Mentoring relationships models

In other respects, the nature of these types of relationships, and therefore the mentor characteristics, can be quite variable. For example, mentoring relationships could follow a reverse mentoring model, in which the mentor is potentially (much) younger but certainly more junior than the mentee. Many senior mentees view reverse mentoring as a unique opportunity and are fully conscious of the fact that having a yoimger mentor is not a humiliation but a benefit. 

There has not been much research into the effects of these different models of mentoring. It is probable, however, that the nature of the mentoring relationship varies tremendously between them. For example, it is fair to assume that there will be differences in relationship d)mamics and power distributions between, say, traditional face-to-face mentoring that occurs on a one-to-one basis and e-mentoring or team mentoring. There might be individuals who are better able to benefit from some as opposed to other models. 

Chapter 4 takes account of the factors that influence mentoring relationships (e.g. the different models of associations and the degree of formality imposed on the relationship). Ways to manage these are discussed. 

In this mentoring model, individuals are asked to take on the responsibility for their own career development with the help of a range of formal and informal advisory relationships that they find and foster for themselves. The following quotation from Kerka (1998) summarizes the trends and issues facing mentoring in a time of organizational uncertainty ... 

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