Argues that mentoring can play an important role in the emerging mainstream of management development and in achieving organizational change. Discusses the roles and benefits of mentoring for the mentor, the mentee and the organization in terms of leadership/management development, succession planning, communication improvement, culture change, key competence identification and inculcating a cross‐functional approach to management. Concludes that, although mentoring on its own cannot create organizational change, it can allow an organization to keep pace with change and unleash individual potential and talent.
CitationDownload as .RIS
MCB UP Ltd
Copyright © 1995, MCB UP Limited