Aeschwartz | Mentor Protégé

Mentor Protégé

Are you interested in...

If so, you might be interested in our Mentor-Protégé program

Mentoring is a relationship which gives people the opportunity to share their professional and personal skills and experiences, and to grow and develop in the process. Typically, it is a one-to-one relationship between a more experienced and a less experienced employee. It is based upon encouragement, constructive comments, openness, mutual trust, respect and a willingness to learn and share.

This outline represents a sample of the standard sessions offered in our Mentor-Protégé program. Our program can also be customized and brought onsite to meet your organizational needs.

For more information regarding our on-site training programs e-mail:


"Everyone will pick up some information that will help them. I received affirmations that I am on the right track with good instincts and new information that I can use immediately."
Diane Williams, Project Leader Sandoz Chemicals Biotech

"The program has stimulated my brain and brought out several areas I would like to work on, especially regarding communications."
Marilyn A. Cantiloro, Operations Manager Joyce Chen Products

"I am now off on the right track. I look forward to reading material and coming back next week. An excellent mix of lecture and interactive exercises. It all fits together."
R. Scott Memhard, Manager and V.P. Cape Cod Ice Cream Co.


Communicates regularly. -- Is direct and honest. -- Accepts people where they are and goes from there!


What’s exciting about the possibility mentoring presents is that it continually demands from you the commitment to perform beyond the levels you’ve reached in the past. It demands the willingness to treat each situation as brand new and to treat people with compassion. Above all, being a great mentor demands that you be mentor-able yourself. Your mentor could be anyone, and to the extent that you let people mentor you, your own mentoring will be empowered.


Mentoring is the art of putting yourself in the other person’s shoes; imagining yourself in the situation, and asking yourself what your interpretation would be. -- Mentoring means being straight with people and accepting people as they are. -- A good mentor relates to people as the people they can be, not as the mistakes they made in the past. -- Good mentoring practices will provide an example for others and set the tone for better communication in the workplace. Keep your mind open to new suggestions and give your employees room and encouragement to participate more fully, and productivity as well as morale will be changed.


In order for the performance management system to be effective as a mentoring tool, people must feel that they are being understood and valued. If people feel that their personal worth is being called into question, they will not speak freely or seek ways to improve; instead, they will concentrate on defending their behavior and job performance.


There are three things you can do to have a solid, productive work force. 1) Hire only fully competent people who already know the job and who do things right all the time. There aren’t many such people but you could look around and keep on searching. -- 2) Wish for a miracle. -- 3) Take the employees you have and train them to be highly competent. Of these three choices, doing a good job of training and mentoring is the most practical way to have successful and productive employees. Training is teaching employees the necessary skills before they are given the job to do on their own. Mentoring is helping employees day-by-day to do a better job. It’s making them more able to do their present job on their own and to enjoy doing it well. It’s also preparing them for bigger future responsibilities. Good mentoring is motivating people to want to do the best they can and more.