Two Effective Mentoring Techniques

MentorConsider the verb: to mentor.

The word mentor is being used more often as we realize that leadership is best passed on through apprenticeship. But does everybody agree on what mentoring is?

At a national conference, I learned that perhaps we don’t all agree after a conversation with a twenty-something-aged friend. He had just returned from a large group discussion with leaders of national organizations over dinner. It hadn’t gone well from his perspective.

Unfulfilled Expectations

“So how did your emerging leadership session go?” I asked.

Bryan rolled his eyes, “Can you believe it? While the rest of you were eating roast beef they served us pizza – like we’re some high school youth group or something.”

“Ha! That’s hilarious. But what did they want to talk to you about?”

“It’s always the same thing. They ask what we want from them to help equip us for future leadership.”

“What did you all say to them?”

“We say the same thing every time: ‘We want mentoring.’ But they never follow through and mentor us.”

He walked away discouraged.

The Disconnect

I’ll bet that the leaders who hosted the session were equally discouraged. Here’s what I imagine they were saying to each other as they debriefed the meeting: “We ask them what they want from us, and they say the same thing every time. Mentoring. But that’s all we ever do is mentor them, and they’re never satisfied.”

The core of the problem is that each generation has a different perception of what mentoring means.

Clarified Definitions

The mentoring that the over 40 crowd are offering sounds like, “Those of us who are seasoned veterans go out to Starbucks with the brightest young people we can find, and tell them stories about what we used to do when we were younger. We’ll probably also have some accountability discussions.”

The mentor that the under 30 crowd are hoping for could be described as, “Someone who’s actively innovating who invites me to come alongside and join them in their work – with the expectation that they’re going to help launch me far beyond what they can accomplish.”

The mentoring that’s needed will be practical and relevant. Stories about what worked ten years ago aren’t going to cut it.

How To Mentor Well

If we want to mentor emerging leaders we must continue to engage in trends, keep our own stories fresh, and not do anything without taking someone younger with us. The problem is that there’s a limit to the number of new leaders that we can realistically impact this way because of  limitations in time and energy.

A more reproducible solution is to introduce emerging leaders to each other and catalyze them into cohorts that can peer mentor themselves in community. Today’s social media has revitalized interest in real life, face-to-face community. We should not underestimate the power of small groups of like-minded innovators who sharpen their skills together and become loyal companions.

The saying used to be, “Those who can’t, teach.” We should revise that to, “Those who can’t, network.” In my own experience, I’ve found that being a part of such a peer-mentoring community results in my gaining much more than I have to offer them.

Do you have a different insight into the modern understanding of mentoring that I’ve missed? How would you prefer to get wisdom?

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One thought on “Two Effective Mentoring Techniques

  1. Great thoughts, Nate. Jesus did something similar, eh? Twelve constitutes a community… of an odd group of peers of sorts 🙂 While we can’t match him in his wisdom that he imparted, we can shoot for communities of mentored learners… disciples if you will.

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