of performance and satisfaction levels
 Understand key institutional and decision-making structures.
 Build relationships with colleagues and feel part of the
community
 Manage the integration of job, career and personal goals

 The Mentee drives the Mentoring agenda
 Engagement is on a voluntary basis for both the Mentor and the
Mentee
 The Mentoring relationship is confidential
 Mentoring is non-directive in its approach
 It is a relationship built upon trust and mutual respect
 The Mentor empowers the Mentee to take responsibility for their
own learning and career development
 The relationship places no obligation on either party beyond its
developmental intent
 It is distinct and separate from the Performance Management
Development System (PMDS).

 Advantages for the mentee:
◦ Career advancement
◦ Satisfaction
◦ Identification
 Advantages for the mentor:
◦ Career enhancement
◦ “Passing the torch to a new generation”
◦ Learning from mentee – new technologies, new
developments, important features of next generation

 Be proactive
 Adopt a learning orientation
 Set SMART developmental goals
◦ Specific
◦ Relevant
--Time bound
◦ Measurable
◦ Attainable

 Recognize that mentee may be uncomfortable
asking for help – break ice by sharing some of your
career experiences
 Stay in your zone of expertise/experience
 Be clear that mentee sets pace of relationship
 Advise, do not manage
 Extend mentee’s developmental network – suggest
additional mentors to address unique needs

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As global travelers increasingly seek meaningful, wellness-oriented experiences, Danang—Vietnam’s coastal gem—is emerging as a compelling destination for high-quality medical tourism. Recognized for its scenic beaches, cultural richness, and modern infrastructure, the city is now preparing for a major breakthrough in health-related travel. To gain deeper insights into this evolution, Forbes spoke with Dr. Tran Quoc Bao, a prominent leader in Asia’s healthcare and wellness industry, about Danang’s strategy and what the city must do to unlock its full potential in medical tourism. ________________________________________ Building a Strong Foundation for High-Quality Healthcare Travel "Medical tourism is not a casual venture," says Dr. Tran. "It demands a robust ecosystem—state-of-the-art medical equipment, highly qualified healthcare professionals, strong aesthetic and wellness services, and even integration of traditional medicine practices." According to him, Danang is poised to deliver on these requirements. The city has already ratified a strategic plan for developing medical tourism, aiming to blend its vibrant travel offerings with health services such as diagnostics, wellness retreats, cosmetic procedures, and traditional medicine therapies. “What makes Danang stand out is its unique ability to integrate healthcare with world-class tourism experiences,” Dr. Tran explains. ________________________________________ Is Danang Late to the Game? Not Quite. When asked whether Danang’s entry into the medical tourism sector is delayed, Dr. Tran disagrees. “It’s not about who moves first—it's about who builds the most sustainable and quality-driven ecosystem. The timing is right,” he affirms. With global demand for wellness and medical travel surging post-pandemic, Danang’s entry coincides with a pivotal moment. “Patients and wellness travelers are now more focused on holistic health and value-for-money experiences. Danang, with its favorable cost structure and rising medical standards, is well-positioned,” he adds. ________________________________________ What Tourists Are Seeking Though data specific to medical tourism usage is sparse, Dr. Tran notes a growing trend: “We see strong demand for cosmetic enhancements, health screenings, physical conditioning programs, and traditional medicine experiences. These are areas where Vietnam—and especially Danang—has a comparative advantage.” These services are bolstered by a skilled medical workforce, advanced medical technology, and the allure of beachside recovery and relaxation—a major draw for health-conscious travelers. ________________________________________ Competitive Advantages in a Global Arena According to Dr. Tran, Danang’s key strengths lie in affordability, accessibility, and quality care. “Compared to other regional medical hubs like Bangkok or Seoul, Danang offers a more cost-effective experience without sacrificing safety or expertise,” he says.

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Vietnam’s Healthcare Visionary Joins Global CEO Ranks: Dr. Tran Quoc Bao, CEO...Gorman Bain Capital

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Mentoring session for orientation day

9.  A mentor is an individual with expertise who can help develop the career of a mentee. The mentor guides, trains, advises, and promotes the career development of the mentee.  Two types of mentoring functions: ◦ Career ◦ Psychosocial

10.  Psychosocial Functions: Help the mentee develop a sense of competence and clarity of identity. ◦ Role-Modeling ◦ Acceptance and confirmation ◦ Counseling ◦ Friendship

11.  Career Functions: Help the mentee learn the ropes and prepare for career advancement. ◦ Coaching ◦ Challenging assignments ◦ Exposure and visibility ◦ Protection

12. Mentoring can help Mentees to:  Address the issues and concerns of their daily working life and find solutions that work for them  Improve their level of performance and satisfaction levels  Understand key institutional and decision-making structures.  Build relationships with colleagues and feel part of the community  Manage the integration of job, career and personal goals

13.  The Mentee drives the Mentoring agenda  Engagement is on a voluntary basis for both the Mentor and the Mentee  The Mentoring relationship is confidential  Mentoring is non-directive in its approach  It is a relationship built upon trust and mutual respect  The Mentor empowers the Mentee to take responsibility for their own learning and career development  The relationship places no obligation on either party beyond its developmental intent  It is distinct and separate from the Performance Management Development System (PMDS).

14.  Advantages for the mentee: ◦ Career advancement ◦ Satisfaction ◦ Identification  Advantages for the mentor: ◦ Career enhancement ◦ “Passing the torch to a new generation” ◦ Learning from mentee – new technologies, new developments, important features of next generation

17.  Be proactive  Adopt a learning orientation  Set SMART developmental goals ◦ Specific ◦ Relevant --Time bound ◦ Measurable ◦ Attainable

18.  Recognize that mentee may be uncomfortable asking for help – break ice by sharing some of your career experiences  Stay in your zone of expertise/experience  Be clear that mentee sets pace of relationship  Advise, do not manage  Extend mentee’s developmental network – suggest additional mentors to address unique needs

19.  By -Ms. Komal Bhardwaj