Executive Summary The evolution and mechanics of mentoring are examined as a prelude to arguing that mentoring is a natural component of effective leadership. Pro-social behavioral roots for mentoring are discussed and informal and formal mentoring programs are compared. The goals, merits, and problems with mentoring are explored. Employee opinions about mentoring are reported as uniformly positive and newly gathered opinions from mentoring students and hospitality industry managers are discussed. Conclusions include that mentoring is a natural part of the leadership dynamic and that mentoring of any kind is beneficial to employees. Suggestions are made as to how to improve the mentoring talents of leaders.
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