Importance of informal mentoring
Dr. Catherine Burr

In researching the link between mentoring and advancement for women, several key components were identified that further support the recommendation that women will advance faster and to higher positions when they have a mentor. In a study that interviewed 20 women, all who have attained a leadership position, the key question was: Did mentoring play a role in your advancement to this executive position?

In 18 of the 20 situations, mentoring played a vital role in the advancement of these women to executive positions. Interestingly, the two women without a mentor who achieved a leadership position each were seeking other employment and were not satisfied in their current roles. The 18 women sharing positive role models as mentors discussed strong mentoring experiences and their ascent to leadership as well as their confidence and comfort in the new position. These criteria also supported retention issues within the organizations.

The differences between formal and informal mentoring were discussed with each interviewee and it was determined that the majority of women were more interested in informal mentoring. Research supports informal mentoring as more effective than formal mentoring. Research by Ragins and Cotton (1999) suggest that protégés of informal mentors reported that their mentors were more effective and received more career outcomes than nonmentored individuals. These informal mentoring relationships develop spontaneously and last longer than formal relationships. The initiation is based on mutual identification and fulfillment of career needs with mentors selecting protégés who often remind the mentor of herself at an earlier age. The benefits of the informal mentoring extend beyond the duration of the relationship for three reasons. (1) There is more time to build career development; (2) The perception exists that mentors spend time with protégés due to personal commitment rather than a sense of organizational duty, and (3) Informal mentors assist in skills spanning different organizational settings over the long term career.

For questions or comments, Dr. Burr can be reached at DrCatherineBurr@ymail.com