Mentors & Peer Support Occupations Job Description


Author: Lisa
Published: 11 Sep 2021

Monitoring the Health of Mentoring Relationships, Peer Mentoring: A Critical Look at Higher Education, Mentoring, Mentoring the NSO, Peer Support Specialists and more about mentors & peer support occupations job. Get more data about mentors & peer support occupations job for your career planning.

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Monitoring the Health of Mentoring Relationships

Make sure you monitor the health of mentoring relationships and evaluate them often, whether you are implementing peer mentoring or other types of mentoring.

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Peer Mentoring: A Critical Look at Higher Education

Critics of peer mentoring insist that there is little known of the nature of peer mentoring relationships and that there are few consistent studies showing the outcomes of peer mentoring. Peer mentoring may discourage diversity and prevent critical analysis of the higher education system. Peer mentoring programs are popular with most people and seem easy to implement and develop, but there is little research to suggest that peer mentoring gives the same results as classical mentoring.


There are two types of mentoring relationships. Informal relationships are formed between partners. Some researchers talk about finding a friend who can help the junior person navigate the system in addition to learning, and also about finding a source of information, a career guide, and an intellectual guide.

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Mentoring the NSO

Valuable insights into the operations of the NSO are gained by mentors. Interpersonal communication skills are further developed through the mentoring experience and many experience high levels of personal satisfaction, a greater sense of purpose, and being re-energized due to their mentor role. It is not about asking someone for the answers to your questions, but about someone else providing Scouting or other work roles expertise and support to guide you to the answers you need, by way of a mentor-mentee relationship.

Peer Support Specialists

Peer support depends on communication, listening, and Interpersonal skills. A shared disorder helps specialists build a relationship with clients. Specialists who have recovered from the disorder become role models for their clients.

State agencies and support organizations can provide certification for mental health or recovery from addiction. Credential requirements may include volunteer experience in peer support services, completing an approved training program, and passing a written exam. Peer support specialists may work part time.

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Employees are helped develop both personally and professionally by their mentors. Managers and supervisors who have strong mentoring skills are often hired by employers. If you have mentoring skills, you can make yourself stand out from the crowd of other candidates who just manage their employees.

Mentoring and Career Development

A mentor is an individual with expertise who can help a mentee. A mentor has two primary functions. The mentor is a coach who provides advice to enhance the mentees professional performance and development.

The mentor is a support system for the mentee. Both functions give explicit and implicit lessons related to professional development. Many psychologists know the importance of developing a relationship with clients.

The therapeutic relationship is a crucial part of the experience for both the client and the practitioners. The quality of the relationship between mentor and mentee is a factor in successful mentoring. Sharing personal information related to professional growth is more likely in mentoring relationships than in therapeutic relationships.

Training programs for counselors don't assume that trainees have the knowledge necessary to develop strong rapport with clients, and little guidance is offered to mentors or mentees about the dos and don'ts of establishing a healthy mentoring relationship. Mentoring is a relationship that helps the mentor and the mentee, but it can be problematic if there are problems in the relationship. A mentor may be too dependent on a mentee, asking for micromanagement instead of career advice and counsel if the relationship bounds are not clearly understood.

A mentor may give personal favors to a mentee. The relationship would not help the mentee establish his or her independence and would make it more difficult to separate. They should not exploit their mentees or take credit for their work.

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