Mentoring in the Workplace

2337 Words Jun 11th, 2010 10 Pages
Executive Summary Some major business executives may say that earlier in their career they established a mentor relationship that helped them to get to where they are in their career. Research has shown that this statement can be true for some executives but not for all. Some experts believe that just having mentor relationships can or cannot affect someone’s career path and development. The purpose of this paper is to explain exactly what mentoring is and how it successful works within the workplace environment. Using support from various scholarly articles, I was able to discuss define the concept of mentoring and how it relates within the workplace setting. Using this concept, I establish the role of the mentor and mentee in regards …show more content…
Communication is key at the beginning of the relationship, mentees have to express to their mentors their “needs, future goals, and the kind of help they want from the mentoring relationship” (Moore, Miller, Pitchford & Jeng 2008, p.78). Mentees should not be consumed with having the perfect mentor, but should use their energy to invest in the mentoring relationship, and give it time to grow and develop where trust and respect are one in the same (Janasz, Sullivan, & Whiting, 2003, p. 84). Mentors and mentees should establish a structure to their relationship in order for both parties to achieve something out of it.
Establishment of Mentoring Relationships When a company establishes a corporate mentoring program there are some factors that have to be considered. There has to be an understanding of the “organizational dynamics,” and use these dynamics to create strategy, process, and programs for the mentoring relationships (Friday & Friday, 2002, p.154) The purpose of having a strategy for corporate mentoring is to have it align with the objectives and long term goals of the organization. Without an efficient strategy in place there cannot be a process or programs established. Once a mentoring program is established, the organization should decide what type of mentoring relationship they want to institute. There are two types of mentoring relationships, informal and formal. An informal mentoring relationship is one that is not created

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