Mentoring: Meaning, Advantages And Disadvantages

Meaning of Mentoring

Mentoring is a process whereby more experienced managers actively guide less experienced managers. The mentor provides guidance through direction, advice, criticism, and suggestions. This wisdom and guidance helps the less experienced manager to obtain necessary skills and socialization for job performance and career progress. The learner learns and develops potential as he goes along with mentoring to solve managerial problems. The mentor grooms him to assume higher responsibilities in future.
The person in receipt of mentor ship may be referred to as a protege (male), a protegee (female), an apprentice. And The mentor may be referred to as a godfather/godmother.
Mentoring is a process for the informal transmission of knowledge, social capital, and the psycho-social support perceived by the recipient as relevant to work, career, or professional development, It entails informal communication, usually face-to-face and during a sustained period of time, between a person who is perceived to have greater relevant knowledge, wisdom, or experience (the mentor) and a person who is perceived to have less.

Objectives of Mentoring

  1. Establishing a relationship between the persons.
  2. Modeling behavioral norms for the young person
  3. Listening to the person’s concerns and problems
  4. Helping him to search alternative solutions for the problems
  5. Sharing own relevant experiences
  6. Responding to his emotional needs, without making him depend on the mentor
  7. Developing long-lasting, personal, and informal relationship.

Advantages Of Mentoring

  1.  The learner has opportunities to interact with experienced managers to improve performance. He gains confidence and self-awareness.
  2. There is rapid feedback of action on performance improvement to the learner.
  3. Learner is self-motivated to learn with confidence.
  4. It is not limited to performance-related problems. It focuses on future growth.

Disadvantages

  1. Heavy reliance is placed on the wisdom and abilities of the mentor. This may limit the scope for development.
  2. Current management styles and practices are focused.
  3. The senior managers may be unwilling for mentoring.