Power Mentoring: How Successful Mentors and Proteges Get the Most Out of Their Relationships

by Ellen A. Ensher, Susan E. Murphy

Written to reflect the realities of today’s business environment, Power Mentoring is a nuts-and-bolts guide for anyone who wants to create a connection with a protégé or mentor, or to improve a current mentoring relationship. Filled with illustrative examples and candid insights from fifty of America's most successful mentors and protégés, Power Mentoring unlocks the secrets of great mentoring relationships and shows how anyone (including those who are well established in their careers, or those who are just starting out) can become a successful mentor or protégé. Based on compelling interviews from Ellen Ensher and Susan Murphy’s own research, this important resource explains what it takes to develop a “power mentoring” network consisting of a variety of mentors across a range of organizations and industries. The authors provide strategies for establishing such power mentoring relationships, outline the best practices, and offer insights from mentors and protégés in a variety of fields including technology, politics, and the media.

Genres: Leadership, Business, Management

368 pages, Hardcover

First published January 1, 2005

Reviews

[Laura · Rating 4 out of 5]

An interesting overview about power mentoring based on a series of research interviews (n=50) of professionals as both mentors and proteges. Most interviewed were industry leaders or top professionals in their field (e.g. technology, film, TV production, media, NGOs, etc.). Good summary of the findings from the study, the individual participants, and methods used.

[Damon · Rating 4 out of 5]

Well-researched with some great specific, actionable ideas and resources for both mentors and protoges.

[Jansen · Rating 1 out of 5]

A bit too clinical and following the tell them what you are going to tell the, and tell them, remind them of what you told them. Imagine multiple chapters spending 1-3 sentence reviewing what Ch2 covered.

I disagree with their ventral argument that traditional mentoring is different from power (network) mentoring. I think the two are simple different levels of ok to great mentoring

Types
Superior - traditional often a few s abve you within the organization. But could also be your direct boss, and though direct bosses tend to be short term mentors.
Reverse - seeking advice from those traditionally viewed to be below you
Group - mentoring a group of people all at once
Paid - hiring someone to advise you.
inspirational - often someone you never meet
Competition - someone that works for a
competing Company
Family
Peer - A same level individual or someone that us just above you
Temporary - short term and often intense mentorship

Workplace recommendations -
Use the different forms of mentoring and don't focus on just 1
Create a positive atmosphere and additude towards mentoring
Formal and informal mentoring both have their benefits and place.
Help mentors develop trust from their mentees by not undermining or stealing confidential information from mentors.

[Nathan Spaun · Rating 4 out of 5]

Changed my mind completely on what mentorship looks like.