mentorship leadership essay

The Role of Mentorship in Leadership Development

And how the requirements of today’s trust-based leadership demand relationship-based learning methods like mentoring to develop effective leaders..

By: Leadership Dynamics team

This article is part of our series on leadership development .

The changing nature of work means that, in order for today's leaders to be effective, competence and authority are no longer enough; they need to be able to lead through trusted relationships. But as the demands of leadership have evolved, so must the methods for developing leaders.

At the heart of relationship-based learning practices are coaching and mentorship, working in tandem with traditional methods like continual professional development courses and self paced e-learning to enhance their effectiveness.

This article will explain why leadership mentoring is such an integral part of today's leadership development programs, their benefits and how best to implement them in your organisation.

Defining mentorship as a training method

The importance of mentorship for leadership skills, benefits of mentoring in leadership development, implementing mentorship in a leadership development programme.

Leadership development is a complex process that requires the guidance of experienced professionals. The terms "coaching" and "mentoring" are often used interchangeably, and while they can be used in complementary ways, they are distinct practices that differ in function and outcome.

Coaching involves working with an external specialist whose job is focused solely on coaching. They can help individuals identify their strengths and weaknesses, set goals, and develop strategies to overcome obstacles. 

Mentorship involves working with an experienced professional, usually a superior within the same organisation, who can provide guidance, support, and advice based on their own experiences. Mentors help individuals navigate complex situations, develop new skills, and build their professional networks.

Coaching is typically focused on short-term goals and specific skill development, while mentorship is more focused on long-term career development and building relationships.

Mentorship plays a crucial role in leadership development by providing individuals with the guidance and support they need to overcome challenges, develop new skills, and improve their performance. Future leaders can learn from the experiences of others, gain valuable insights and perspectives, and develop new strategies for success.

At the same time, learning one-on-one can help individuals build confidence, improve their communication skills, and develop a stronger sense of self-awareness – all essential qualities for effective leadership.

Transitioning to relationship-based learning

As leadership changes from the more authoritarian style of the past to the trust-based leadership style of today, leadership development programmes must change too. Relationship-based learning is becoming more and more recognised as an effective method for professional development.

Learning must be relevant and practical. Research shows that 75% of students forget what they've learned within six days if they don't apply it in the flow of work. And since adults only retain 10% of what they hear in the classroom, it's essential to approach learning from several angles to maintain an effective leadership development programme.

A study published in the Harvard Business Review found that 54% of respondents rated mentoring as very or extremely effective compared to 35% for traditional skills training.

We now know that a generic class by itself is no longer enough; learning needs to be personalised in a way that is specific to the requirements of the job. And that's why mentorship works so well.

Here are some of the key benefits of mentorship in leadership development:

Up-to-date leadership advice: Receiving advice from someone who is actually putting what they say into practice each day is highly valuable. While classes can offer foundational basics, their content can be interpreted and enriched by someone who can honestly say what has worked for them and what has not.

Fulfilling learning : Learners feel more supported in a relationship-based learning process. The earlier mentioned study showed that 86% found relationship-based leadership development made them feel truly supported on their leadership journey.

Improved self-awareness: Self-awareness is essential for effective leadership , as it allows leaders to not only identify areas for improvement and make informed decisions, but understand how their behaviours impact others around them. If a leader is self aware enough to know what behaviours they need in order to complement the rest of their team, then they can personalise their learning and development. Self analysis with data-backed people analytics can help learners gain an objective view of themselves and inform their future leadership path.

Enhanced skills and knowledge: Through mentorship, leaders can develop a range of skills and knowledge, such as communication, problem-solving, and decision-making. These skills are essential for effective leadership, and can help leaders to build high-performing teams and achieve their goals.

Increased confidence: Mentorship can help leaders to build their confidence and self-esteem, which is essential for effective leadership. When leaders feel confident in their abilities, they are more likely to take risks, make bold decisions, and inspire their teams to achieve organisational effectiveness.

Expanded networks: Well-established leaders acting as mentors can help future leaders to expand their networks and build relationships with other professionals in their field. These connections can be invaluable for career growth and development, as well as for accessing new opportunities and resources.

Improved performance: Ultimately, mentorship helps leaders to improve their performance and achieve their goals by providing guidance, support, and feedback to overcome challenges and build resilience.

Best practices for mentorship in leadership development

As an essential component of any leadership development program, mentors help develop the skills and knowledge needed to succeed in demanding roles. But there are some key pillars of a great mentor-mentee relationship:

Set clear goals: Before starting a relationship, establish clear goals and expectations to ensure focus and effectiveness.

Provide regular feedback: Feedback is crucial for self-awareness, growth and development. Regular feedback builds trust in the relationship, and helps leaders identify areas for improvement as well as celebrate successes. Feedback from existing leaders working in a potential future role is invaluable.

Encourage self-reflection: Self-reflection is a powerful tool for personal growth. Mentors should encourage leaders to reflect on their experiences, identify their strengths and weaknesses, and set goals for improvement.

