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The Complete Guide to Mentoring

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The Complete Guide to Mentoring

How to Design, Implement and Evaluate Effective Mentoring Programmes

Kogan Page,

15 mins. de lectura
10 ideas fundamentales
Audio y Texto

¿De qué se trata?

That great mentor Yoda told Luke Skywalker: “You have to unlearn what you have learned.”

Editorial Rating



  • Well Structured
  • Overview
  • For Beginners


Wisdom is neither an accumulation of knowledge nor something you hand off like a baton in a relay race. Business strategist Hilarie Owen aims to close the gap between “power and wisdom” with a comprehensive toolkit designed to help your company create, implement and evaluate a mentoring program. She draws upon research into how individuals can change the way they think about and learn from their experiences to make better decisions. She also examines effective mentoring relationships and outlines the responsibilities of good mentors and “mentees” or protégés. Useful extras include a sample mentoring agreement, a self-quiz to determine your preferred learning style and in-depth case studies. While Owen’s writing style proves a slow read, getAbstract finds plenty of value in this pragmatic, informative guide.


“The Wisdom of Mentoring”

Organizations should tap into the “wisdom and judgment” their leaders can share with their up-and-coming employees. Your executives’ and managers’ knowledge is a resource with abiding value and benefits, and having them serve as mentors is an effective way to make the most of it.

Wisdom involves applying knowledge in a way that draws on previous experience. It encompasses “curiosity and [a] willingness to learn about one’s environment” and to challenge assumptions about the world and society. Wisdom is dynamic in that it “assumes complexity” rather than “stability.” Mentoring enhances individuals’ awareness and helps make organizations wise. Its specific benefits include supporting people as they manage their careers, substantiating corporate succession plans, and assisting women, minorities and other “diversity employees” in the workplace. However, be aware that:

  • Mentoring is not a training program or a “quick fix.”
  • Mentoring should be available to all employees at all levels within a company, lest it be considered “elitist.”
  • Mentoring should occur face-to-face rather than by email or telephone.


About the Author

Political scientist, business strategist and author Hilarie Owen is the founder and CEO of the UK-based Institute of Leadership Wales.

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