Running head: MENTOR INTERVIEW
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Mentor Interview
Liberty University
MENTOR INTERVIEW
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Mentoring
The idea behind mentoring is an important aspect into the development of an
individual. Mentors provide guidance, support, and resources that help individuals at certain
points within their lives. The mentor is one of which job is never done and follows an
individual from childhood to adult hood. As Clinton states the mentor is helpful in bringing
along a young leader to maturity.
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With the many temptations that are in the world we see
that mentors are needed even more than now to keep individuals away from the evilness of
the world. What makes mentors so special is that we all have had a mentor that has shaped
us into who we are, and they may continue to follow you throughout life. As leaders, we
are already marked as mentor due to the followers that we have, and the guidance that we
provide for them. What seems to be of importance also is that we remember that it takes a
lot to be mentor as well. Clinton states that mentors tolerate mistakes, brashness,
abrasiveness, and so on, to see potential, develop.
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This can be hard for many, but for the
mentor this is what he or she takes on when accepting leadership and being a mentor.
Alongside, the mentor is also flexible, patient, and recognize that it takes time and
experience for one to develop.
3
What will serve as the basis of may paper would be the
questioning of if mentoring is the same on both on both ends or do they differ with
children and adults. With children facing some of the same issues as adults due to faster
advancement with life, and other issues it seems that it may be some similarities. With
1
Clinton, “The Making of a Leader: Recognizing the Lessons and Stages of Leadership
Development.”, (Colorado Springs: NavPress, 2012.), 18.
2
Ibid., 118.
3
Ibid., 119. e e e e
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interviewing on both sides a comparison will also be made in the techniques, methods, and
issues that may help me in my journey to leadership.
Mentor Interview #1
My first interview was conducted with Beatrice McCarrol who serves as the
president of the youth ministry for my church. With a guided vison, she leads the
Transformation Young Adult Ministry (18-34 yrs.) which seeks to motivate, empower and
forever change the world, and create Christ-centered opportunities for spiritual growth
through outreach and ministry. With her guiding spirit, she seeks and welcomes members
that inspire, empower and ignite our generation to be more like Christ, and that continues
to constantly strive and do the willing work for Christ through their individual gifts.
McCarrol also states that transformation will resist temptations of the world and strengthen
our faith through prayer by dedicating ourselves to our Christian walk.
Ceilings
With my feedback, I would like to compare my mentor’s strengths, and weaknesses
into the areas of floors and ceilings. In the regards of her mentoring style, Beatrice states
that most of her relationships are initiated by her. e Within monthly meetings, and bi weekly
meeting she offers an open-door policy to discuss issues with her mentees whether it be
about the ministry or not. e Sometimes meetings are set outside of the church to make sure
her mentees do not feel so pressured with being in the church. If there are more than one
mentee that needs to meet, McCarrol, schedules an agreed location that can be agreed on
by both parties. e Before beginning McCarrol develops an agenda that is appropriate to each
mentee and keeps a track of mentees last conversations or complaints, and offers new
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insight to the causes in the meeting with the mentee. If the issues are outside of the
ministry, she gets mentees to notify her, so proper exercises can be planned for the session.
With the given information, Beatrice seem to offer the mentor avenues into making sure
that a comfortable environment is achieved on both ends, and no hesitation is thought upon
with the mentees issues.
Floors
Within ministry we can except that there will be issues that are needed to be
addressed to make practices more efficient. With data, I believe that better instruction, and
guidance can be relayed over to the mentee to ensure successful growth. Beatrice who is an
excellent mentor and leader also has areas that seem to challenge her mentorship. The one
area that this leader seems to say that challenge her would be the commitment by the
mentee. With having to cancel meetings, or not showing up for meeting the mentor feel
that this sets back growth and reputation for the mentor and the relationship with the
mentee. Alongside Compatibility is another challenge aspect of mentorship. It's important to
be partnered with a mentor who understands your communication style and method of
doing things as this will be a working relationship. This area may be challenging due to the
age group span, and mentees being at different points in their lives.
Mentor Interview #2
My second interview was conducted with Ms. Sheila Mosby, director of the Metro
Youth Experience at my church. With a guiding vision of Y.O.U.T.H., Mosby seeks to
develop Young people, On the move to, Understanding God’s word, Trusting the guidance
of the Holy Spirit and, Honoring God’s power in our lives. As Mosby seeks to build youth
(3- 16 yrs.) she uses GOD as the mission of the ministry. With using God her mentees
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understand, Growing in God’s word, Order & Excellence in Giving to God, and
Discipleship. As mentees go through this program mentees realize the power of God,
understand God’s gifts, experience spiritual empowerment, praise and worship, developing
of gifts, exercising faith, embracing transformation, leading by example, and sharing the
word of God with confidence. e With the given areas, Mosby does an excellent job with
getting her mentees to realize their full potential with a great team that mentors and guides
them to their full potential.
Ceilings
Mosby, has her work cut out for her when it comes to her mentoring but offers
great techniques that help to provide an area that mentees feel comfortable, and supported.
The great things that were observed is that Mosby gives her mentees, outlets to express
themselves, though dance, praise, mime, drama, rapping, and stepping that offers
individualistic approach into the channels that her mentors tend to feel most comfortable in.