Offer support and resources: Mentors should provide support and offer resources to help leaders achieve their goals. This might include training programmes, networking opportunities, or access to other experts in the field.

Be a role model: Mentors should lead by example and demonstrate the behaviours and skills they are teaching. This helps build trust and credibility with the leader being mentored.

Identifying goals and objectives

Before implementing mentorship in your leadership development programmes, it is important to identify clear goals and objectives. Determine what skills and competencies you want to develop in your leaders and how mentorship can help achieve those goals. Consider the needs of each individual leader and tailor the mentorship programme accordingly.

This is where people analytics can help paint a picture of your potential leaders, their functional capabilities, experience and behaviours, as well as how well they will work with other kinds of behavioural profiles.

Self-assessment tools such as PACE help individuals understand their strengths and their areas for improvement, building a high level of self-awareness as they work with their mentor.

Selecting the right mentor

Selecting the right mentor is crucial to the success of your leadership development programme. Choose individuals who have experience in leadership roles and can provide valuable insights and guidance and who have the behaviours required to establish a rapport with the junior leaders they are mentoring. Consider providing training for mentors to ensure they have the necessary skills and knowledge to be effective.

Creating a supportive environment

Creating a supportive environment is essential to the success of mentorship programmes. Leaders should feel comfortable seeking guidance and feedback from their mentors so it’s best to encourage open communication and create a culture of continuous learning and development . Provide resources and support to help leaders apply what they have learned through mentorship programs.

Effective mentorship requires a strong relationship. Trust, open communication, and a willingness to learn and grow are essential for success. When done well, mentorship can be a powerful tool for developing effective leaders and driving an organisational culture of success.

Measuring success

Measuring the success of a mentorship programme is important to ensure they are effective and meeting the goals set out at the beginning. Ultimately, the performance of the mentee is the main metric, but it can help to codify assessments. Consider looking at improved leadership competencies, increased employee engagement, and higher retention rates. Ask for feedback from senior leaders who have participated in the programme to identify areas for improvement and make adjustments as necessary.

Effective leadership development is personalised

The move to trust-based leadership demands better leadership development. Relationship-based learning, such as coaching, mentoring and job rotations are key to offering learners relevant leadership training for the roles they are aiming for.

But to know what to learn, leaders need to first know themselves. At Leadership Dynamics, we know that the best leadership teams are made up of those that understand themselves as individuals and how they work with others, which requires a degree of emotional intelligence, especially self-awareness. And the best way to gain self awareness is to look at oneself without the bias, through objective data.

Our people analytics tools assess a leader's skill sets, experience and behaviours using data from more than 7,000 successful private equity transactions over the past 10 years and 5,000 senior executives' behavioural assessments.

With a completely objective assessment of leadership abilities, future leaders can pinpoint the gaps in their skills, behaviours or experience and work with a mentor to develop strategies to plug those gaps and help their future leaders reach their full potential and drive success for the company as a whole.

Latest insights & impact pieces

Presentations made painless

• Get Premium

101 Mentorship Essay Topic Ideas & Examples

Inside This Article

Mentorship is a valuable relationship that can provide guidance, support, and inspiration for individuals seeking to achieve their goals and fulfill their potential. Whether you are a mentor or a mentee, mentorship can be a transformative experience that can lead to personal and professional growth.

To help you explore the many facets of mentorship, we have compiled a list of 101 mentorship essay topic ideas and examples. These topics cover a wide range of themes related to mentorship, including the benefits of mentorship, how to find a mentor, the qualities of a good mentor, and the impact of mentorship on personal and professional development.

The importance of mentorship in personal and professional growth

How to find a mentor who aligns with your goals and values

The role of mentorship in building confidence and self-esteem

The qualities of a good mentor and how to cultivate them

The impact of mentorship on career advancement and success

The benefits of mentorship for individuals from underrepresented backgrounds

How mentorship can help individuals navigate challenges and setbacks

The value of peer mentorship in academic and professional settings

The role of mentorship in fostering a sense of belonging and community

The impact of mentorship on mental health and well-being

The benefits of reverse mentorship and learning from younger generations

The role of mentorship in promoting diversity and inclusion in the workplace

The challenges and opportunities of virtual mentorship in a digital age

The impact of mentorship on leadership development and organizational culture

How to establish boundaries and expectations in a mentor-mentee relationship

The benefits of group mentorship and learning from multiple perspectives

The role of mentorship in entrepreneurship and business success

How mentorship can help individuals navigate transitions and career changes

The impact of mentorship on academic achievement and student success

The benefits of mentorship for individuals with disabilities or chronic illnesses

