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Christi Hegstad Interview  -  October 7, 2008, 3:30 p.m. Conversations on HPT Webcast

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[ Christi Hegstad]

Christi Hegstad
President and CEO
MAP Professional Development, Inc.

Christine D. Hegstad, Ph.D. is President and CEO of MAP Professional Development Inc., a consulting firm dedicated to helping busy professional create meaningful careers and purposeful lives. A frequent keynote speaker and trainer, Dr. Hegstad has worked with a number of Fortune 500 companies as well as small businesses, professional associations, universities and not-for-profits. She founded The Life Of No Regrets campaign, a unique effort to empower participants to clarify and write their individual purposes, then create action plans to fulfill them through their work and lives. Her writing has been featured in over two dozen publications including Human Resource Development Quarterly and Human Resource Development International. She resides in the Midwest with her husband and three children.


[Dr. John Wedman]

Dr. John Wedman
Director, School of Information Science & Learning Technologies
University of Missouri-Columbia

[ Elliott McClelland]

Elliott McClelland
Communication Specialist
School of Information Science and Learning Technologies


Over the past two decades, formal mentoring has become recognized - both in the workplace and through empirical research - as a powerful and cost-effective career development intervention. By partnering experienced organization members with new or less-experienced employees, organizations - as well as the individuals themselves - may reap substantial benefits such as improved performance, enhanced morale, and greater opportunities for networking and relationship-building. A poorly designed mentoring program, however, can lead to numerous problems within the workplace and stunt future development initiatives as well. This chapter describes the variety of mentoring formats available, differentiating formal mentoring programs from informal mentoring and coaching. Theoretical perspectives of mentoring are explored, especially in relation to social exchange theory and effective design frameworks. Career counseling theory is also examined from a constructivist perspective. Potential benefits and drawbacks of mentoring, for both individual participants and their organizations, are outlined, followed by a review of mentoring specifically as a career development strategy. Strengths and criticisms of career mentoring programs, as well as recommended strategies for effective program design and implementation, are offered. Finally, suggestions for creating an environment conducive to successful career mentoring programs are discussed.

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