| Sumario: | The mentoring relationship has been shown to be effective in promoting individual growth and development, both personally and professionally, as well as being beneficial to an organization. Historically, mentoring has been seen as a dyadic relationship between a senior and a junior (protégé) from the protégé's perspective. This definition has evolved, now including the mentor perspective, interpersonal characteristics, phases of mentoring, the quality of relationships, and the expansion of protégé outcomes to include psychological or psychosocial factors. Beyond the traditional senior-junior mentoring relationship, there are now many different types of mentoring relationships, including group, peer, reverse, situational, and cross-functional. Given this, how does a prospective mentee find a mentor who is compatible with their needs, expectations, communication preference, and interpersonal style? This paper is intended to provide a guide to establishing a mentor-mentee relationship. An effective mentoring relationship is described, as well as the characteristics of mentors and mentees that can contribute to an effective relationship.
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