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Every mentoring relationship has its own rhythm. Some mentors guide with structure and clear goals; others listen, question, and help people find their own way. These differences aren't random they're because mentoring, as with other relationships, has many types of mentors with their own mentoring styles.
If Types of Mentoring explains how mentoring programmes are structured, the different styles and Types of Mentors explore how people interact within them - the tone, personality, and approach that give each relationship its unique dynamic.
As an administrator, understanding the types of mentors that are likely to be participating in a mentoring programme is key to making every relationship more effective.
First, let's define a common question about mentoring…
Mentoring vs Mentorship: What's the Difference?
The two terms are often used interchangeably, but they describe different things.
Mentoring is the process - the act of sharing knowledge, experience, and support between two people. It's the ongoing relationship.
Mentorship is the system or culture that makes those relationships possible. A mentorship programme provides the framework - matching people, setting goals, and ensuring structure - so that mentoring can thrive.
You can have mentoring without a formal mentorship programme, but a good mentorship programme ensures every mentoring relationship has purpose, alignment, and measurable outcomes.
The Main Types of Mentors & Mentoring Styles
Every mentor has their own approach. Some lead with questions, others with examples or opportunities. These styles influence how relationships develop - and how mentoring feels for both sides.
Below are five of the most recognised types of mentors and their mentoring styles, along with where each works best.
1. Developmental Mentoring
Developmental mentors act more as guides than instructors. They focus on helping the mentee reflect, think critically, and discover their own solutions.
Benefits:
Builds confidence and self-awareness
Encourages long-term growth and independence
Challenges:
May feel slow for mentees seeking quick answers
Best suited to:
One-to-one mentoring: Encourages depth and reflection.
Leadership programmes: Supports developing strategic thinking.
University or association settings: Helps mentees identify purpose and direction.
2. Sponsorship Mentoring
Sponsors use their influence and networks to actively advance their mentees' careers - recommending them for projects, promotions, or opportunities.
Benefits:
Provides visibility and real career impact
Builds trust and accelerates professional growth
Challenges:
Works best when mentors hold positions of influence
Needs clear boundaries to avoid perceived favouritism
Best suited to:
Workplace mentoring: Ideal for high-potential employees.
Cross-organisational mentoring: Opens new professional networks.
Diversity mentoring: Helps remove barriers to progression.
3. Directive Mentoring
Directive mentors are practical and structured. They offer clear guidance, instruction, and feedback - especially when specific skills or performance goals are involved.
Benefits:
Delivers fast results and practical learning
Useful in technical or early-career mentoring
Challenges:
Can feel rigid or one-sided if overused
Best suited to:
Onboarding mentoring: Provides clarity and direction for new starters.
Apprenticeship or vocational mentoring: Perfect for skills-based learning.
Team mentoring: Helps groups stay aligned on project goals.
4. Non-Directive Mentoring
Non-directive mentoring is based on listening, questioning, and reflection. Rather than offering advice, the mentor helps the mentee find their own answers through discussion.
Benefits:
Builds critical thinking and confidence
Encourages mentees to take ownership of their growth
Challenges:
Requires strong communication skills from the mentor
May frustrate mentees looking for quick guidance
Best suited to:
Peer mentoring: Supports equal, open dialogue.
University mentoring: Encourages independent learning.
E-mentoring: Works well in reflective written exchanges.
5. Peer Mentoring Style
In this style, both mentor and mentee share experiences equally. It's conversational, reciprocal, and grounded in empathy.
Benefits:
Encourages mutual learning and connection
Reduces hierarchy and builds belonging
Challenges:
Can lose direction without light structure or facilitation
Best suited to:
Group mentoring: Adds supportive, community-based learning.
University and association programmes: Builds inclusion and engagement.
Reverse mentoring: Balances mutual respect and perspective-sharing.
Types of Mentors: Who They Are
Behind every mentoring style is a person - and mentors bring their own personality, experience, and motivation to the table.
Here are five broad types often seen in successful programmes:
The Coach: Focused, goal-oriented, structured, and motivational.
The Connector: Networker who thrives on introductions and opportunities.
The Challenger: Encourages discomfort and growth through honest feedback.
The Listener: Empathetic, patient, and reflective.
The Expert: Deeply knowledgeable, eager to share practical insights.
Most mentors naturally blend several of these qualities. The key lies in recognising their strengths and aligning them with the right mentoring type and style.
It can also help to make mentors aware of the different types of mentors that are out there, so that they can be aware of areas that they may otherwise have not explored when dealing with a mentee.
How Mentoring Styles Adapt to Different Mentoring Types
Mentoring styles don't exist in isolation - they evolve depending on the structure of the programme. Here's how they interact with different types of mentoring:
One-to-One Mentoring: Works well with developmental and directive styles...
Group Mentoring: Naturally encourages peer and non-directive styles...
Reverse Mentoring: Often blends peer and developmental styles...
E-Mentoring: Best suited to non-directive and developmental approaches...
Cross-Organisational or Association Mentoring: Typically benefits from sponsorship...
By understanding how mentoring styles can be adapted across programme types, organisations can design relationships that feel natural, balanced, and productive for both mentor and mentee.
Building a Culture of Mentorship
Mentoring styles bring the human dimension to structured programmes. Whether directive or developmental, sponsor or listener, every approach has value when matched with the right context.
When organisations understand these styles - and build programmes flexible enough to support them - mentoring stops being an initiative and starts becoming part of the culture.
Would the different types of mentors in your organisation benefit from mentoring software to manage their mentoring relationships?
That's easy to find out...
There's a free, 3 minute quiz that will help you decide whether mentor matching software is the right fit for your organisation.
And, once you've taken the quiz, you can simply book a demo or get in touch if you want to see the mentoring platform in action, first hand, without any obligation on your part.
