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.
1
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.
2
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 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.
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. d d d d
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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. d 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. d 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. d 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 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. d With the given
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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
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
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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. d 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 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
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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 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
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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?
The ministry of mentorship is very rewarding. d 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.
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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.
