The definition and parameters of teacher education have recently been changed by the concept of mentoring. Supporters of the concept maintain that it is an effective technique for inducting and retaining new teachers, but who and what are mentors, and what attributes do they possess? Previous research has identified collaboration, enthusiasm, emotional commitment, and sensitivity as the necessary traits of an effective mentor. It has also been found that mentors are available, give immediate feedback, listen attentively, and collaboratively solve problems with mentees. Epistemological structures that best serve the mentor-novice relationship, gender issues between mentors and proteges, and moral development orientations within the mentor-intern relationship have also been investigated. Thus, mentoring is a complex activity that involves a mentor, an intern or novice, and a process within a predetermined structure. The articles in this special issue validate the fact that the terms "good mentor" and "effective mentoring relationship" often elude easy definition. However, a common theme emerges: The mentor-mentee relationship is a transformative one that can change the course of one's life.

The definition and parameters of teacher education have recently been changed by the concept of mentoring. Supporters of the concept maintain that it is an effective technique for inducting and retaining new teachers, but who and what are mentors, and what attributes do they possess? Previous research has identified collaboration, enthusiasm, emotional commitment, and sensitivity as the necessary traits of an effective mentor. It has also been found that mentors are available, give immediate feedback, listen attentively, and collaboratively solve problems with mentees. Epistemological structures that best serve the mentor-novice relationship, gender issues between mentors and proteges, and moral development orientations within the mentor-intern relationship have also been investigated. Thus, mentoring is a complex activity that involves a mentor, an intern or novice, and a process within a predetermined structure. The articles in this special issue validate the fact that the terms "good mentor" and "effective mentoring relationship" often elude easy definition. However, a common theme emerges: The mentor-mentee relationship is a transformative one that can change the course of one's life.

Master's degrees have often been relegated to "second-class" or "consolation prize" status by administrators and faculty in higher education. But the first major study of master's education in more than thirty years recently made headlines by calling the degree the "silent success" of American higher education. In a lead editorial about the study, the Washington Post agreed that the master's degree is "academia's secret weapon" and an important "bridge to the rest of the world". In A Silent Success, Clifton Conrad, Jennifer Grant Haworth, and Susan Bolyard Millar present the results of their ground-breaking study of master's education in the United States. Basing their discussion on interviews with nearly 800 people in a variety of fields, the authors identify key decisions that shape master's experiences and develop a typology of master's programs. In doing so, they establish the surprising extent to which students, program alumni, faculty, and employers value master's education. They find widespread agreement about the positive outcomes of master's education: refined analytical skills, "big picture" perspectives, connections between theory and practice, and improved communication and professional skills. A Silent Success concludes with a discussion of the characteristics of high-quality programs and with specific recommendations for strengthening master's education. The authors urge administrators to recognize the importance of master's education and terminal master's programs. They call on state and federal policymakers to provide greater financial support for master's students - particularly in fields such as nursing, education, and environmental studies. They encourage employers toprovide flexible and supportive leave policies, as well as strong financial and in-house support. Finally, they invite students themselves to shape their master's experiences by joining student organizations, organizing colloquia, and nurturing collaborative learning experiences.