The role of mentorship in promoting work-life balance and well-being

How to cultivate a growth mindset through mentorship

The impact of mentorship on goal-setting and achievement

The benefits of mentorship for individuals seeking to break into a new industry

The role of mentorship in fostering creativity and innovation

How mentorship can help individuals build resilience and adaptability

The impact of mentorship on networking and professional relationships

The benefits of mentorship for individuals seeking to develop new skills

The role of mentorship in promoting ethical leadership and decision-making

The impact of mentorship on mentor'''s own personal and professional development

The benefits of mentorship for individuals seeking to advance in their careers

The role of mentorship in promoting diversity and inclusion in the STEM fields

How mentorship can help individuals navigate workplace conflicts and challenges

The impact of mentorship on building a supportive and inclusive work environment

The benefits of mentorship for individuals seeking to overcome imposter syndrome

The role of mentorship in fostering a sense of purpose and fulfillment

How mentorship can help individuals build emotional intelligence and empathy

The impact of mentorship on building a strong personal brand and reputation

The benefits of mentorship for individuals seeking to transition into leadership roles

The role of mentorship in promoting continuous learning and professional development

The impact of mentorship on building strong communication and interpersonal skills

The benefits of mentorship for individuals seeking to improve their time management

How mentorship can help individuals set and achieve ambitious career goals

The role of mentorship in promoting a culture of feedback and growth

The impact of mentorship on building a strong professional network

The benefits of mentorship for individuals seeking to build a personal board of advisors

The role of mentorship in promoting work-life integration and holistic well-being

How mentorship can help individuals cultivate a sense of gratitude and resilience

The impact of mentorship on building a culture of mentorship within an organization

The benefits of mentorship for individuals seeking to develop leadership skills in a specific industry

The role of mentorship in promoting intergenerational learning and knowledge sharing

How mentorship can help individuals navigate workplace politics and power dynamics

The impact of mentorship on building a strong personal brand and online presence

The benefits of mentorship for individuals seeking to balance work and caregiving responsibilities

The role of mentorship in promoting diversity and inclusion in the arts and creative industries

How mentorship can help individuals build a strong foundation for financial success

The impact of mentorship on building a strong sense of purpose and direction

The benefits of mentorship for individuals seeking to overcome perfectionism and self-doubt

The role of mentorship in fostering a growth mindset and resilience in the face of challenges

How mentorship can help individuals develop a sense of empathy and compassion for others

The impact of mentorship on building a strong sense of community and belonging

The benefits of mentorship for individuals seeking to build a sustainable and ethical business

The role of mentorship in promoting self-awareness and emotional intelligence

How mentorship can help individuals navigate the complexities of relationships and communication

The impact of mentorship on building a strong sense of personal and professional identity

The benefits of mentorship for individuals seeking to overcome burnout and exhaustion

The role of mentorship in promoting a culture of collaboration and teamwork

How mentorship can help individuals build a strong foundation for lifelong learning and growth

The impact of mentorship on building a strong sense of self-confidence and self-worth

The benefits of mentorship for individuals seeking to overcome fear and self-limiting beliefs

The role of mentorship in promoting a culture of innovation and creativity

How mentorship can help individuals navigate the complexities of leadership and decision-making

The impact of mentorship on building a strong sense of resilience and adaptability

The benefits of mentorship for individuals seeking to overcome challenges and setbacks

The role of mentorship in promoting a culture of continuous improvement and growth

How mentorship can help individuals build a strong sense of purpose and direction

In conclusion, mentorship is a powerful tool for personal and professional development. By exploring these 101 mentorship essay topic ideas and examples, you can gain a deeper understanding of the various ways in which mentorship can impact individuals and organizations. Whether you are a mentor or a mentee, mentorship can help you achieve your goals, overcome challenges, and reach your full potential. So, take the time to reflect on these topics and consider how mentorship can play a role in your own journey of growth and success.

Want to research companies faster?

Instantly access industry insights

Let PitchGrade do this for me

Leverage powerful AI research capabilities

We will create your text and designs for you. Sit back and relax while we do the work.

Explore More Content

• Privacy Policy
• Terms of Service

© 2024 Pitchgrade

• MentorcliQ Mentoring Software
• Mentoring Platform by MentorcliQ
• MentorcliQ Services
• River & MentorcliQ
• Designing Mentoring Programs
• Mentoring Blog
• River is now MentorcliQ
• Awards and Recognition
• Press Releases

The Essence of Mentorship and Its Impact on Professional Growth

In the intricate tapestry of professional growth, the guiding hand of a mentor can make an indelible difference. Mentorship is not merely a relationship; it’s a dynamic force that propels individuals toward their career goals, fostering personal and professional development in ways that transcend conventional learning. In this article, we explore the profound impact of mentorship on career development and why cultivating mentor-mentee relationships is a cornerstone of success.

Key Takeaways

• Mentorship significantly accelerates career advancement by providing personalized guidance and support.
• Effective mentorship fosters the acquisition and enhancement of skills, contributing to both personal and professional growth.
• Building professional networks is a crucial element of mentorship, opening doors to new opportunities and collaborations.
• Structured mentorship programs within organizations lead to increased employee engagement, retention, and talent development.
• The mentor-mentee relationship is built on trust, mutual respect, and effective communication, making it a powerful tool for navigating challenges and achieving goals.

Understanding the Meaning of Mentorship

Defining mentorship.

