One of the biggest needs I've heard from coaches across sports at all levels is the need for mentorship. As a coach, you may have another more experienced coach or athletic director you can call for advice and input. But how often can you call? Is the conversation a one-way street? How do you know if you're imposing on their generosity? What if they don't know the answer? What if you don't feel comfortable being completely honest? This is where an independent mentor can be of help.
WHAT IS MENTORSHIP AND HOW DOES IT WORK?
The following is from an overview of mentorship in business by 360 Degree Consulting, LLC that I have adapted to a sports setting to provide a generic explanation of what mentoring is.
1. Definition: Mentorship occurs when a mentor, someone who is experienced and can be trusted to provide sound advice, passes on their skills and experiences to a mentee. The relationship's focus is on the development of the mentee.
2. Role and Relationship: The mentor is either a paid professional or volunteer who helps develop the mentee's skill-set.
3. Time Frame of the Relationship: Most mentor-mentee relationships are lengthy, lasting at least one year. Many last for much longer.
4. Relationship Purpose and Agenda: The needs and agenda are determined by the mentee and supported by the mentor.
5. Measurement of Success: This is a non-evaluative process (e.g., no tests) but focuses more on hands-on training the mentee, which allows for more flexibility in determining progress.
6. Process: Knowledge sharing is based on the mentee's knowledge and experiences whereby meetings are often open-ended and informal. The process is determined primarily by the mentee.
7. Timing: Timing of connections is dependent on availability of the mentor and mentee. A regular schedule can be predetermined, but with increasing access to immediate communication, communication often happens less formerly but more often (e.g., WhatsApp, Messenger, texts).
8. Focus: Content is primarily development driven, helping the mentee achieve set goals, address day-to-day concerns, but with an overall focus of guiding career development and long-term success.
9. Expertise: Mentors have more expertise and/or experience in certain areas compared to the mentee.
10. Outcome: The initial desired outcome(s) can change over time. The focus is less on measurable outcomes and more on changes in behavior and knowledge that lead to the mentee's increased personal and professional development.
1. Definition: Mentorship occurs when a mentor, someone who is experienced and can be trusted to provide sound advice, passes on their skills and experiences to a mentee. The relationship's focus is on the development of the mentee.
2. Role and Relationship: The mentor is either a paid professional or volunteer who helps develop the mentee's skill-set.
3. Time Frame of the Relationship: Most mentor-mentee relationships are lengthy, lasting at least one year. Many last for much longer.
4. Relationship Purpose and Agenda: The needs and agenda are determined by the mentee and supported by the mentor.
5. Measurement of Success: This is a non-evaluative process (e.g., no tests) but focuses more on hands-on training the mentee, which allows for more flexibility in determining progress.
6. Process: Knowledge sharing is based on the mentee's knowledge and experiences whereby meetings are often open-ended and informal. The process is determined primarily by the mentee.
7. Timing: Timing of connections is dependent on availability of the mentor and mentee. A regular schedule can be predetermined, but with increasing access to immediate communication, communication often happens less formerly but more often (e.g., WhatsApp, Messenger, texts).
8. Focus: Content is primarily development driven, helping the mentee achieve set goals, address day-to-day concerns, but with an overall focus of guiding career development and long-term success.
9. Expertise: Mentors have more expertise and/or experience in certain areas compared to the mentee.
10. Outcome: The initial desired outcome(s) can change over time. The focus is less on measurable outcomes and more on changes in behavior and knowledge that lead to the mentee's increased personal and professional development.
NEXT STEPS
Mentoring is a client-driven model, and it's about helping the client where they are, understanding their personal needs, and developing a method for supporting them toward short-term but ultimately long-term development and improvement. If you or someone you know might benefit from the support of a mentor, contact us and let's talk about how we can help.