Evolution and Validation of Practice Standards, Training, and Professional Development

Phases of the mentor-protégé relationship:

Initiation phase

Weeks to months in duration

ii.

Begin work together

iii.

Mentor coaches protégé, and protégé may provide technical assistance.

Cultivation phase

2–5 years in duration

ii.

Both individuals realize personal and professional benefits.

iii.

Deeply intimate and personal bonds are formed.

Separation phase

Typically months in duration

ii.

Protégé no longer requires guidance and begins to seek more autonomy.

iii.

Mentor may think they have been deserted, whereas protégé may believe they are being held

back.

iv.

Resentment or hostility may lead to end of relationship.

Years in duration (lifelong)

ii.

Peer relationship evolves.

iii.

Mutual sense of gratitude and appreciation

Voluntary versus arranged relationships

Increasingly, organizations are establishing mentoring programs with assigned mentors.

Successful mentoring relationships are voluntary and based on mutual respect.

Successful and powerful people are not necessarily good mentors.

through assignment of mentors.

Box 1. Attributes of Successful Mentor-Protégé Relationships

Mentor Qualities

Strong interpersonal skills

Technical competence/expertise

Knowledge of organization and profession

Status/prestige within the organization and profession

Willingness to be responsible for someone else’s growth and development

Ability to share credit

Patience

Protégé Qualities

Self-perceived growth needs

A record of seeking/accepting challenging assignments

Receptivity to feedback and coaching

Willingness to assume responsibility for own growth and development

Ability to perform in more than one skill area

Relationship Qualities

Voluntary

Mutual benefits perceived and derived from the relationship

No conflicts of interest/competition between mentor and protégé

Not confined to professional or business interests