Mentorship is a dynamic and evolving relationship where an experienced individual, the mentor, provides guidance, support, and insights to a less experienced individual, the mentee. A mentor is a person who can support, advise, and guide you. This relationship is built on trust, shared goals, and a mutual commitment to growth. The mentor draws from their wealth of experiences, offering valuable perspectives, while the mentee gains wisdom and navigational tools for their professional journey.

Historical Perspectives on Mentorship

The concept of mentorship has deep historical roots, dating back to ancient civilizations. In ancient Greece, for example, mentorship was a fundamental aspect of education and personal development. The term itself originates from the character Mentor in Homer’s epic, The Odyssey , who was entrusted with the care and education of Odysseus’s son, Telemachus. Over the centuries, mentorship has evolved but its core purpose remains the same: the influence, guidance, or direction given by a mentor.

Key Elements of Effective Mentorship

Effective mentorship requires a combination of techniques tailored to the mentee’s needs. These include:

• Setting clear expectations: Both mentor and mentee should have a clear understanding of their roles and what they hope to achieve.
• Providing guidance: Mentors should offer advice and insights based on their own experiences.
• Adapting to evolving goals: As the mentee grows, the mentorship relationship should evolve to meet new challenges and objectives.

A trusting relationship rests at the core of mentorship, designed to be an opportunity for an experienced or knowledgeable professional to offer advice and guidance to someone just entering a new field or position.

The Role of Mentorship in Professional Development

Mentorship transcends the mere transfer of knowledge; it is a relationship that fosters personal growth and professional development. Mentors provide emotional support and guidance, aiding mentees in recognizing their potential and navigating their career paths. This supportive dynamic is essential for the exchange of ideas, overcoming challenges, and expanding professional horizons.

Career Advancement Through Mentorship

In the dynamic landscape of career advancement, mentorship stands as a beacon of guidance and empowerment. Leadership mentorship is essential for professional growth , enhancing career prospects, personal development, and long-term success. Selecting the right mentors and fostering a culture of continuous learning are key.

Skill Acquisition and Enhancement

Mentorship is tailored to meet the evolving demands of the workforce and the individual aspirations of mentees. It adapts to the nuances of each profession, ensuring that guidance is not only relevant but also impactful. The role of mentorship in career development is multifaceted, encompassing support, networking, and the transfer of critical skills.

Building Professional Networks

The question, “What is the importance of mentorship in professional growth?” has been central to our discussion, underscoring the invaluable guidance and support mentors provide. This relationship not only accelerates career advancement but also enriches personal development.

In the intricate tapestry of professional growth, the guiding hand of a mentor can make an indelible difference. Mentorship is not merely a relationship; it’s a dynamic force that propels individuals toward their career goals, fostering personal and professional development in ways that transcend conventional learning.

Personal Growth Through Mentorship

Emotional support and guidance.

Mentorship also focuses on the personal development of the mentee, encouraging self-reflection and greater self-awareness. This personal growth is crucial for developing leadership qualities and emotional intelligence . It shapes individuals into well-rounded professionals.

Boosting Confidence and Self-Esteem

Beyond the realm of skills and expertise, mentorship nurtures personal growth and confidence. When a mentor provides guidance and support, they instill a sense of belief in their mentees. The mentees, in turn, are emboldened to take risks, set ambitious goals , and navigate challenges with greater assurance.

Navigating Challenges and Setbacks

In the ever-evolving landscape of personal and professional growth , mentorship stands as a powerful and transformative force. It is a relationship that transcends time and experience, allowing individuals to learn, adapt, and thrive through the wisdom of those who have ventured ahead. The idea of mentorship is as old as human civilization itself, rooted in the notion that the wisdom of experienced individuals can help others navigate challenges and setbacks.

Mentorship accelerates personal growth but contributes to the collective advancement of the professional community. Mentorship, indeed, matters—transforming careers, shaping leaders, and leaving an enduring legacy of shared knowledge and success.

Mentorship in Organizational Settings

Structured mentorship programs.

Structured mentorship programs are essential for creating a cohesive and resilient team dynamic. These programs are aligned with the organization’s broader objectives, contributing to a workplace culture that is both inclusive and inspiring. Corporate mentorship programs extend beyond individual career progression , playing a crucial role in fostering inclusivity and mutual respect among employees from varied backgrounds.

Impact on Employee Engagement and Retention

Mentorship programs significantly enhance employee engagement and retention. By offering resources and guidance, these programs empower employees to achieve personal and career growth. This empowerment leads to higher job satisfaction and loyalty, reducing turnover rates and fostering a more stable workforce.

Aligning Mentorship with Organizational Goals

Aligning mentorship programs with organizational goals ensures that both mentors and mentees are working towards common objectives. This alignment not only supports individual career success but also contributes to the overall success and fulfillment of the organization. Tailored mentoring , integrating with strategies, fosters personal growth and career advancement, creating a culture of continuous learning and development.

Mentorship success stories highlight the transformative power of mentorship in organizations, emphasizing the importance of targeted programs and authenticity for personal and professional growth.

The Mentor-Mentee Relationship

Building trust and mutual respect.

