Mentoring is a vital component of Christian leadership, as it helps to develop and nurture
the next generation of leaders who can carry on the mission and vision of the church. Mentoring
is more than just teaching or instructing; it is a relational process that involves modeling,
coaching, encouraging, and empowering the mentee to grow in their faith, skills, and character.
There are many benefits to having a mentor as a religious leader. One benefit of
mentoring in Christian leadership are that it fosters spiritual growth and maturity, as the mentor
and the mentee share their experiences, insights, and challenges with each other. They can also
pray for each other, study the Bible together, and apply biblical principles to their lives and
ministries. Mentoring also enhances leadership development and effectiveness, as the mentor
provides feedback, guidance, and resources to help the mentee improve their leadership skills
and abilities. The mentor can also challenge the mentee to set goals, take risks, and learn from
their mistakes. It creates a culture of learning and collaboration, as the mentor and the mentee
learn from each other's perspectives, strengths, and weaknesses. They can also support each other
in times of difficulty, celebrate each other's successes, and network with other leaders in the
church and beyond. It also multiplies the impact of the church, as the mentor and the mentee
work together to advance the kingdom of God. They can also identify and equip other potential
leaders who can join them in fulfilling the Great Commission.
Mentoring is a crucial aspect of Christian leadership that should not be neglected or
underestimated. It is a biblical mandate that requires commitment, humility, and love from both
the mentor and the mentee. By investing in mentoring relationships, Christian leaders can ensure
that they leave a lasting legacy for God's glory.
INTERVIEW ONE
Pastor Pamela Williams is the pastor of Gethsemane Baptist Church in Liberty Hill,
South Carolina. She has been in ministry for over 40 years. Spending over a decade in the role of
assistant pastor before being selected as pastor, Williams now mentors other clergy leaders.
Affectionately known by her mentees as “Aunt Pam,” Pastor Williams is a compassionate leader
and mentor that truly cares about the people she has been given charge of. During my interview,
Pastor Williams stated that she likes to foster an atmosphere where her mentees are receptive to
feedback, both positive and negative.
When asking who initiated the mentoring relationship between her and her mentees,
Williams stated that it was difficult for her to give a definite answer. She stated that she was
always willing to offer help and insight to ministers that she felt needed help. After doling sound
advice, many younger ministers find her to be a source of great wisdom. This open-ended
relationship allows for the flow of information without hesitation.
I asked “Aunt Pam” when and where she meets with her mentees. She states that most of
the meetings formal meetings happen in her office at her church. However, she states that the
majority of her mentorship happens in the moment, so she is often on the phone with ministers or
pulling them aside at church events. She finds that the impromptu mentoring moments often
carry the most weight because course corrections often are needed at the time of incident.
When asking about the format of the formal mentorship meetings, Williams stated that
she leaves the meeting cadence up to her mentees. She feels that if she is too rigid and structured
with her mentees it prevents the level of openness she desired within the meetings. Once the
mentee requests a meeting, she provides her availability. Once the meeting is confirmed, the
mentee creates the agenda. She states that she gives the mentees as much space to express
themselves as possible. She keeps all conversations private. She only shares information if she
feels as if something discussed could bring harm to other people. If the information needs to be
shared, she is candid with the mentee, letting them know upfront that she has to relay the
information and explaining the reasoning behind it. She uses the in-the-moment mentorship as a
way of evaluation and accountability. When the mentee sets a goal and they accomplish it,
Williams likes to give praise in the moment. Likewise with correction, she also likes to correct
mentees tactfully in the moment, briefly explaining the reasoning and offering more in-depth
reasoning after services and events.
When asking Pastor Williams what the most difficult aspect of her mentoring
relationships, she was very direct. She stated the most difficult part of the mentoring
relationships was when mentees willingly went against conversations and goals the mentee stated
during self-discovery and self-realization, and then came back to her asking for assistance for
their issues and actions. She states this restarts the conversation and then calls for additional
accountability of adults.
Williams began to smile brightly when thinking about the most significant result of the
mentoring relationships. She gave two valid answers when thinking about past and present
mentees. The first positive result is seeing her mentees becoming pastors, bishops, and apostles;
growing and flourishing in leadership. The second benefit she sees is those mentees becoming
mentors themselves to other young clergymen.
