Case study

Defining moments: Managing your mentor

The role of a mentor is simple: Provide guidance and support to a mentee to help
them develop professional and personal skills. During a mentor-mentee
relationship, a mentor will wear different hats and take on roles that help the
mentee achieve their goals. Mentors will provide constant feedback, share advice,
and give insights into their specific industry. Mentors will challenge the mentee
when it comes to making major decisions. That means playing the opposite side
and providing new angles to a decision. Mentors a huge fan of the mentees. They
celebrate the big and small wins, show support when mentees face setbacks, and
consistently provide words of encouragement. Mentors have countless resources
from tools to people to jobs. When mentors and mentees build a strong rapport, the
mentor is inclined to provide the necessary tools, introduce their network, and
create new professional connections.
In the given case Amy Morris was given the position of Managing Director (MD)
and her first role was to replace her mentor John Lane as the new head of energy
sector. Morris felt little uneasy. While happy about the promotion, she felt guilty
about replacing her mentor’s job. She had a very good relationship with Lane.
They did lots of project together. It was Lane who provided that important
opportunity for Morris. That’s why she was feeling litter bitter sweet about her
promotion. In my opinion Morris deserves the MD position. She has earned it
herself. She got the position because of her hard work and dedication towards her
job. She was given the job because she has potential to become great. She should
not feel guilty towards Lane. I believe Lane is very happy for Morris for her
success. A true mentor will always support her mentee and will be happy for his or
her every success.
 Case study
Defining moments: Whom should we promote

Many organizations, either formally or informally, compile a list of people they

believe will have high potential for promotion. These high potential individuals,
often receive extra developmental opportunities beyond what’s available to the rest
of their peers. From an individual’s point of view, being selected to be on the high
potential list has enormous benefits. It becomes a boost to careers and a high
acknowledgement from the organization’s point of view, however, there is a great
deal at stake in this process. If they select the wrong individuals, then they are
pouring valuable development resources into the wrong container. Even worse, a
wrong choice means highly talented people whose development is ignored.

The main characters in this case are Alan Smith the senior manager of marketing
and sales team, Mita Anand, John Merriweather and Elliott Bowers. Mita Anand
and John are the two persons who were competing for the post in the organization.
Elliott Bowers is a team manager. Alan seems to be in dilemma over whom should
he promote since both the candidates are strong performers. Until, that is, Elliott
speaks up. He talks about Mita doing wild group karaoke on stage last night. He
says it’s not appropriate for a manager in their industry, let alone a mother to
behave like that. He questions her decision-making ability

In my opinion promotion should be given based on his or her skills sand ability to
perform. It should not be biased and it has nothing to do with what they do outside
of the organization. Alan should be evaluating performance and monitoring their
progress. Alan can look at sales figures, year over year performance, customer
service scores, or dozens of other metrics. He can look at how each employee
handles responsibility. He should look to make sure the employee’s performance
stays strong in the wake of increased responsibility. Promotions almost always
come with an increase in working with and/or managing people. People skills like
communication, conflict resolution, attitude, and more are all incredibly important
for leaders. Alan needs to look for employee who is stepping up and leading
projects, delegating when necessary, or acting as a mediator in a conflict. In this
way he can promote the right candidate for right position.