The symbiosis of mentorship is rooted in mutual respect, trust, and dedication . This special relationship promotes a growth-friendly environment where both parties benefit. The mentor uses their extensive experience to customize guidance for each mentee based on their unique career path. Personalized feedback catalyzes both professional and personal development in this partnership.

Setting Goals and Expectations

Mentorship offers personalized guidance, support in goal-setting, and professional network expansion . It’s a two-way relationship for mutual enrichment and growth, emphasizing authenticity and compatibility for effective mentorship. Clear goals and expectations are essential for a successful mentor-mentee relationship , ensuring both parties are aligned and working towards common objectives.

Effective Communication Strategies

Effective communication is the cornerstone of any successful mentor-mentee relationship. This dynamic, two-way exchange of ideas, perspectives, and insights fosters a deeper understanding and connection between the mentor and mentee. Each session provides an opportunity for growth, with both parties learning and evolving together. Continuous learning and open dialogue are key to maintaining a strong and productive relationship.

The Broader Impact of Mentorship

Mentorship and societal progress.

The impact of mentorship is profound and multifaceted. It shapes individual career outcomes, boosts organizational productivity, and contributes to societal progress. The personalized nature of mentorship encourages mentees to embrace new challenges, acquire skills, and achieve growth. Effective mentors serve as role models, offering clarity and direction towards realizing personal and professional goals.

Creating a Culture of Continuous Learning

Mentorship fosters a culture of continuous learning within organizations. By promoting the transfer of knowledge and skills, it cultivates a supportive environment where mentees can thrive. Organizations that implement well-structured mentorship programs align them with broader objectives, yielding benefits such as enhanced engagement, retention, and talent development.

The Legacy of Mentorship

Mentorship plays a pivotal role in promoting diversity, equity, and inclusion, thereby enriching the social fabric of our communities. It is a catalyst for collective progress and a testament to the power of human connection and guidance. Mentorship also supports often overlooked and underprivileged groups by providing resources and opportunities for personal and career advancement. This not only benefits the individuals but also strengthens the organization’s commitment to diversity and inclusion.

In conclusion, mentorship is a multifaceted endeavor with profound implications on personal growth, professional development, and societal advancement. It is a symbiotic relationship that not only fosters the transfer of knowledge and skills but also cultivates a supportive environment for mentees to thrive.

Challenges and Solutions in Mentorship

Mentorship isn’t without hurdles. Mismatched expectations, communication gaps, or conflicting advice can arise. Clear communication and mutual respect are essential to navigate these challenges effectively.

Overcoming Common Obstacles

Some of the most common challenges in mentorship include:

• Lack of structure or strategy
• Mismatched mentor-mentee pairings
• Insufficient training

Recognizing these issues allows for the implementation of effective strategies to solve them. For instance, scheduling meetings in advance ensures that both parties can find a time to meet regularly. Beginning the mentoring relationship by outlining goals and expectations helps both people understand what the relationship will look like.

Ensuring Long-Term Success

To ensure long-term success in mentorship, it’s crucial to maintain consistent communication and regularly revisit goals and expectations. This helps in adapting to any changes and keeps the relationship productive.

Adapting to Changing Professional Landscapes

The professional landscape is constantly evolving, and mentorship must adapt accordingly. This includes staying updated with industry trends and being open to new methods and technologies. Flexibility and a willingness to learn are key to overcoming these challenges.

In the realm of mentorship, challenges are not roadblocks but rather stepping stones to greater resilience and understanding. Embracing a growth mindset is essential for personal development and thriving in a supportive environment.

In conclusion, mentorship is a multifaceted endeavor with profound implications on personal growth, professional development, and societal advancement. It is a symbiotic relationship that not only fosters the transfer of knowledge and skills but also cultivates a supportive environment for mentees to thrive. Organizations that implement well-structured mentorship programs align them with broader objectives, yielding benefits such as enhanced engagement, retention, and talent development. Moreover, mentorship accelerates personal growth and contributes to the collective advancement of the professional community. It transforms careers, shapes leaders, and leaves an enduring legacy of shared knowledge and success.

Frequently Asked Questions

What is the essence of mentorship.

Mentorship is a symbiotic relationship where an experienced individual, the mentor, provides guidance, support, and insights to a less experienced individual, the mentee. It’s built on trust, shared goals, and a mutual commitment to growth.

How does mentorship impact professional growth?

Mentorship accelerates career advancement, enriches personal development, and boosts organizational productivity. It encourages mentees to embrace new challenges, acquire skills, and achieve growth.

What are the key elements of effective mentorship?

Effective mentorship includes trust, mutual respect, clear communication, shared goals, and a commitment to the mentee’s growth and development.

Why is mentorship important in organizational settings?

Mentorship in organizations enhances employee engagement, retention, and talent development. Well-structured mentorship programs align with broader organizational goals, yielding significant benefits.

How does mentorship contribute to societal progress?

Mentorship fosters the transfer of knowledge and skills, cultivates a supportive environment, and accelerates personal growth, contributing to the collective advancement of the professional community and society at large.

What challenges might arise in a mentorship relationship and how can they be overcome?