INTERVIEW TWO
Bishop Herbert Crump is a retired pastor, bishop and presiding prelate. Crump
began his ministry career in the African American Episcopal Church, growing to pastor. After
several years of growing AME Zion churches, Crump left the demonization, and founded
Freedom Temple Ministries in Rock Hill, South Carolina. As the nondenominational church
grew, so did Crump’s notoriety. Crump caught the eye of Mount Calvary Holy Church of
America fellowship and was eventually elevated to bishop. Soon thereafter, he was named
presiding bishop of the fellowship. Crump experienced great successes as both pastor and
prelate. He licensed and ordained an army of pastors and church leaders, and increased the
footprint of his fellowship both nationally and internationally. Retiring due to health reasons,
Crump now operates in the academic field, serving as one of the vice presidents of Clinton
College in Rock Hill, his alma mater. Crump is not only a dynamic leader, but also a dynamic
mentor.
When asking who initiated the mentoring relationship between with his mentees, Crump
stated that the mentees request the relationship. He states that the mentees must show initiative of
wanting to be mentored, and that is by first seeking the mentorship. Crump states that there is a
distinct difference between giving advice and mentoring.
When asking Crump when and where he meets with his mentees, he gives an innovative
answer. Crump states that when mentees request a meeting, he sets a date, and clears his
engagement calendar for the entire day. He like to start the meetings earlier in the day in a public
space, like a coffee shop. Crump believes that this diffuses any tension in the mentee. Depending
on the conversation, it may move to other public areas or to his office. Conversations that are
strictly accountability-focused tend to start and end in his office.
Bishop Crump states that the majority of the time during his mentoring sessions is spent
listening and gathering an understanding of the mentee and the situation. After he feels like he
has a good understanding, he probes the mentee to find out what they think the next best steps
would be and why. By probing the mentee, Crump states that he is checking for spiritual and
natural understanding and authority. He believes that the mentees answer caters which route he
will take when providing a suggestion. Crump states he then asks the mentees if they have
prayed or studied any scriptures on the issues to see if the mentees have sought spiritual guidance
before coming to him. He states he encourages seeking guidance from God and the Bible first for
many reasons, but mainly that prayer and the scripture will reinforce anything he would have to
offer. Once a goal and/or outcome is established, Crump asks the mentee if there is anything
needed from him in order to aid the mentees in their tasks, this establishes and reinforces
accountability. Crump states the evaluation of the goal or task happens at the next mentorship
session, which is always two weeks following the initial conversation and goal setting. Crump
believes that this gives structure to the mentor/mentee relationship. Crump feels that all
information shared during a mentorship session should be kept private. If there are things or
events that should be shared, he gives insight to the mentee on how to divulge that information.
When asking Bishop Crump what the most difficult aspect of his mentoring relationships,
he stated that it was the accountability aspect. He expounded and stated that if was concerning
when ministers and leaders could not consistently hold themselves accountable for their actions
and their spiritual growth, or the lack thereof.
Crump stated that the most significant result of the mentoring relationship was that the
formal mentoring meetings grew fewer and less frequent. Crump explained that this symbolized
adherence of suggestions discussed during the relationship. Also, the conversations turned into
more of brief check-ins. He stated that this is where he would set a personal schedule to observe
the mentees and reach out them just as a touch base.
CONCLUSION
During the interviews on religious mentoring, I learned several valuable lessons that will
greatly impact my implementation of mentoring. Even though the two leaders I chose had vastly
different mentoring styles, I found similar intent. I found both methods to have valid points and
will utilize the skills and methods from each leader as I grow and adapt my own leadership style.
One lesion I learned was on building a strong relationship. The first and most important lesson is
the significance of building a strong relationship between the mentor and the mentee. Religious
mentoring is not just about providing guidance; it is about establishing a genuine and trusting
connection. Mentors should invest time and effort in understanding the mentee's beliefs,
struggles, and aspirations, creating an environment where open communication can thrive. This
lesson will influence my implementation of mentoring by emphasizing the importance of
fostering a supportive and empathetic relationship with my mentees.
Secondly, the mentor must have the skills of active listening and empathy. Mentors should
actively listen to their mentees' concerns, doubts, and questions without judgment. By
demonstrating empathy, mentors can help mentees feel understood, validated, and accepted. This
lesson will shape my mentoring approach by prompting me to focus on truly hearing and
understanding the mentees' perspectives, allowing me to provide more meaningful guidance and
support.
Thirdly, I learned is the importance of fostering personal growth and autonomy in mentees.
Religious mentoring should not aim to impose beliefs or decisions on mentees but rather
encourage them to explore and develop their own spirituality. Mentors should empower mentees
to ask critical questions, search for answers, and form their own religious convictions. This
lesson will guide my implementation of mentoring by promoting an environment that nurtures
independent thinking and supports the mentee's personal journey of faith.
These lessons will significantly impact my implementation of mentoring by shaping my
approach to building strong relationships, practicing active listening and empathy, and
encouraging personal growth and autonomy. With these lessons in mind, I will be better
equipped to provide effective religious mentoring that supports and guides mentees on their
spiritual paths.
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