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  <titleInfo>
    <nonSort>The </nonSort>
    <title>elements of mentoring</title>
  </titleInfo>
  <name type="personal">
    <namePart>Johnson, W. Brad.</namePart>
    <role>
      <roleTerm authority="marcrelator" type="text">creator</roleTerm>
    </role>
  </name>
  <name type="personal">
    <namePart>Ridley, Charles R.</namePart>
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  <typeOfResource>text</typeOfResource>
  <genre authority="marc">bibliography</genre>
  <originInfo>
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    <place>
      <placeTerm type="text">New York</placeTerm>
    </place>
    <publisher>Palgrave Macmillan</publisher>
    <dateIssued>2008</dateIssued>
    <edition>Rev. ed., 2nd ed.</edition>
    <issuance>monographic</issuance>
  </originInfo>
  <language>
    <languageTerm authority="iso639-2b" type="code">eng</languageTerm>
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  <physicalDescription>
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    <extent>xii, 164 p. ; 22 cm.</extent>
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  <tableOfContents>Select your proteges carefully -- Be there -- Know your proteges -- Expect excellence (and nothing else) -- Affirm, affirm, affirm, and then affirm some more -- Provide sponsorship -- Be a teacher and a coach -- Encourage and support -- Shape behavior using reinforcement -- Offer counsel in difficult times -- Protect when necessary -- Stimulate growth with challenging assignments -- Give proteges exposure and promote their visibility -- Nurture creativity -- Provide correction-even when painful -- Give the inside scoop -- Narrate growth and development -- Self-disclose when appropriate -- Accept increasing friendship and mutuality -- Teach faceting -- Be an intentional model -- Display dependability -- Exude warmth -- Listen actively -- Show unconditional regard -- Respect privacy and confidentiality -- Tolerate idealization -- Embrace humor -- Do not expect perfection -- Attend to interpersonal cues -- Be trustworthy -- Respect values -- Do not stoop to jealousy -- Carefully consider the "match" -- Clarify expectations -- Establish measureable goals -- Define relationship boundaries -- Consider protege relationship style -- Describe potential benefits and risks -- Be sensitive to gender -- Be sensitive to race and ethnicity -- Foster mentoring constellations -- Plan for change at the outset -- Schedule periodic reviews or evaluations -- Consider the consequences of being a mentor -- Practice self-care -- Be productive -- Resist cloning -- Make sure you are competent -- Hold yourself accountable -- Respect the power of attraction -- Accept the burden of power -- Practice humility -- Never exploit proteges -- Balance advocacy with gate-keeping -- Above all, do no harm -- Slow down the process -- Tell the truth -- Seek consultation -- Document carefully -- Dispute your irrational thinking -- Welcome change and growth -- Accept endings -- Find helpful ways to say goodbye -- Mentor as a way of life</tableOfContents>
  <targetAudience authority="marctarget">specialized</targetAudience>
  <note type="statement of responsibility">W. Brad Johnson and Charles R. Ridley</note>
  <note>Includes bibliographical references and index</note>
  <subject authority="lcsh">
    <topic>Mentoring in business</topic>
  </subject>
  <subject authority="lcsh">
    <topic>Mentoring in the professions</topic>
  </subject>
  <subject authority="lcsh">
    <topic>Mentoring in education</topic>
  </subject>
  <subject authority="lcsh">
    <topic>Employees</topic>
    <topic>Counseling of</topic>
  </subject>
  <subject authority="lcsh">
    <topic>Mentoring</topic>
  </subject>
  <identifier type="isbn">0230613640</identifier>
  <identifier type="isbn">9780230613645</identifier>
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