Examines the effectiveness of a pilot e‐mentoring program at Starwood Hotels and Resorts.
Details survey information from participants in the pilot program.
Reveals that satisfaction levels appear to be influenced by: the perceived or actual distance between the participants in the mentoring relationship; the degree of informality of the program; the flexibility of the scheme; and opportunities to discuss personal goals. High‐potential leaders welcomed being identified as such.
Highlights the importance of getting the right match between mentor and person being mentored.
Reveals that mentoring over the internet may offer an acceptable alternative to traditional face‐to‐face mentoring in large organizations with a geographically dispersed workforce.
Confirms that the quality of the inter‐personal relationships is critical to the success of e‐mentoring; trust appears to be of paramount importance.
