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A mentoring relationship has the ability to propel career and psychosocial development for both mentors and mentees .Psychosocial development refers to an individual’s interaction within a particular social environment, while career development refers to an individual’s enhancement in learning within an organization .Traditional mentoring can also be problematic for individuals belonging to minority and/or vulnerable groups.
Similarly, if either party changes jobs or relocates, the mentoring relationship is typically ended or erodes as the physical presence of both parties is the foundation in a traditional mentoring relationship.Mentoring provides organizations several bene fits which include: increased productivity; increased recruiting ability; increased employee commitment to the organization; cost savings (as compared to other formal training programs); improved organizational communication; and enhancement of strategic planning ability .In addition, mentoring can help in learning about the organization, augmenting the organizational culture and providing entry into social networks that would otherwise be unavailable .Traditional mentoring also relies on organizational support , since the information exchange is typically carried out on company time, with company resources and is an intra-organizational relationship.Traditional mentoring is virtually impossible to sustain without organizational support since it can require significant human resources and be costly to administer .
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Benefits of mentoring [2,3,12,13,15,16,18].being in the same physical space.