The emerging business landscape necessitates a dynamic mentoring process that is available in a variety of shapes and sizes to fit the needs of an organization, its mentors and their partners. Furthermore, a multi-generational workforce demands mentoring approaches that create inclusion and diversity and support quick transitions to different assignments while new skills and knowledge are acquired (Kaye, 2009). Mentoring remains a critical path to success for the overwhelming majority of today’s organizational leaders. (Harrington, 1986).

With respect to the above mentioned changes, the practice of mentoring has also changed during the last decade, expanding into the world of virtual relationships and multi-participant interactions. Those who lead mentoring programs need to help reposition the user mindset around what mentoring is, what it can be, and how it can affect participants. Today’s definition of mentoring allows for a richer experience and more utility than mentoring of the past. Five significant shifts in the practice of mentoring can help lay the groundwork for creating a new mentoring mindset (Emelo, 2011).

The following shifts has been identified:

a) Mentoring can occur in one-to-one, group and situational interactions.
b) The terms “learner” and “advisor” have a broader reach than “mentor” and “mentee”; the goal of mentoring today has shifted to focus on helping anyone gain new insights and abilities
c) The sole purpose of mentoring was once career advancement and promotion, which explains why mentoring was often seen as merely an activity to groom the next generation of leaders. The goal of mentoring today has shifted to focus on helping anyone gain new insights and abilities.
d) Spanning mentoring engagements across the hierarchy of the organization can result in many benefits, such as exposure to new points of view, experience with different methods for accomplishing work, and interactions across the organization. To make the most of these opportunities, it’s best to look for mentoring engagements that are outside one’s organizational level.
e) Mentoring does not need to be time consuming or face-to-face.

Representative APR 391%

Let's say you want to borrow $100 for two week. Lender can charge you $15 for borrowing $100 for two weeks. You will need to return $115 to the lender at the end of 2 weeks. The cost of the $100 loan is a $15 finance charge and an annual percentage rate of 391 percent. If you decide to roll over the loan for another two weeks, lender can charge you another $15. If you roll-over the loan three times, the finance charge would climb to $60 to borrow the $100.

Implications of Non-payment: Some lenders in our network may automatically roll over your existing loan for another two weeks if you don't pay back the loan on time. Fees for renewing the loan range from lender to lender. Most of the time these fees equal the fees you paid to get the initial payday loan. We ask lenders in our network to follow legal and ethical collection practices set by industry associations and government agencies. Non-payment of a payday loan might negatively effect your credit history.

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