3DCS & 3DMS part A - Coursework Example

development as it seeks to infuse aspirations, develop interpersonal and other required skills and make the employees equipped of the necessary skill set which makes them adept to handle their job responsibilities and grow in their career and life. As stated earlier, relationship between mentor and mentee is more on personal lines than formal based. This is so because it is not dependent on any specific task or outcome and as such, involves many outcomes and learning processes. Some of the key aspects in the mentor and mentee relationship are: Mentor mentee relationship is free from implied or open authority as enjoyed by coaches.

This is so because coaches are deputed for some specific outcomes and its achievement is crucial to their training purpose. However, mentoring is a relationship free of power and based on mutual trust and respect as both the mentor and the mentee tend to gain from each other. While a coach can insist on the compliance, a mentee has full rights to decide upon the relationship tenure, intensity and focus. In a nutshell, self-selection is the initiator in the mentor mentee relationship where mentee picks up the mentor as contrasted to coaching where coach selects the trainee.

The relation being an open and trusted one, objectivity substitutes subjectivity in the outlook of both the parties. When both of them learn from each other, it is essential that no single entity tries to impose one’s opinion or belief onto the other and provide complete freedom to think and act. A mentor is supposed to advise more than mere telling or commanding. In this light, it is imperative that the mentor is aware and knowledgeable of the best interests of the mentee. This is advantageous to allow the mentee think on exact lines as whatever will be advised by him will be taken seriously by the mentee.

Thus, only such advises should be put forth which are sure to be accepted and relevant to the interest and situation for the mentee. Mentoring started off as