When the organization has a specific agenda for the mentoring, this can dilute the integrity of the mentor role. Perhaps the organization would like the mentor to improve the performance of the mentee. This revised role, where the mentor is given objectives related to performance and results, leans more towards the intentions of managing or coaching. This is because responsibility and accountability have shifted from the mentee to the mentor. Remember also that a mentor is not responsible or accountable for the performance of an individual – this is something a manager is focused on. A dilution or reshaping of a pure mentor’s role can be appropriate in some situations.