Common challenges include mismatched expectations, communication gaps, and time constraints. These can be overcome by setting clear goals, maintaining open communication, and being adaptable to changing professional landscapes.

• Mentoring Software
• Talent Development
• Virtual Mentoring

Recruiting Strategies for Your Mentoring Program

How do you get people to sign up for your ...

Igniting Ambitions: The Role of Mentoring in Career Development

In a world where career landscapes are ...

• Services and Consulting
• Client List
• Case Studies
• eBooks and White Papers
• About River
• Our Leadership Team
• Privacy policy

• Privacy Overview
• Strictly Necessary Cookies
• 3rd Party Cookies

This website uses cookies so that we can provide you with the best user experience possible. Cookie information is stored in your browser and performs functions such as recognising you when you return to our website and helping our team to understand which sections of the website you find most interesting and useful.

Strictly Necessary Cookie should be enabled at all times so that we can save your preferences for cookie settings.

If you disable this cookie, we will not be able to save your preferences. This means that every time you visit this website you will need to enable or disable cookies again.

This website uses Google Analytics to collect anonymous information such as the number of visitors to the site, and the most popular pages.

Keeping this cookie enabled helps us to improve our website.

Please enable Strictly Necessary Cookies first so that we can save your preferences!

• Privacy Policy

Ready to see all the benefits River has in store for your organization?

We’ll get back to you within the next 24 hours.

Give us your details and we'll be in touch very shortly

We'll be in touch very shortly

30 Mentorship Examples

Chris Drew (PhD)

Dr. Chris Drew is the founder of the Helpful Professor. He holds a PhD in education and has published over 20 articles in scholarly journals. He is the former editor of the Journal of Learning Development in Higher Education. [Image Descriptor: Photo of Chris]

Learn about our Editorial Process

Mentorship is a relationship between two individuals where knowledge, skills, and experience are shared.

It involves an experienced individual, known as the mentor, guiding a less experienced person, referred to as the mentee.

The mentorship process aims to foster the professional and personal growth of the mentee.

It serves to bridge the gap between academic learning and real-world skills . The relationship is structured and involves setting specific goals .

The longevity of these relationships can vary, ranging from short-term mentorships to lifelong connections.

Below, we’ll explore examples of mentorship partnerships from various areas of life, as well as examples of good traits for a mentor.

Advantages of Mentorship

Mentorship comes with numerous benefits, whether it’s in the workplace, education, or personal life.

It accelerates personal development, as mentors typically guide mentees toward growth opportunities. Mentors provide valuable insights from personal experience, which are often not readily available.

The learning curve of the mentee is significantly reduced through mentorship, thanks to the mentor’s prior experience in the field (how great would it be to have a personal guide like Warren Buffet in the world of finance?).

Mentorship in professional contexts can also assist in building vast professional networks (imagine the contacts you could acquire from a mentor working in the United Nations!).

Finally, in the workplace, mentorship can lead to increased job satisfaction and retention rates, similar to how experienced teachers often mentor new educators in schools, resulting in a lower dropout rate. It aids in the development of leadership and management skills for mentors (much like CEOs mentoring middle management executives).

Five Famous Real-life Mentorship Examples

• Steve Jobs and Robert Friedland: Steve Jobs, renowned co-founder of Apple, was once mentored by Robert Friedland. Friedland, a charismatic entrepreneur and innovator, influenced Jobs during their time at Reed College. Their relationship played a pivotal role in shaping Jobs’s ability to persuade people and market his ideas effectively.
• Dr. Dre and Eminem: In the realm of music, rapper Eminem had Dr. Dre, a highly esteemed rapper and producer, as his mentor. Dre’s mentorship and faith in Eminem’s talent played a significant role in shaping the latter’s illustrious career. Eminem often credits Dre for his success in the music industry.
• Warren Buffet and Benjamin Graham: Iconic investor Warren Buffet was mentored by renowned economist and investor Benjamin Graham. Graham’s influence is evident in Buffet’s value investment strategy. Buffet has often publicized that Graham’s book “The Intelligent Investor” and his mentorship were integral to his investment technique.
• Oprah Winfrey and Maya Angelou: Media mogul Oprah Winfrey considered late poet and civil rights activist Maya Angelou her mentor. Angelou’s influence on Winfrey was profound, shaping her world view and approach to her career. Winfrey often shared the wisdom imparted by Angelou with her audience during her talk show.
• Larry Page and Eric Schmidt: Google co-founder Larry Page was mentored by software engineer Eric Schmidt. Schmidt, who was brought in as Google’s CEO for his experience, provided essential mentorship to Page on the business front. This mentorship paved the way for Page’s eventual succession as Google’s CEO.

