Online mentoring as a transformative tool for female career and business development

The under-representation of females at management level due to the glass ceiling effect has globally received considerable attention. Research found that one of the remedies for females to progress beyond the glass ceiling, was access to a mentor in senior management. Females receiving mentoring in the workplace perform at greater levels as they gain reflected power, advise and the right to use essential resources. Yet, access to mentors was recognised as a barrier to females’ professional career success, both in the corporate field and to develop their small businesses. Fortunately, the revolution in technology has led to online mentoring which combines conventional mentoring relationship approaches with new technology and provides wider access to a pool of mentors. The increasing popularity of online mentoring can be attributed to the benefits it offers stereotyped individuals and those from marginalised groups. The purpose of this study therefore was to ascertain the enabling conditions necessary for effective online mentoring in South Africa, as well as how it can be used to develop the careers of females (both corporate employees and small business entrepreneurs). The study followed a mixed method approach with a sequential exploratory design. Background literature on conventional mentoring in addition to oniline mentoring assisted in contextualising the many issues relating to conventional mentoring which also apply to online mentoring. Primary data was collected in three phases (two qualitative and one quantitative). The data collection method for phases one and two of the enquiry was interviews with the use of a semi-structured interview schedule and for phase three, a survey via an online structured questionnaire. The biographical profiles of the participants interviewed during phases one and two were presented as case studies. Based on the content analysis of the qualitative interviews with five South African mentors, six female mentees from Africa, two South African online mentoring field specialists and one United States online mentoring field specialist, three main themes were identified viz. online mentoring processes, challenges and enabling conditions. Online mentoring processes identified for effective online mentoring related to the application-, selection-, matching- and conflict resolution procedures. Mentoring challenges related to matching preferences, technology impediments, cultural fit problems, language differences, lack of mutual trust, scheduling and frequency and duration of meetings, the impersonal nature of online mentoring and specific mentee- and mentor-related challenges. Based on the content analysis, the conditions for creating an effective online mentoring environment addressed some of the challenges alluded to and could be classified as generic, mentee-specific and mentor-specific enablers. Generic online mentoring enablers are those conditions necessary for creating an effective online mentoring environment for the mentoring pair such as the ability to establish a trusting relationship, flexible meeting schedules, training offered, the expression of emotions online, having a technology infrastructure in place, clear objectives and relationship boundaries, a desirable programme- and meeting duration with adequate meetings, using multiple contact methods and following a hybrid mentoring approach. Mentor specific issues to create an effective online mentoring environment are mentors with exceptional personal qualities that are knowledgable and experienced, while mentee specific issues relate to continuous mentee commitment and that mentees should have been previously exposed to mentoring. The constant comparative data analysis provided insight into how similar or dissimilar institutions approach online mentoring process and the challenges related to the local (South African) online mentoring environment as compared to those globally. Sixty-three respondents (South African mentors both male and female and female mentees who have undergone conventional mentoring) completed the online structured questionnaire on their perceptions of the online mentoring conditions necessary for effective online mentoring. From the exploratory factor analysis results of the online survey in phase three of the study, six valid and reliable conditions necessary for online mentoring were identified namely, infrastructure readiness, demographic matching preference, mentor characteristics, the communication process, mentoring pair perceptions and mentoring pair relationship. The multiple regression analysis performed established one statistically significant relationship. The perception that the mentoring pair hold of online mentoring influence the achievements of the mentee. This study has thus identified several conditions necessary for effective online mentoring globally, as well as for South Africa. South Africa has a pool of knowledgeable mentors involved in global online mentoring progammes and they can assist with online mentoring in the South African communities in need of assistance. However, South Africa can learn from well-established global online mentoring institutions how to implement an effective online mentoring programme, but will need the necessary financial resources to do so. This study further provided evidence on how online mentoring can be utilised for the career advancement of female corporate employees and those owning small businesses. Some guidelines were provided on how to overcome the various challenges associated with online mentoring globally, and those specific to South Africa. The use of mobile technology instead of computer-mediated technology was recommended as it provides greater access to online mentoring, especially for rural communities. It is also more user-friendly for those with limited computer technology skills