With so many responbilities Mosby assigns mentors to those outlets, but always have a
willing, and open door to help if assigned mentors cannot handle the issue. Mosby states
that children mentees can meet with her at any time to discuss the issues, whether it be
while attending an outlet, social media, or by phone or email. With working with the youth,
she also expresses that any issues brought to her that she feels that parents should be
informed of will be discussed appropriately.
Floors The idea behind working with the youth seems to be challenging, but I feel that
three are some floors that are met within working in this ministry. The one most
challenging thing that would be that the age group span would seem to cause a little effect
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on the ministry. With having kids that differ in age, and at different points in development
the this may be a little much for a leader to handle. With such big task of handling a
younger crowd, developing schedules for outlets, and other administrative tasks it seems
that a separate team is needed if Mosby is not available. With working with the youth, it
does take time and patience, but I feel that dynamics can change so frequently with being a
mentor.
Conclusion
What has been taken away from these interviews is that mentoring takes a lot of
experience and soft skills to make implementation is successful. With observing both the
youth and adult sides of things I see that one thing is universal within both, that one thing
is a willingness to serve no matter the pros or cons. The first things that I will use more in
practice is an understanding of getting to my mentees better outside of the ministry, and
getting down to their issues if expressed, and new ways that I can improve the mentoring
relationship. Secondly, I have learned that mentees will challenge and sometimes push back
from our mentoring, but we must remain consistent, and convey to our mentees their
actions and how they hider the mentoring process. Lastly, I feel that feedback and
improvement from each meeting will help me to build a trust, and more open relationship
with my mentees as well. Though I know things will not go as planned always the two
things I have learned from these mentors is that we must be patient, and we take each
experience and looks for ways that we can improve ourselves better. To conclude, I now
look at mentoring as a learning process for both the mentor, and the mentee, but it must be
a relationship that understands the roles of each person and what they bring new to the
mentoring relationship. Also, with the help of other mentors that have traveled the same
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road it would be of benefit to seek a mentoring relationship with them as well to have as a
resource that can help you to lead and mentor better. I now feel a little more comfortable
to handle the issues that may come about within my mentoring, and continue to serve God
and help other reach their full potential
Appendices
Mentor Interview #1 Beatrice McCarrol
1. Who initiated the mentoring relationship—the Mentor or the Mentee?
The mentoring relationship was initiated the mentor.
2. When and where do you meet?
Meet monthly. At times, bi-weekly meetings also occur if needed. Meetings are typically
held at the church. At times, we meet in the community at a mutually agreed upon location.
3. How is the time spent? (Format, accountability, confidentiality, evaluation, closure)
A development of an agenda covering topics that will be discussed during the meeting.
Agenda topics vary depending on what's going on within the mentorship, what's coming up,
and what the mentee may be struggling with. Most meetings usually begin with discussing
what we've been working on together, the progress or lack thereof, and what may need to
happen next or in the future. All conversations and information disclosed during the
meetings are deemed confidential unless there's something said or done that poses an
immediate threat or the mentee or someone else. Meetings typically end with us recapping
our discussion and debriefing any exercises we may have work on during that specific
sessions.
4. What is the most difficult aspect of the relationship?
The most difficult part would be the investment of self and time as it should not be taken
lightly. Failing to follow through with a relationship by canceling or not showing up for a
meeting or just by not demonstrating enough attention and support to someone who
depends on and looks up to you can be difficult. Compatibility is another challenge aspect
of mentorship. It's important to be partnered with a mentor who understands your
communication style and method of doing things as this will be a working relationship.
5. What is the most significant result of the relationship?
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The ministry of mentorship is very rewarding. e Pleasing to God, but it's also nice to see the
fruits of your labor produce something far beyond anything you could have fathomed.
Witnessing your mentee reach their goals or milestones for themselves, is very fulfilling.
Appendices
Mentor Interview #2 Shelia Mosby
1. Who initiated the mentoring relationship—the Mentor or the Mentee?
The mentoring relationship is initiated by the mentee or mentor if applicable in the
situation.
2. When and where do you meet?
The meeting of between the mentor and mentee is conducted during church time while
parents are in service. The meeting takes place in the upstairs in children church. Mentees
can also meet with mentor when participating in outlet class such as dance, music, rapping,
etc.).
3. How is the time spent? (Format, accountability, confidentiality, evaluation, closure)
Most of the I used for the mentee to discuss the issues of the mentee if there is an issue
within the ministry, or other issues. Now mentor also gives mentee progress report of
observations, and other resources that might be of benefit to the mentor. All sessions are
closed and, only the shared information of observations will be discussed, and any other
issues will be reported to parents if applicable.
4. What is the most difficult aspect of the relationship?
The most difficult part of the relationship is that sometimes mentees cannot figure out what
their initial outlet is and may have to experience other outlets before moving forward with
choosing. Also, mentees many build a relationship with mentor, or may not depending if
mentee feels comfortable with expressing issues.
5. What is the most significant result of the relationship?
The most significant result would be watching mentees grow into their calling, and moving
forward within the church to help and give back.
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