The concept of ‘Mentoring’ is, perhaps, very powerful in today’s technological world. Its impact goes beyond benefit to those who are mentored as well as those who mentor. If someone with experience is willing to invest time and effort in an attempt to assist the new generation either in the educational field or in career development, the youth should always listen, though not necessarily to agree with the advice. At the same time, they should take advantage of the opportunity to discuss the perspective, and advance the discussion related to the issue where guidance is needed. In a formal mentoring process, one can discuss one’s career from a personal and professional perspective without fear of repercussion. The Prot?g? should keep in mind that mentoring is not about getting somebody to do his/her work but an advice or teaching as to how best one can approach the issue from the mentor’s point of view. In today’s context, Young professionals are the mentors for new recruits who are bridging the gap between naivete and experience. Mentoring should be explicitly incorporated into various aspects of organizational life and formalized. An organizational culture has to support mentoring that can build the capacity to carry out the work of the organization. It is clear that mentoring programs and relationships are integrally built into many venues of learning in adulthood. What must be considered, however, is that, as workplaces, educational institutions, society, and culture change, so too must mentoring relationships. This book is conceptualized to capture and analyze current trends and issues regarding mentoring. However, it cannot possibly be inclusive of all issues surrounding mentoring.
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