First described in the 1980s, mentorship has evolved from an idea to a culture. Simultaneously, in general, the younger person in this relationship transformed from a “protégé” to a “mentee”. Lacking is an examination of how a sequence of various forms of mentorship demonstrates this evolution and transformation. Examining fourteen types of author mentoring relationships, experienced over 39 years using chrononarratology as a form of qualitative research narrative inquiry, compared with relevant peer-reviewed publications, amends this. The transition from idea to culture demonstrates that mentees are not equivalent to protégés, who, with their mentor, develop their careers and psychosocial competencies. When mentees choose their mentors, the mentor’s experience is comparable to the mentee’s, and the mentees consider the experience as aiding their problem-solving, then mentorships are most effective. As such, mentees require a particular self-awareness to identify that they have a solvable problem, anticipate a solution, and can effectively utilize the mentor’s experience. Therefore, the effort in organizing matches to advance the mentorship culture can be unproductive. In contrast, effective mentorship matching aids relevant self-awareness in mentees and provides them with options for selecting mentors who are willing and able to share their pertinent problem-solving knowledge through mentoring.
Carol Nash (Wed,) studied this question.