Mentoring
Week 9
HRM30012
SILVIA CORRUGGIERO
Objectives
• Review the role of mentoring
• Review the relationship between
the Mentor and Mentee
• Explore the timelines and how
the relationship develops
• Explore the criticisms and
problems of Mentoring
• Identify the relationship between
CM and PC
The word
"mentoring"
originates
from Greek
mythology.
Defining
Mentoring
Mentor was entrusted by
Odysseus to guide and
educate his son, Telemachus,
during Odysseus's absence
after the Trojan War.
Over time, the name
"Mentor" came to represent
someone who imparts
wisdom to and shares
knowledge with a less
experienced colleague.
Hence, it's associated with
education and the
acquisition of wisdom.
[Link]
Mentoring -Importance
in Career Development
Various studies have indicated that
having a mentor can play a crucial
role in one's professional
development. Most successful
senior managers, according to
these surveys, have benefited from
having at least one mentor at
some point in their careers.
What is
Mentoring?
• Mentoring is a developmental relationship,
typically between two individuals with
different levels of seniority (2nd IR)
• In its traditional form, mentoring is often tied
to career management, specifically within the
context of traditional career paths.
The more experienced individual, often referred
to as the mentor, provides guidance, knowledge,
advice and support to the less experienced
mentee, helping them navigate and advance in
their professional journey.
[Link]
Mentoring
Timelines
Mentoring is typically a longer-term
relationship, though it can be short-term in
some instances. Its duration is often
undefined.
The process can be formal, facilitated by
an organisation, or informal, where the
mentee actively seeks out a mentor for
guidance and support
Mentoring
phases
Mentoring relationships often evolve through distinct
phases:
Initiation: This is the beginning phase of the mentoring
relationship. Mentor and mentee are getting to know each
other, establishing trust, setting expectations, and defining
the goals and objectives of their partnership
Redefinition: The mentor and mentee may find it
necessary to adjust or redefine their goals and
expectations based on the experiences and insights
they've gained
Separation: After a substantial period of guidance and
collaboration, there comes a point where the mentee has
gained the necessary skills, knowledge, and confidence to
move forward independently.
The Mentor
The efficacy of the relationship are shaped by the
mutual understanding, expectations, and
engagement of both participants.
The primary role of mentoring is focused on career
development.
For example, Jungbauer & Gross, 2013, found a
clear link between having a strong mentor and
academic promotion.
Evidence shows that mentoring positively impacts
the mentor's own career progression.
However, the direct correlation between
being mentored and career achievements
can be challenging.
This is because career advice is a long-
term process.
So how do we decide how to measure the
efficacy of mentoring?
The Mentor
Mentoring
Relationship vs.
Psychological
Contract
Relational Mentoring:
• Established on the basis of interpersonal exchange.
• Focused on mutual trust, personal relationship, and long-
term engagement.
Transactional Psychological Contract:
• Becomes more structured, with defined outcomes and
expectations
• Specific deliverables and timelines defined.
• Shorter-term, often goal-oriented.
Balanced Psychological Contract:
• Combination of both relational (e.g., mutual interpersonal )
and transactional (well-defined criteria)
The role of Mentoring
in uncertain times
Contemporary careers post pandemic involve considerable
uncertainty and challenge has influenced mentoring relationships:
1. Increased Demand for Mentoring: Many professionals, especially
those early in their careers, are seeking guidance. They desire
mentors who can help them navigate these uncertain times and
adapt to the changing job landscape.
2. Virtual Mentoring: it can also pose challenges in building a
personal connection.
3. Changing Mentoring Content: Mentoring discussions now include
topics like managing remote teams, ensuring mental well-being,
adapting to digital tools, and re-skilling for the post-pandemic job
market.
4. Mentorship Duration and Flexibility: Mentoring relationships have
become shorter and more goal-specific
5. Emotional and Psychological Support: Beyond professional
guidance, mentees are also seeking emotional and psychological
support from their mentors due to the stresses and isolation of the
pandemic.
6. Broader Skillset of Mentors: demand for skills has changed
As a result, mentoring can be
associated with Kaleidoscope careers
Individuals alter the patterns of their
careers (and mentoring needs) by
considering the relative and changing
needs for authenticity, challenge and
balance given current life context,
obligations and opportunities and this
may reflect the type and nature of
mentoring they seek
The role of
Mentoring in
uncertain times
Who can
Mentor?
• Anyone can be a mentor but there is a need for
the relationship to develop rather than be
forced as in such a case it is unlikely to be of
benefit to either participate – note
transaction/relational and balanced approach
derived for the psych contract
• The organisation also has to create a
supportive culture – allow the time and space
for the relationship to develop and flourish
The Problems
of Mentoring
• It is vague – is this good or bad?
• Can mentoring (or should it ) be
measured?
• Should it be structured or
unstructured?
• How do you measure learning
opportunities?
• How is the relationship managed?
• When does it end?
• Who ends it?
Summary
• Mentoring is increasingly seen as a
key aspect or part of the jigsaw of
pieces for a successful career
• The key issue is the variation in
the nature and structure of these
relationship
• Many would argue this is at the
core of the weakness of mentoring
other the strength of mentoring
• The key lies in what works in for
each individual.
Summary
• The Kaleidoscope Career Model
provides a framework in
understanding the changing career
needs of individuals across the
working life span, taking into
consideration influences of gender,
culture, and identity. This can also
be seen as a framework in the
current ‘dynamic’ era for mentoring
• Management can assist with
encouraging and developing a
mentoring system but there is a
need for flexibility and informality
relationships to develop
Reflection
activity
How do you envision AI
impacting traditional
mentoring structures?