We have some of the same problem in Norway with new teachers coming to job and know "nothing" about whats going on in the classroom. Of course they have the theoretical from their education, but no one is standing ready to help them in their new school.
 
Every new teacher should have a mentor when they get started in a new school. Because every school is different and the students also are different. 
 
Sandra Feldman, president of the Washington, D.C.-based American Federation of Teachers, says the same.
In a speech this March (2009) at the White House Conference on Preparing Quality Teachers, Feldman stated: "Most teachers, whether they came into the profession through an alternative path, or through a regular teacher education program --- as do more than 80 percent of our teachers in the US --- will tell you they felt unprepared when they entered the classroom."
     
In the past, those who couldn't cope with the challenges left teaching. Today the profession can't afford to have newly credentialed teachers leave the field in frustration. "When there were ample people entering the profession and not as many about to retire, we could afford a high rate of attrition," said Dougherty. "Now, we can't afford to lose anyone."
 
I would love to start mentorprogram for teachers worlwide, just find the money for it. This is a problem for a lot of countries and they have to realise it.

 I am going back to The Norwegian Mentor Program and a training for their mentors. They are doing a mentor program for the young leaders in Young Enterprice in Oslo and Akershus in Norway.
 
They are being mentors to help young students in their work as leader in their school businesses. More about this will come later.

 Next week I am going to be a trainer in AIESEC Leadership Development Seminar, with my seminar in Presentationskill. 
 
I am looking forward to help the memebers to do better presentations.So we will see next week if they are better than the norwegian army force or not.
 
Some more and with pictures will come.

I got this article in a newsletter, and had to bring it on my blog. 

Mentoring aims to deliver strategic value for the organisation as well as personal benefits for individuals. How can you ensure that your mentoring strategy achieves these outcomes?

The critical first step is to clarify the strategic purpose of mentoring - why is mentoring important? Without clear, and meaningful goals, you may find it hard to gain support for mentoring, difficult to promote the value of mentoring and challenging to make it a priority for people.

To ensure your mentoring strategy works you have to answer the question "why mentoring?" First, you need to uncover the needs, wants and issues that mentoring will address from the perspective of the organisation and the people you want involved. Then, you can plan your mentoring strategy to deliver specific outcomes; and finally, you'll be able to communicate the reasons for mentoring in a language that make sense to each group of stakeholders.

What Does The Organisation Need?

Most often, mentoring is used by organisations striving for:

• Employee engagement - to attract, retain and develop people for increased productivity;

• Knowledge management/skill building - to prevent the loss of both tacit and implicit information and develop skills, for improved capability; or

• Culture change to influence behaviour based on values, assumptions, and common practice, for enhanced organisational performance.

You'll need to find out exactly what the pressing needs are and be able to clearly show the impact mentoring could make. This might mean presenting a business case and/or linking to the organisational mission and values.

Why Should People Prioritise Mentoring?

You may be targeting a specific group with your mentoring strategy such as: graduates, women, emerging leaders, innovators, young professionals or indigenous people, however you need people who are not directly involved, as well as those who are, to prioritise mentoring. If they don't it may be derailed by obstruction, competing demands or lack of support.

This is a time for two-way, rather than one-way communication. We have to get out there and listen. We can't simply impose mentoring on people because we think it's a good idea. They won't buy it unless there is a personal reason that overrides other priorities. So, you will have to discover the needs, concerns and issues of the people as well as the organisation.

Develop The Strategy - Design The Program

The bottom line is that you have to know specifically, what you want your mentoring strategy to do before you can figure out how you will know that it is working. This is the foundation for designing mentoring programs. Do this to ensure that your mentoring works.

From Ann Rolfe http://mentoring-works.com/ 

Going to Innovation camp right now. Arranged by young enterprice Oslo. 70 students making their fantasy school.

-- Post From My iPhone

Tomorrow I am judging a debating competition between Norways young future.

-- Post From My iPhone

Once again I would return to the Norwegian Armed Force for this to hold courses in presentation techniques. It would be a day course, 7 hours, including lunch Tuesday before the autumn holiday. 

