Response 1

The Bible says that iron sharpens iron as one man sharpens another. This passage speaks to the design God has for relationships here on earth. Specifically, the journey to achieve a doctoral degree should not be conducted alone (Lehna, Hermanns, Monsivias, & Engebretson, 2016). Doctoral work stretches learning and experiences to their breaking point. The break is intended for the boxes and walls built in the current knowledge and beliefs one holds to give way to new ideas and expressions. These ideas and expressions aid in new solutions, or reframing established solutions for modern audiences to complex social problems. As such, the journey to dive deep into a field requiring command and application of the vast knowledge contained will need partnerships such as mentors (Harbman, Bryant-Lukosious, Martin-Misner, Carter, Covell, Donald, & Valaitis, 2017).

Finding a mentor and having a solid match

Empirical studies conclude mentor relationships improve a student’s ability to learn and retain knowledge and skill in many environments (Asgari & Carter, 2016). Mentor/mentee studies of minority scholars find increases in academic and career-related achievements for more than 97% of participants. These participants moved two letter grades and increased career positions over those without mentor relationships (Ooms, Werker, & Hopp, 2018; Witrrup, Hussain, Albright, Hurd, Varner, & Mattis, 2016).

The critical characteristic of successful mentor/mentee relationships is correlated to the compatibility of the pair or group (Harbman, Bryant-Lukosious, Martin-Misner, Carter, Covell, Donald, & Valaitis, 2017; Witrrup, Hussain, Albright, Hurd, Varner, & Mattis, 2016). The focus of study and career should be considered as a parallel point in a choice of mentor. Mentee's would lose time, trust, and loyalty to their mentor if they chose someone that does not have a specific strength in the field of focus. Nurses experience higher rates of job satisfaction based on matching higher skilled nurses with novice staff (Harbman, Bryant-Lukosious, Martin-Misner, Carter, Covell, Donald, & Valaitis, 2017).

It appears an application of iron sharpening iron can be applied from what the above empirical data shows. The Bible does not say that iron sharpens copper. As such, experienced and knowledgeable nurses will hone novice nurses. Leaders with more years and experiences will instill the organizational knowledge to mentees. Iron is compatible with iron. Strategic leader students should then find mentors that are established and knowledgeable leaders to learn from.

The right mentor

In social work practices, it is necessary to find a mentor that has an expanse of knowledge and experience. This need for relevant education and experience is especially real in child/adult protection leadership. It is ever changing and evolving. A mentor that has twenty to thirty years of experience is difficult to find in North Carolina. I am blessed to have a mentor with more than thirty-five years. I sought this out explicitly. This realization came about from making poor leadership decisions early in my career. God provided gifts of seeing large systems and an ability to assess strengths and weaknesses of interactions and functioning. I was given this ability at a young age, which manifested in speaking too quickly without hearing the other persons/groups thoughts, ideas, or feelings. Therefore I judged more than I realized. It was truthful, but not fully developed. I see the broken pieces and scowl at why it is not noticed and fixed. That is judgment without love associated with it. I finally learned this is an area of growth I will wrestle with for the rest of my days on this earth as a sinner. The gifts of intuition and judgment need mentoring and shaping.

In protective social work, there are micro and macro systems that are connected and work together. There are local, state, and federal influences that seem to go in several competing directions towards the goal of stopping abuse and neglect of children and the elderly. A mentor that has experienced this and can cultivate relationships with members from each of the system's layers is critical to making changes. The mentor I have today has all of these experiences and has cultivated formidable relations. She is teaching me to do the same.

My mentor also is nurturing and humble. She seeks to employ people like me to explore new ideas and to pass her abilities and relationships along. She says it is essential to keep the work going by helping the next generation understand how to keep the hand on the plow. Look to the left and the row is crooked and crops will not grow because they are competing for space and soil. Holding the plow too loosely and it will be ripped from your hands. It is hard work, but the rewards are great. The protective action takes high amounts of focus and an ability to see multiple systems at once. This focus is a strength that is needed in this industry. I could not have a mentor that did not work up through the protective system. North Carolina has many executive leaders in place that come from other fields of management and other states. A deficit in leadership is one reason NC has struggled in areas of keeping children and adults safe.

My mentor significantly values the DSL program. She agrees that more education in administration and leadership are needed in this field. NC does not provide any advanced training for social work programs outside a master's degree. The social work degrees do not teach focused studies in management, leadership, or administration. This is the point I was making above. This is a point I want to see a change in our state. As such, as the iron around me shapes me, I will become that for others.