Mentorship Report: Roles and Responsibilities in Leadership Management

This report delves into the critical aspects of mentorship, examining the roles and responsibilities of both mentors and mentees. It highlights the importance of mentors as advisors, coaches, and guides, emphasizing their role in providing guidance, feedback, and support. The report also underscores the need for mentors to facilitate resource allocation, encourage networking, and act as confidantes. It further explores the benefits of mentorship, including career development and the fostering of successful mentor-mentee relationships. The report also references several sources to support the importance of authenticity, transparency, and vulnerability in effective mentoring relationships.

Running head: MENTORSHIP
MENTORSHIP
Name of the student:
Name of the university:
Author note:

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MENTORSHIP
Mentor and mentees can develop invaluable experiences for both the parties. Both the
mentors as well as the mentees can learn new important things about themselves and even about
each other. These attributes help the members to move forward towards their career goals.
However, to make the relationship reach its full potential, both mentor and mentee need to
understand the role they play (Opengart and Bierema 2015).
Every mentors need to play an important role as an advisor and as a coach. The mentors
need to provide advice, guidance as well as feedback. They also need to share experiences and
expertise for developing the skills and knowledge of the mentees. They also need to act as the
sounding board for the ideas as well as the action plans. They also need to perform the role of
champion and cheerleader. The mentors should also encourage and provide support to try
different of the new things. They need to help the mentees move out of their comfort zones,
celebrate success and help mentees to understand different aspects of a project when things fail
to get accomplished as planned (Fries‐Britt and Snider 2015). Another role of memtors is to
allocate proper resources and provide recommendation to the mentees. The mentees need to
identify the resources that would help in personal development and growth. This might include
the mentor recommending good books to the mentee according to his needs or for his betterment
along with helping mentees to join workshops or other learning tools. Mentors can also
encourage the mentees to join different networking organizations and even introduce them to
different of the new contact. They also need to play the role of a guide and confidante. They
need to provide effective feedback that mentees would require for moving forward and pushing
the mentees for taking risks when appropriate (Eller, Lev and Feurer 2014). They can help them
by guiding them through a chosen path so that the mentees can reach their zenith of success in
their chosen paths.

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MENTORSHIP
In this ways, mentees can become a mentor and help newer faces in the organization to
succeed in their lives.

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MENTORSHIP
References:
Eller, L.S., Lev, E.L. and Feurer, A., 2014. Key components of an effective mentoring
relationship: A qualitative study. Nurse education today, 34(5), pp.815-820.
Fries‐Britt, S. and Snider, J., 2015. Mentoring outside the line: The importance of authenticity,
transparency, and vulnerability in effective mentoring relationships. New Directions for Higher
Education, 2015(171), pp.3-11.
Opengart, R. and Bierema, L., 2015. Emotionally intelligent mentoring: Reconceptualizing
effective mentoring relationships. Human Resource Development Review, 14(3), pp.234-258.