bobbysamd
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- Nov 26, 2001
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Mentoring
Well-run lawfirms assign mentors to young associate attorneys. New lawyers might know law, but they don't know how to be lawyers. They need mentors (who are sometimes paralegals!). So do new pilots.
Failure will not be an option with our airline. Everyone will be given every opportunity to succeed.
That is why we will pull line pilots off the line for periodic duty as flight instructors and TAC officers in our flight academy. Assignment to our school will be plum duty. Pilots will keep their seniority numbers and guarantees. They would have to move to our school's domicile, but we would make it worth it by paying their moves and providing a primary residence maintenance allowance. Also assistance is finding schools for their kids and employment for spouses.Astra Guy said:I believe a mentoring system could be put in place whereby each new hire would be assigned a senior associate as a mentor. The ideal situation would allow for a face to face meeting with their mentor and from that point forward the two could communicate via email or telephonically.
I have learned in managing people that once you make it clear that you want them to succeed and they can count on some form of help along the way, that they become a more valuable asset. Mentoring from a position of experience and knowledge can go a long way in getting the best out of a person. The new hire will not want to let himself, his mentor or his company down.
Well-run lawfirms assign mentors to young associate attorneys. New lawyers might know law, but they don't know how to be lawyers. They need mentors (who are sometimes paralegals!). So do new pilots.
Failure will not be an option with our airline. Everyone will be given every opportunity to succeed.
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