For a Mentoring Relationship to succeed, it needs to get over traditional viewpoints on mentoring.

Traditional mentoring is considered as a hierarchical relationship where the mentor assists to the mentee’s career and progress. Studies on High-quality Relationships disagree with this view as is considered as a limitation in achieving high-quality relationships.

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Relational Mentoring request questioning, exchanging paradigms and recommending the instrumental approach which practices a transnational thinking and values the relationship for what it could achieve and not from what it could be.  It is a strong connection that is governed by shared standards, where both sides give to their partners on the basis of need rather than on the basis of expected returns.

Unlike Traditional Perspectives that look at work relationships just for gaining positive work results, the Relational Mentoring calls a holistic perspective which supports that high quality relationships can influence the quality of life within and outside the workplace.

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Managing the High-quality Mentoring could spread outside the workplace and could influence the individual’s capability to deal with obstacles that come in other domains of their life. Nowadays, there is a mix of suggestions connecting the nature and quality of interpersonal relationships within companies to various signs of individual fulfillment in an organization as performance evaluations and rewards, promotions, relative power, influence and career satisfaction that could be added in a Mentoring Relationship according to its needs to achieve the possible higher quality.