Seven Effective Approaches to Mentorship: Finding the Best Fit
Mentorship is a cornerstone of organizational growth, talent retention, and individual development. The nature of mentorship relationships directly impacts mentee satisfaction, skill acquisition, and long-term career outcomes. Organizations benefit when mentors understand and intentionally select the most appropriate mentorship styles for their contexts and mentee needs.
The Seven Research-Backed Mentorship Styles
- Traditional Mentoring
- Reverse Mentoring
- Peer Mentoring
- Group Mentoring (Single Mentor)
- Group Mentoring (Multiple Mentors)
- Mutual Mentorship
- Mosaic Mentoring
Understanding Each Mentoring Style
Traditional mentoring: An experienced mentor shares expertise and supports a less experienced mentee’s growth.
Reverse mentoring: Junior employees mentor senior staff, especially on technology or cultural competence.
Peer mentoring: Colleagues at similar career levels support each other’s learning and career advancement.
Group mentoring (single mentor): One mentor guides a group of mentees, fostering collaboration and shared learning.
Group mentoring (multiple mentors): Several mentors support a group, providing diverse perspectives and solutions as group members shift between mentor and mentee roles fluidly.
Mutual mentorship: Hierarchical distinctions blur as all participants teach and learn from each other; aligns with omni-directional communication models.
Mosaic mentoring: Focuses on the broader life context and support systems of mentees, integrating multiple roles (e.g., advocate, connector, coach) to holistically support personal and professional development.
How to Select the Right Mentorship Approach
Assess the Mentee’s Needs and Context
- Determine the mentee’s professional development goals, preferences, and existing support networks
- Consider the complexity of their challenges and whether a single mentor or a group/mosaic approach is more fitting
Match Mentorship Style to Organizational Objectives
- Use group and mosaic models for complex, multidisciplinary challenges or to foster inclusion
- Choose reverse mentoring to bridge generational gaps or accelerate digital transformation
- Select traditional or peer mentoring when skill transfer or shared learning are primary goals
Communicate and Set Expectations
- Clearly define mentor and mentee roles, frequency of interactions, and desired outcomes for all involved
- Regularly reassess and adapt the style as career stages and objectives evolve
Real-World Example of Effective Mentorship
A 2024 multidisciplinary study in engineering education found that “Mosaic Mentoring” networks—integrating roles such as advocate, connector, and coach—were instrumental in supporting marginalized individuals’ progression and satisfaction. In these programs, support extended beyond professional advice to holistic life guidance, demonstrating increased mentee agency and retention in their fields.
Mentorship Style Selection Checklist
- Identify the mentee’s primary needs (skill, advice, network, sponsorship, etc.)
- Choose the mentorship style that aligns with these needs and organizational context
- Clarify roles and expectations at the start of the relationship
- Schedule regular check-ins and adjust the mentorship style as goals or circumstances shift
- Foster a safe environment for open dialogue and feedback
- Encourage mentee autonomy and self-advocacy
- Seek feedback from mentees to refine your mentorship practice
References: Life Sciences Education, National Institutes of Health, American Society for Engineering Education, EDUCAUSE, American Thoracic Society Journals
