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« Book Review: My So-Called Freelance Life | Main | Pursuers Versus Persuees At Work »

October 08, 2008


Alex, I see you liked the show so much you didn't give your readers a link to your appearance. So I'm going to have to do it for you.

Here it is:

Re group mentoring. The onboarding section of your book already advises managers to help new employees build relationships with a wide range of people in the company from day one.

The beauty of the mentoring role described there is its structure. It's flexible but at the same time only within well defined limits.

A team of mentors seems reasonable but only in a less formal way. Otherwise there just wouldn't be enough mentors to go around and the obligations on senior people could be enormous.

Note to readers. Alex was a good guest. The sound malfunctioned and part of the time it sounded like we were underwater but she was unfazed.

I've cut out the most warbly parts. You'll hear some surprising jumps from topic to topic but 99% of the time it sounds like we're on dry land.

I owe Alex a review on Amazon and a good one because I was very pleased with the retention and onboarding sections of the book - precisely those I thought beforehand would hold no interest for me.


If the mentor relationship has not already changed, it certainly should. Kram and Higgins are absolutely correct - why have just one mentor (as you mention, possibly one who's simply "assigned" to you) when you can have a team of mentors providing guidance in a variety of areas?

I wrote about this issue in early September ( and am glad to hear more people endorsing it.

Thanks for the great post!

Heather Huhman, Entry Level Careers Examiner

Animal, you are the best. Thank you so much for responding to the post on here and for chiming in with the CORRECT link to the show. I can't wait for your review on Amazon - it'll be the only one!

Heather, great to see you keeping up with the blog. Thanks for the link to your article, and let me know if you need anything else for Examiner!

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