Young entrepreneurs are critical to the global economy’s growth. They are assisting in the shaping of future economies, ensuring sustainable growth and ensuring prosperity in both their home nations and beyond. However, with millions of unemployed young people worldwide, their potential remains untapped. This phenomenal expansion of mentorship in the network has ensured that we have access to a varied range of programs and experiences. This also means that now is the time to reflect on how far we have come and what need to be done to promote mentorship development in the next stage. Entrepreneurial mentorship is the process by which experienced business experts assist beginner entrepreneurs. Despite the growing popularity of this approach, a concern remains: are these organizations required to teach mentors, or is the mentor’s expertise sufficient? To address this topic, we examined the effect of the mentor’s education and experience on the mentee’s level of pleasure and learning. Our findings indicate that the more training a mentor receives, the more relational competencies he or she develops, resulting in the creation of a favorable (trusting) environment and the development of an appropriate mentoring style (maieutic), which enables the mentee to learn and become more autonomous. However, the mentor’s entrepreneurial experience has no bearing on the quality of the mentoring relationship or the novice’s learning.
From the standpoint of the organization administering such programs, the emphasis is not only on the novice’s outcomes, but also on the mentoring “black box.” Indeed, while mentoring appears to be beneficial in general, it has been established that certain mentoring relationships, in contexts other than entrepreneurship, can result in inappropriate mentor behavior, which can sometimes result in negative outcomes for the mentee. As a result, we can suggest that certain entrepreneurial mentors may be ineffective, if not destructive, in the roles that we anticipate of them. Putting aside the harmful actions, some mentors demonstrate themselves to be ineffective, delivering assistance that has a negligible effect.
The majority of scholars on intra-organizational mentoring agree on the importance of training all participants in formal mentoring programs to prepare them for this connection. Participants, mentors, and mentees must be aware of their roles and the structure established by the initiating organization. Mentoring partnerships with skilled mentors and mentees have a threefold increased chance of success. Participant training has been associated with increased mentor engagement, a better grasp of the program, and a more favorable opinion of the program’s outcomes. Mentor training can have a number of effects: it helps define the relationship framework and game rules by defining the roles and responsibilities of each individual; it also assists mentors in developing the necessary relational skills for more effective knowledge and experience transfer in a maieutic style.
We can wonder whether an entrepreneur’s experience has an effect on the various aspects of the mentorship relationship. For instance, knowing that mentors who have been entrepreneurs themselves have a greater role model effect on their mentees’ learning may have an effect on the mentee’s learning. Additionally, given that mentors can assist mentees in finding opportunities, it makes sense that a mentor who has expertise spotting possibilities himself could more easily assist a mentee in developing effective cognitive patterns. Mentors with prior experience mentoring adolescents at risk were able to mitigate the negative influence of environmental stress on match duration or perceived relationship quality in mentoring for youth at risk. However it may be more difficult for experienced entrepreneurs to adopt a maieutic approach (one centered on inquiry) because their knowledge enables them to quickly identify “solutions” to communicate to the novice, resulting in a more directive style. Despite this, it is critical to understand that perceived similarity is critical for connection establishment and that a mentor who has never been an entrepreneur may be viewed as less relevant by the mentee.