Eight Dimensions of Mentoring: A Contemporary Map of How Mentors Help

Fowler, J. L., & O’Gorman, J. G. (2005). Mentoring functions: A contemporary view of the perceptions of mentees and mentors. British Journal of Management, 16(1), 51–57. https://doi.org/10.1111/j.1467-8551.2005.00439.x

Introduction

Fowler and colleagues (2005) revisited the classic framework of mentoring by examining how mentors and mentees perceive mentoring functions in modern workplaces. Earlier studies, such as Kram’s (1980), identified two broad categories—career and psychosocial support—but workplace structures and gender dynamics have changed substantially. The authors aimed to develop an updated, evidence-based instrument to measure mentoring functions relevant to contemporary organizational contexts.

Methods

The study used a two-phase, mixed-methods design. In Phase 1, 24 mentors and 24 mentees from six organizations were interviewed about their mentoring experiences. Thematic analysis produced 42 mentoring functions, which were refined into 39 survey items. In Phase 2, the new instrument was tested with 272 mentees and 228 mentors from 13 organizations. Statistical analyses (exploratory and confirmatory factor analysis) revealed the underlying structure of mentoring functions.

Results

Eight distinct mentoring functions emerged: personal and emotional guidance, coaching, advocacy, career development facilitation, role modeling, strategies and systems advice, learning facilitation, and friendship. Both mentors and mentees shared remarkably similar perceptions of these functions, indicating strong alignment in how mentoring is experienced across roles.

Discussion

This research provides a much-needed, updated description of organizational mentoring, effectively moving beyond the traditional psychosocial/career support dichotomy. The validated eight-function model confirms that a wide range of specific support behaviors exist. The finding of perceptual alignment is key, suggesting that effective mentoring naturally achieve a shared understanding of the relationship’s specific goals and activities.

Implications for Mentoring Programs

Mentoring programs must move past vague definitions of support and intentionally integrate these eight identified functions into mentor training. Furthermore, programs should adopt tools to facilitate conversations between partners about their expectations for these functions, ensuring both participants are working toward the same goals for maximum developmental impact.

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