Mentoring New Leaders Part 4: Train


Your mentoree has watched you in action. You have explained to them how you do things & answered their questions about your techniques. You have given them the opportunity to try to do it themselves & had them tell you about the experience. Now it is time to train them to do it better.

I would like to differentiate between teach & train for the purposes of this material. When I talk about teach someone, I’m referring to more of a lecture type situation. You explain a subject in detail & take questions from the students. At this point, they may have no practical experience on the subject. Training comes after the student or mentoree has had the opportunity to apply the lessons they have learned through your teaching. Now they have practical experience however, they need their abilities refined. They are more apprentices than masters in the field. To give a broad example, medical school teaches students about medicine. They have the opportunity, through internships, to test what they have learned. Eventually, they move on to a residency where they receive more detailed training to refine their skills & abilities.

When the disciples would return from the mission trips Jesus sent them on, Jesus would take time to debrief them. He listened as they told Him what worked & what didn’t. They told Him about any problems they had. This debriefing is more for the mentor than the student. It gives the mentor the opportunity to discover areas that need more focus or topics that are confusing. It also helps the mentor understand things that simply don’t work anymore. If the mentor has been doing a task for years, there may be a newer or at least easier way to do it nowadays. You always need to listen carefully to your student. Your task as a mentor is to turn a job, position, etc. over to them. Unless you want to keep on doing it until you are gone, you need to help them discover the way that works best for them. That means combining your way & their way.

Training allows you to break bad habits before they begin, strengthen good habits & help your student discover the best way to do it for themselves.

One more step in the process & you’re ready to beg

Mentoring New Leaders Part 3: Test


The second biggest mistake mentors make, after not mentoring new leaders at all, is failing to test them. We tend to be too quick turning things over to the newbie before we are certain the are prepared. Offering them a short period of time to shadow you & then giving them only a bit of teaching before handing over the reins is worse than no mentoring at all.

When we drop everything into the newbie’s lap too soon, they may become frustrated when things fail to go well. Even worse, they may become embarrassed, believe THEY are to blame for their lack of success when the mentor is the one responsible.

Rather than quickly giving them the responsibility of their new assignment, take time to make certain they are ready. And the best way to do this is to test them. No, not a written exam! Instead, give them responsibility for an assignment while you are still there to offer guidance & advice.

Early in their training, Jesus sent the disciples out into neighboring towns to do ministry. He sent them out in pairs so they could support & encourage one another & to hold each other accountable. When they returned, Jesus talked to the disciples about their experience. What worked? What didn’t? Where did they have problems?

These mission journeys gave the disciples to practical experience, like an internship. They were able to fail on a small scale while Jesus was still available to offer them guidance & advice.

Nothing discourages a new leader faster than failure. It takes less time & effort to retrain them to overcome their mistakes & weaknesses than it does to start all over with a new person when your current new leader quits in frustration.

Take the time to do the job right!

Called to Lead: Delegation Part 6



Never Forget to Say Thank You!


I hate sounding like everyone’s mom but you must never, EVER forget your manners. Whether you are overseeing an event or an organization, working with volunteers or high paid professionals, you must ALWAYS REMEMBER TO SAY THANK YOU!

This is vitally important when you are working with volunteers. Most volunteers work hard for no pay. Many if not most do the work out because they feel called to serve. However, everyone wants to know their hard work is appreciated. Too often, once an event or term (for those serving on a board or committee) is over, the leader walks away, musing over the great job THEY did. Yes, they did do a great job, with a lot of help.

You simply must show your appreciation. At the very least, send a handwritten note thanking each volunteer. Yes, handwritten. They put in a lot of time. The least you can do is take some time to write a brief not thanking each & everyone of your helpers for they contribution to making your event, year, organization, etc a success. If you are able, you might give each person a small gift to thank them. It doesn’t have to be expensive. It can even be something you made. You just need to let them know you really appreciate how hard they worked & how good they made you look! Take my word for it, you will have an easier time gathering volunteers for your next endeavor if you treat your current volunteers like royalty.

So, what if they are employees. I mean, after all, they’re getting PAID aren’t they? Why should I have to say “thank you” when they are simply doing their job? Well, first off, if all you want them to do is the barest minimum required, then go ahead & refuse to thank them. Before you do that though, you should understand the hierarchy of needs. I’m not going to teach the entire structure but I am going to share the short version. Maslow’s  hierarchy is a motivational theory. At the bottom, people are working for basic needs. On the next step, they are working for their safety. If you want people that are going to give more than expected, then you need to show your appreciation. People higher on that hierarchy seek to belong, to strengthen their self esteem. On the final level, people seek personal growth & fulfillment. Once you get past the first two levels, pay is not the motivator. While those people like appreciation, they prefer something more substantial. While the people on the top 3 levels like monetary rewards, they need more in order to be satisfied with their position. You MUST let them know you not only see the great job they are doing, you also appreciate THEM! It’s not just about the job, it’s about them!

Now you might think the idea of thanking people is outdated. WERE YOU RAISED IN A CAVE? Good manners are NEVER outdated. Good manners help you know you are always doing the right thing. Now, if saying thank you makes you uncomfortable because no one else in the organization acts that way, in other words, like a civilized human being, then TOUGH! If you want to be a leader, you must do the things no one else is willing or able to do. A leader must be willing to blaze a trail, even if it means clearing an old, little used trail, THEN DO IT! Otherwise, you are simply a  follower! Is that what you really want!

It takes so little to show people that you appreciate them. Yet the rewards for them AND YOU are tremendous.