The extent to which mentor teachers are able to address mentees' individual needs is an important factor in the success of mentoring. A two-dimensional model of mentor teacher roles in mentoring dialogues, entitled MERID, is explored empirically. Data regarding five aspects of mentoring dialogues were collected, using a sample of 20 transcriptions of mentoring dialogues, in which 112 topics were discussed and 440 mentor teacher utterances emerged. Correlations between the five aspects were determined and a cluster analysis was conducted. There is empirical support for the model. It is a useful framework to promote reflection on mentor teachers' supervisory behaviour.
DOCUMENT
Writing expressive dialogues can be used to assist individuals in developing their career identities – that is: stories that are needed to help people position themselves in relation to the current labour market. Writing expressive dialogues entails having written conversations with various parts of us – much like a playwright does with his characters – and making developmental gains in the process. In Dialogical Self Theory (DST) terms, it means talking to and with various I-positions on the page, perhaps forming coalitions, discovering counter positions, and innovating and integrating the self (Hermans & Hermans-Konopka, 2010, p. 228-234). And as the playwright Miller suggests in the above quote, the creation of identity is an interactive process between self and others. LinkedIn: https://www.linkedin.com/in/reinekke-lengelle-phd-767a4322/
DOCUMENT
Mentoring dialogues play an important role in the supervision of prospective teachers. Mentor teachers have the dual role of guiding the students in the workplace and of stimulating students to reflect and learn from their teaching experiences. Does this happen in practice? This study describes the supervisory behavior of mentor teachers during their mentoring dialogues with prospective teachers by analysing 4 aspects of the dialogue: content, mentor teachers' role, the phases and time. There were three phases in the analysis of the literature. The results indicate that while teachers are effective in the guidance of prospective teachers in the workplace, they are not so effective in the area of stimulating reflection in the prospective teacher. In the mentoring dialogues it is usually the mentor teacher who is the dominant interlocutor; raising issues of organization, directing the prospective teacher in a prescriptive manner, deciding the content of the dialogue, not structuring the dialogue in phases and doing most of the talking. However, studies in this area vary greatly in the presentation of the issues and offer little coherence or correlation. So after looking at the literature, we propose a model where the roles of the mentor teachers can be catagorised and where the data collected can be correlated with the existing literature.
DOCUMENT
The dialogue between a mentor teacher and a prospective teacher is a key element in the supervision of prospective teachers in the workplace. This literature study deals with the issue of how to conceptualize the supervisory behaviour of mentor teachers in mentoring dialogues by systematically examining empirical literature on aspects of mentor teachers' behaviour during dialogues with prospective teachers. From the findings a model is derived which can be used to describe and map mentor teachers' behaviour in mentoring dialogues. The model may be helpful in the further development of the quality of mentor teachers' behaviour in mentoring dialogues.
DOCUMENT
This paper compares three types of dialogues as reflective tools inplacement learning: supervisory dialogues (mentor to student-teacher),peer dialogues (student teacher to student teacher) and selfdialogues(student teachers to themselves). Forty-four Dutch studentteachers utilised the procedure of guided reflection to talk abouttheir teaching experience. Stimulated recall data were analysedthrough qualitative and quantitative methods. Most poignant resultwas that supervisory and peer dialogues seemed to have similarreflective power considering student teacher’s practical knowledgeand richness of argumentation for appraisals. We suggest morefrequent use of peer dialogues. Only when expert advice is needed,should one employ supervisory dialogues. As self-dialogues engenderedmost rules and resolves, they could arguably be employed forstudent teachers to consolidate their own knowledge and managetheir learning behaviour.
DOCUMENT
Due to the challenges produced by the individualisation of society and the flexibilisation of employment relationships, universities are increasingly investing in career guidance. Managers, however, have little or no vision regarding guidance and counselling. In this article we make a plea for an approach in which students are enabled to develop a career identity (i.e. a story about the meaning of their lives) as a basis for self-directedness. Such stories emerge during a dialogue about felt experiences. Evidence is given that such dialogues are to a large degree absent in educational contexts. Universities are to a large extent ‘disembodied’ places where almost no room exists for emotions and felt experiences. Therefore, a work/learning environment is needed within universities that enables ‘passionate self-directedness’. A short outline for creating such an environment is given. https://doi.org/10.20853/30-3-636
MULTIFILE
In this chapter we propose that writing dialogues in creative, expressive, and reflective ways can foster more awareness and self-direction among those who aim to start, build, or rescue their careers. In the first section of the chapter we sketch the societal issues for which narrative counselling is a response; we subsequently argue that more independent methods, like career writing (Lengelle, 2014) are needed as they are more time and cost effective as compared with one-on-one narrative counseling approaches. We explain what dialogue writing entails, explain the learning theory that underlies its use in career learning, and provide case studies and personal stories to show its potential. We close with several practical exercises and suggestions for those who would add it to their practice.
DOCUMENT
In this study, the impact of a training program focusing on the deliberate use of interventions during coaching dialogues with prospective teachers was investigated. Video recordings were analyzed of coaching dialogues carried on in the workplace by 28 teachers in primary education with the prospective teachers under their guidance, both before and after they participated in the training program. The main goal of this program was to broaden the repertoire of interventions which coaches use in their dialogues with student teachers. The video recordings made were transcribed verbatim, coded by three independent researchers and analyzed using descriptive statistics and t tests for paired observations. Coaches repertoires of interventions were found to consist of an average of six types of interventions. This average remained stable throughout the training program. After training, a shift from directive towards non-directive interventions was observed. The length of the coaches speaking time decreased, while the number of their interventions increased. After training, coaches structured dialogues to a greater extent. Considerable interindividual variability existed between coaches. The relevance of these findings is that the deliberate use of interventions during coaching dialogue can be influenced through training with results noticeable in the workplace. The findings of this study suggest that the training program studied can serve relatively large numbers of teacher coaches, as its setup requires a feasible amount of effort from schools and participants.
DOCUMENT
The main goal of the current study is to capture differential frequencies of mentor teachers' reflective moments, as indicators of different levels of consciousness in mentor teachers' use and acquisition of supervisory skills during mentoring dialogues. For each of the 30 participants, two mentoring dialogues were analyzed: one before and one after they were trained in supervisory skills. To capture the frequency of reflective moments, the stimulated recall technique and a specially developed push‐button device were combined in a two‐method approach. The data of the study suggest the existence of different levels of consciousness in acquiring and using supervisory skills, the possibility of measuring reflectivity using concurrent and retrospective methods simultaneously, and the potential of such measurements to inform and improve professional development opportunities for mentor teachers.
DOCUMENT
This study investigates the extent to which mentor teachers experience reflective moments during mentoring dialogues. Any description of the phases of professional growth includes the degree to which explicit action goes hand in hand with deliberate consideration and thinking. There is little known about the thought processes of mentor teachers during their dialogues with students in the workplace. This study analyses 60 dialogues of experienced mentor teachers, both before and after they receive training in supervisory skills. Two methods of investigation are used: firstly, a stimulated recall interview following the dialogue, which traces reflective moments and secondly, a specially developed push-button device used to record these moments as they occur. During mentoring dialogues, the mentor teachers' behaviour comprises few reflective moments. Significantly, these occur more frequently after training. This seems to not only confirm the view that much of professional behaviour occurs automatically and instinctively, but also to support the premise that cognitive processes are important in the acquisition of supervisory skills. The combination of both methods of recording seems to make it possible to achieve a more accurate registration of the number of times these moments occur.
DOCUMENT
