Male vs. Female: Which Mentor is Best ?
by Connie Glaser
Best-selling author and keynote speaker Connie
Glaser is one of the country's leading experts on gender communication and women
in leadership . Exploring communication differences
between men and women, Connie offers corporate seminars on effective communications
and overcoming barriers to leadership.
When looking for a mentor, does gender matter? Some researchers believe
it does and that your choice should depend on what you're looking for in
the relationship.
Female mentors appear to be better role models, but male mentors may be
better at leading the way to the top of the corporate ladder. That's the
conclusion of a Pennsylvania State University study that involved 200 "mentees" --
all graduate students, ranging in age from 20 to 57. Specifically, researchers
surveyed 115 men and 85 women who rated 139 male and 61 female mentors from
many industries on a variety of factors.
In essence, women excel at offering personal support, friendship, acceptance,
counseling and role modeling. With women guiding you, it's often more about
commitment and chemistry with the emphasis on personal growth and development,
rather than about promotions.
By nature, female mentors also tend to be warmer and more approachable,
as well as more willing to share pieces of themselves. Naturally, female
mentors are better at offering advice on bridging the divide that often exists
between men and women in the workplace. After all, they've been in the trenches;
they know how to play the game.
With female mentors, there is also no danger of sexual harassment or sexual
undercurrents in the relationship. Granted, as Joan Jeruchim and Pat Shapiro,
co-authors of Women, Mentors, and Success, note, female mentors often "lack
the power to link their protégés to important people or to
sponsor them for key committees or projects." Nevertheless, you can
generally count on more bonding, nurturing, and confidence-building with
a female mentor.
The male advantage? In terms of career development, which involves functions
such as sponsorship, protection, providing challenging assignments, exposure,
and visibility, both male and female protégés in the Penn State
study said they received greater assistance from male mentors. Study authors
John S. Sosik, Ph.D., and Veronica M. Godshalk, Ph.D., agree that much of
this might be associated with stereotypes of men and women in the corporate
world.
"Both men and women perceive men as possessing more and different forms
of power than women," Godshalk confirms. "Within traditional male-dominated
organizations, both male and female protégés may shy away from
female mentors when seeking career development functions leading to promotions."
In fact, in their study, male mentors emerged especially effective at helping
female protégés. "Among other things, male mentors can
help female protégés overcome discriminating barriers in place
at traditional organizations," says Sosik. They may also be better positioned
to make critical introductions for you.
In many surveys, however, a mentor's gender is not an issue. More important
is that the chemistry works and that you and your mentor work well together
toward achieving the same goals.
Reprinted from "What Queen Esther Knew: Business Strategies from a
Biblical Sage" by Connie Glaser and Barbara Smalley. Copyright 2003
by Connie Glaser. Permission granted by Rodale Inc., Emmaus, Pa. 18098.
