Personal and Professional Development as a Mentor.

I will pay for the following article Personal and Professional Development as a Mentor. The work is to be 8 pages with three to five sources, with in-text citations and a reference page. Therefore, the use of practicum opportunities and experiences that are student-centered and supervised by the faculty and other senior members can be an efficient means of imbibing key skills among these students.

Mentoring has been associated with both the personal and professional development of individuals and can provide certain benefits in clinical practice (Browne-Ferrigno and Muth 2004). By nature, mentoring requires the commitment of both sides to develop an intense relationship that demonstrates mutual respect for each other, sharing of similar interests, and the willingness to achieve professional growth. Furthermore, the values and beliefs shared by the mentor and mentee become a foundation of their relationship. Mentors serve as role models who demonstrate various ways of accomplishing tasks to mentees, with mentees developing their own style based on the knowledge and skills transferred from their mentor. Generally, mentors must be capable of understanding their mentees, aware of the ways with which they communicate and exchange ideas, follow policies and required standards, and are ideal examples for a certain profession. They should also demonstrate a positive attitude about everything that is related to the mentoring relationship such as their commitment to working with others or their willingness to contribute to their mentees’ career development.

In a discussion by Barker (2006) to provide insight on mentoring and its significant role on advanced practice nursing, it was concluded that success in a mentoring relationship can be attained by understanding the concept of mentoring, the supervision of the mentor-mentee relationship, setting attainable goals and expectations, as well as compatibility between the two sides. On the other hand, the occurrence of weak communication along with unachievable goals and objectives will result in poor and ineffective mentoring relationships, hence undesirable outcomes. It is, therefore, necessary that mentoring relationships that are appropriately controlled are most likely to enhance professional development, performance, and competence (Morton-Cooper and Palmer 2000).