Examples of Mentorship Traits

• Active Listening : This trait is fundamental to effective mentorship. It involves the mentor fully concentrating, understanding, and responding to the mentee. Active listening is supportive as it signals to the mentee that their experiences and perspectives are valued.
• Empathy : Empathy in a mentor-mentee relationship enhances connection and understanding. The mentor comprehends the feelings of the mentee, helping to build a strong emotional bond. This trait nurtures a safe environment where the mentee feels comfortable expressing themselves.
• Patience : It means the mentor tolerates the learning pace of the mentee without irritation. This trait is crucial in building a mentor-mentee relationship that is devoid of unnecessary pressure. Patience makes the learning process enjoyable and less strenuous for the mentee.
• Honesty : In mentorship, honesty provides clarity and direction. A trustworthy mentor gives honest feedback, forming a basis for improvement and growth. Honesty also establishes trust in the mentor-mentee relationship.
• Adaptability : This trait involves the mentor’s ability to adjust their approach, strategies, and expectations based on the mentee’s needs. An adaptable mentor acknowledges the diversity of mentees and tailors mentoring to suit individual contexts. This flexibility enhances the effectiveness of mentorship.
• Knowledgeable: A knowledgeable mentor has extensive understanding and expertise in their field. This deep understanding lends credibility to the advice and guidance provided, adding value to the mentorship relationship. It serves as a source of inspiration for the mentee to enhance their skills and knowledge.
• Open-mindedness : An open-minded mentor appreciates the mentee’s perspectives and suggestions. Valuing the mentee’s input fosters creativity and innovation. This trait helps the mentee feel understood and appreciated, bolstering the effectiveness of the mentorship.
• Constructive Feedback : This involves the mentor providing helpful, specific, and actionable suggestions for improvement. Constructive feedback encourages the mentee’s growth and reframes mistakes as learning opportunities. It’s valuable for constant performance enhancement.
• Integrity : A mentor with integrity blends honesty, trustworthiness, and strong moral principles in their mentoring. Such a mentor sets an example for the mentee, thus encouraging them to cultivate similar traits. It also builds trust and respect in the mentorship relationship.
• Approachability: An approachable mentor maintains an attitude and personal style that encourages open communication. This trait creates an atmosphere where mentees feel comfortable seeking advice or discussing issues. Approachability fosters a transparent and effective mentorship relationship.
• Respectfulness : A respectful mentor values the mentee’s individuality, time, and contributions. Respect nurtures a healthy and productive relationship. This ensures the mentee feels valued and boosts their involvement in the mentorship process.
• Dependability : Dependability in a mentor signifies reliability and constancy. A dependable mentor follows through on commitments, is punctual, and provides consistent support. This trait builds trust and certainty in the mentor-mentee relationship.
• Enthusiasm: An enthusiastic mentor shows excitement and passion in their mentoring role. Enthusiasm is contagious and can motivate the mentee towards their goals. An enthusiastic mentor often leaves a lasting impact, inspiring the mentee even beyond the mentoring relationship.
• Confidentiality: A mentor maintaining confidentiality respects the private information shared by the mentee. It’s vital for building trust and creating a secure environment for open communication. Confidentiality ensures that mentees are comfortable in expressing themselves without fear of repercussions.
• Commitment : A committed mentor devotes time, energy, and resources to the advancement of the mentee. This trait forms the backbone of successful mentorship. Commitment not only meets the mentee’s current needs, but also cultivates a continuous interest in their long-term development.

Mentorship Examples in Various Domains

• Career Guidance: This form of mentorship focuses on navigating the professional ladder. The mentor, equipped with extensive industry experience, guides the mentee through career choices and professional development. It’s a form of mentorship that shapes the mentee’s professional trajectory.
• Skill Development: Skill development mentorship is centered on the expansion of a specific set of skills. The mentor provides practical experience, tips, and guidance on a specific skill, whether artistic, technical, or otherwise. The desired outcome is to enhance the mentee’s proficiency in the skill area.
• Startup Advising: Startup advising involves experienced entrepreneurs guiding emerging business owners. They provide intensive mentoring on business operations, financial planning, and market strategies. This form of mentorship aims to build sustainable and profitable businesses.
• Leadership Training: Leadership training mentorship is concerned with enhancing leadership qualities . The mentor embodies effective leadership characteristics and guides the mentee through management techniques, team coordination, and strategic decisions. The focus here is on cultivating commendable leadership traits.
• Academic Counseling: This mentorship involves guiding students through their academic journey. Advice on course choices, study techniques, and future academic opportunities is provided. The intention is to help students maximise their academic potential and align their studies with their career goals .
• Personal Growth: This form of mentorship is focused on holistic personal development. The mentor guides the mentee through self-awareness training , emotional intelligence, and mindfulness practices. The goal is to foster personal evolution beyond professional confines.
• Technical Training: Here, the mentorship is centered around a specific technical skillset. The mentor, a specialist in the field, imparts advanced knowledge on complex technical processes and best practices. It ensures the mentee’s proficiency in a technical industry, often leading to enhanced job performance.
• Spiritual Guidance: This variant of mentorship focuses on guiding the mentee through spiritual development. This mentorship offers insights into various spiritual practices, offers emotional support, and encourages growth on a spiritual level. It provides a path to peace, understanding, and spiritual fulfillment.
• Financial Advising: Financial advising mentorship involves guidance on managing finances effectively. It offers guidance on investment strategies, budgeting, and retirement planning. Through this mentorship, mentees aim to achieve financial stability and growth.
• Athletic Coaching: Athletic coaching is a form of mentorship dedicated to sports training. It involves sports techniques training, fitness advice, and mental conditioning to promote optimum performance. The goal of this mentorship is to enhance the mentee’s athletic performance and sports career potential.

