Because of such disadvantages, it is wise to have a portfolio of both peer and traditional mentoring relationships. In addition, some peers may lack the knowledge and experience to be a peer mentor. For instances, some individuals may not be prepared to share their information. However, there are disadvantages to peer mentoring. As you teach and learn from each other, the peer mentors can hold each other accountable to applying what they learn. This will allow both parties to learn more as we have seen that as you teach, you also learn more.įinally, peer mentoring allows to have a natural accountability partner. In peer mentoring, both parties have the opportunity to teach and learn. As noted earlier, the traditional mentoring relationship is one where the mentor teaches and the mentee learns. Two additional benefits of peer mentoring are two-way teaching and learning, and having an accountability partner. Third, having a peer mentor provides you an excellent resource for feedback on your ideas and behaviors. Being able to vent with someone who can empathize with your situation is often seen as beneficial to one’s mental health. Second, when dealing with such challenges and problems, it is nice to have someone to commiserate with about them. Therefore, peers can work together to help address their thorniest problems. You are dealing with many of the same types of work demands, reporting relationships and office politics. First, peers are often facing similar challenges and similar problems as you. However, there are many other advantages to peer mentoring. One advantage of peer mentoring is that it does not have such hierarchical gaps. The mentor is often substantially more senior in the profession or industry than the mentee, which can significantly inhibit the development of rapport between the two parties. One of the downsides of the traditional mentoring relationship is the hierarchical difference between the mentor and the mentee. Peer mentoring should not replace, but rather complement traditional mentoring relationships. This is unlike the traditional mentoring relationship in which the younger, less experienced person in the relationship does almost all of the learning. Peer mentoring is basically a relationship between people who are at a similar career stage or age and in which both parties profit from the arrangement in terms of learning. However, while the value of having mentors was never lost on me, it never occurred to me (and probably to many others) to pursue a mentoring relationship with my peers, such as the ones AACSB has encouraged me to forge with my fellow business school deans. That is just one of the many reasons I have volunteered to serve as a mentor through the Rotary Club of Augusta. No matter how it started, I always found that being mentored was extremely valuable and was instrumental in just about every success I had and I imagine most of you can say the same. Peer-to-peer mentoring adds accountability, shared learning In some cases, I initiated the relationship, but in others, these more experienced people took an interest in helping me. Through my two very different careers in the military and academia, I have been extremely blessed to have mentors who have taken me under their wings and enhanced my likelihood for success.
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