Abstract
Organizational learning has become a popular initiative for responding to unstable environmental conditions. Relational development and community building that cultivate exploration, experimentation, and risk are foundational to the organizational learning enterprise. This essay offers a conception of mentoring as a dialogic practice and as a core relational practice for learning organizations. We argue that dialogic mentoring has advantages over both conventional mentoring relationships and extant practices for generative learning in organizations, and we suggest implications for research and practice.
Sign-in/Register to access full text options 
Talk to us
Join us for a 30 min session where you can share your feedback and ask us any queries you have
Schedule a callDisclaimer: All third-party content on this website/platform is and will remain the property of their respective owners and is provided on "as is" basis without any warranties, express or implied. Use of third-party content does not indicate any affiliation, sponsorship with or endorsement by them. Any references to third-party content is to identify the corresponding services and shall be considered fair use under The CopyrightLaw.
