Mentoring Role in the Process of Learning to Lead
Leaders are considered as the significant aspect in communities or organizations. The impact of leaders can lead organizations to the success or adversely to the failure in achieving their goals. Many perspectives on this theme had created comprehensive understanding and may be used in many different contexts. The meaning of leader and leadership and other debatable issues associated in its construct should be understood in its context and perspective. Definition of leadership in this topic will focus on knowledge, skills, abilities and traits of the leader in the process of influencing other people or followers to do what the leader want. This definition is proposed by Barker (1997) in possibilities of leadership training which define leadership and management in the same way. To focus on the leadership as a management function is more rationalistic but it is more possible to adapt in organizational practices. In their act to lead or their behaviors to influence other people in organization, leaders have their own values and styles which are different from one another and to be owned originally. These values and styles are shaped by many factors along developmental process. In the process to become a leader, a person is influenced by many agencies, i.e.: parents, families, friends, colleges, educations, experiences, etc. Those agencies interact in complicated ways and shape leadership values and styles. One important agency is mentor which is a person who plays a role as guru, coach, model in the process of learning become leaders. Mentor-protégé existence is recorded since the old history and has varied interpretations in its practices. However, mentor-protégé relationship is proved as a useful method for leaders to develop their leadership role.
Mentoring as a means in organization has attracted many researches to study its role and dynamic since it is used to increase personal ability and in the end is hoped can give optimum benefits to organizations. There are many views about the role of mentoring in organizations based on the findings. Even though there are skeptical views about the role of mentoring in organization, I believe that mentoring in a broad definition is a very useful method and should be implemented properly to get its benefits.
In the effort to get the clearer insight about mentor-protégé phenomena, I will begin with explaining mentor and protégé definition, aspects involved in the relationship, benefits of mentor-protégé relationship, barrier of a successful relationship, other effects in relationship,and model in mentorship. In the last part, I try to look out relevancy of mentoring in the current organizational context.
Definition of Mentorship
To have comprehensive understanding about mentor we need to know the root of its word and how this term uses in many fields. There are many definition and debatable issues associated in this definition. However, I suggest to give the meaning of mentor-protégé based on its root in mythology. History of Mentor
The concept of mentoring can be traced from Greek mythology. In Odyssey of Odysseus, Mentor was the faithful companion of Odysseus, King of Ithaca who took an important role for Telemachus, Odysseus’s son, when the King went off to the Trojan wars. Mentor’s duty was to raise Telemachus and prepare him as the successor of Odyssey. According to Samier (2000,p.85), based on Odyssey story, there are three fundamental roles in mentoring: guardian, guide, and counselor. While Carruthers (1993,p.9) explain that in this story, Mentor had a role as a father figure, a teacher, a role model, an approachable counsellor, a trusted adviser, a challenger, an encourager to Telemachus. Carruthers also add the figure with Athene, also from Greek mythology, who sometimes is assumed the form of mentor and acted as mother figure and wisdom.
On the other hand, protective aspect...
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