Not only were 16 representatives from across the country learn presentation techniques, but they will go back to their counties and keep the course self to others. They should therefore first learn to make presentations and speeches in a six-hour course, and then back to the county and hold this course. And this time they will keep it for up to 70 people over two hours. Impossible you say? No, the young soldiers looked only at this as a challenge.

Already 15 minutes into the course was the first presentation in time, up behind the pulpit and tell your name, where you came from (birthplace), where you served and finally the expectations of the course. When we had feedback after it emerged that several had stage fright. 

We talked about the communication model, preparation, who is the audience, etc., etc. In addition, they had a total of 4 presentations with feedback at all times and at the same time was the difficulty level higher and higher.

Funniest was when they were going to make a speech on a night out, but was specific audience of me. The options were the girfriend/boyfriend, general, parents and

 friends. It is quite obvious that they are professionals in adapting what they say to the person who will listen. This is knowledge they did not show, or thought of, that they had. 

When they finally gave the last speech with self-chosen topics, it was all the senses sharpened, and it was a big difference from the same morning. And everyone, even       those with stage fright before, showed clearly that this did they like. They had made their own speech, with its own theme based on a well proven model. At the same time noting all the audience down on a yellow note what they did well and what they should improve on.

Finally as we walked through how to put up a presentation skills course in two hours, with different exercises and Icebreakers. I look forward to hearing feedback on how this course was.

If you have any questions about the training or wish the same training for your company or organization take contact.

 Doris Appelbaum says in this article that a good mentor is a coach, always challenging you, inspiring you and demanding that you do your best.
 
Mentors can improve confidence and lead to job opportunities you had not considered. They are familiar with a range of professional opportunities and are guides who have put aside self-preoccupation to foster the growth of new professionals.
 

The best mentors help develop the insight and self-awareness that assist with integrating professional life, military life, personal concerns and core values. 
 
To read the whole article,  click here: usmilitary.about.com/library/weekly/aa010603a.htm

A couple of weeks ago, the motivation guru Kai Roer drove a truck across Norway.

A strange thing to do, you may say, but not so to him.

He have had an interest for trucks since childhood, and since he have the lisence to drive them, he tend to drive big trucks a couple of weeks every year.

As a recreational thing, and as inspiration.

This time, however, things did not go as planned...

To read more: bebetter.no/node/262

 This is the seconf time I am going to The Norwegian Armed Force (www.mil.no). This time it is a training in presentation skills on the agenda.

 
It would be a whole day for the training here in Oslo, Norway.
 
I am really looking forward to this, thank you for the opportunity.
 
More will come, with pictures and all.

 The seminar at the Aiesec UIO was very fun, students willing to learn how to be a coach. At the end we talked about how this could be used for the best of Aiesec, maybe to get more members. But in the end of the day we all want development both personal and for Aiesec.

This time it was the seniors at the seminar and the juniors went to another training. 

I hope that coaching and mentoring will be the right tools so that they can get as much out of the membership as possible.

Here are some pictures from the session.

On sunday I am going to the AIESEC University Conference in Oslo, Norway to talk about Mentoring and Coaching.

I will be conducting my seminar "The Big Five", It will be 20 people there and I hope for a trainifique training.

If you are in Oslo, come by and join the seminar, it is in Moltke Moes vei 31 in Oslo. The University in Oslo, Harriet Holters House, right beside Samfunnsvitenskapelig fakultet.

If youre not in Oslo or not coming, then enjoy a good sunday the way you want!

I will post some pictures later.

I'm not happy, seems like no change and not any entrepreneurship the next four year. More info tomorrow.

-- Post From My iPhone

As you may know, I am conducting a lot of mentoring programs both for schools and for businesses. And it is always interesting to see how successful a program is getting. One of the critical thing is the client, not only the goal for the program but also how to implement it. 
 
I am now working with a school and they are doing a lot of the job to get the price down. This is critical for a school and it is important for me to accept that. But the downside is that I am loosing a lot of the control. The control that I want, but in this case don`t have. 
 
So when conducting a mentoring program you can use this article belov, and work with the 20 most important thing to get a successful mentoring program. I know I want that in the next program for my client. 
 
I find this interesting article from The Lindenberger Group
 
To read more, click here:
www.evancarmichael.com/Human-Resources/788/Play-20-Questions-to-Develop-a-Successful-Mentoring-Program.html