Description of a Good Mentor-Mentee Relationship

The mentor-mentee relationship is defined by mutual respect and shared objectives.

The mentor, backed by substantial experience and understanding, imparts their knowledge and expertise to the mentee.

This relationship thrives on communication , with both parties engaging in meaningful discussions. Trust forms the bedrock of this relationship, as confidentiality is maintained and respect is mutual.

Mentorship goals and expectations are explicitly set at the beginning of the mentorship. In furthering the mentee’s growth, feedback is given constructively and with the mentee’s best interests at heart.

The mentor’s role may evolve over time, from guiding and advising to inspiring and supporting.

Overall, the mentor-mentee relationship is one of learning and development, set in a culture of sharing, understanding, respect, and progress.

The concept of mentorship encompasses more than just a transfer of knowledge. It’s a comprehensive development process that reshapes both professional and personal aspects of a mentee’s life. Further, the mentors themselves often grow through the experience, refining their leadership, communication, and management skills. Hence, mentorship’s value is indispensable in any growth-oriented society.

• Chris Drew (PhD) https://helpfulprofessor.com/author/chris-drew-phd-2/ 10 Reasons you’re Perpetually Single
• Chris Drew (PhD) https://helpfulprofessor.com/author/chris-drew-phd-2/ 20 Montessori Toddler Bedrooms (Design Inspiration)
• Chris Drew (PhD) https://helpfulprofessor.com/author/chris-drew-phd-2/ 21 Montessori Homeschool Setups
• Chris Drew (PhD) https://helpfulprofessor.com/author/chris-drew-phd-2/ 101 Hidden Talents Examples

Leave a Comment Cancel Reply

Your email address will not be published. Required fields are marked *

What are your chances of acceptance?

Calculate for all schools, your chance of acceptance.

Your chancing factors

Extracurriculars.

How to Write the UC Essay on Leadership Experience

This article was written based on the information and opinions presented by Vinay Bhaskara in a CollegeVine Livestream. You can watch the full Livestream for more info.

What’s Covered:

What exactly is leadership, consider different types of leadership, mistakes to avoid.

The first of the University of California’s essay prompts states: 

Describe an example of your leadership experience in which you have positively influenced others, helped resolve disputes, or contributed to group efforts over time.

This prompt is all about conveying your leadership experience. However, keep in mind that your essay does not need to be limited to an example of school-based leadership. Many of the better versions of this essay convey leadership in ways that are about neither academic leadership nor direct or positional extracurricular leadership.

It’s really easy to get lost in a definition of what leadership means with this prompt. Remember that leadership has a very expansive definition. What leadership looks like to each student will vary drastically, but, in other words, the prompt is asking you to describe how you have utilized your personal experience for the betterment of yourself and others. 

This prompt focuses on concrete actions that create tangible benefits for members of an organization, or even for an individual within the organization. Many students focus on how they have inspired their classmates or helped to resolve a conflict. While these are good examples of being a leader, try not to limit yourself to formal leadership positions and actions when brainstorming your response.

Leadership can range from formal leadership positions, such as being president of a club, to informal positions, such as mentoring a younger peer. Some examples of more formal leadership would be leadership positions in extracurricular activities including athletics , academics, and even work with non-profit organizations. Informal leadership, on the other hand, is leading in any capacity that is out of the ordinary, specifically when you do not have an official title.These are events or instances that you may not think of as leadership, but discussing such examples may actually help your essay stand out even more. 

A really powerful example of this could be a student helping peers deal with and overcome mental health struggles. Another example could be a student taking on more responsibility within their family by helping a sibling with their homework. The most compelling essays tend to be about informal examples of leadership, which are then supplemented by the formal leadership positions on your resume . 

Though there is no right or wrong answer for this essay prompt, here are a few things that you should avoid in your response.

Cliche Responses

A cliche essay response is any topic that reviewers may see repeatedly, and therefore is something you want to try and avoid in order to stand out among the applicant pool. Cliche responses for this essay prompt generally include examples about a club, such as a sports team, orchestra, or group, failing at something initially, and then the student helping the group succeed. It is possible to tackle such topics if you are an incredible writer, but if you aren’t then it may be hard for your essay to really make a lasting impact.

Restating Your Resume

Always avoid using the leadership experience prompt to restate your resume! It often seems that the most direct way to complete this essay is to speak about the leadership that can be found in your Activities section. Remember, however, that colleges already can see what’s on your resume. Therefore if you’re only expanding on the information in your application and using your essay to further list the clubs you led or your accomplishments, you’re not conveying anything new. You are missing an opportunity to add additional context to your application by doing this.

What the schools are really looking for are the qualities of leadership demonstrated through your experience – not the accomplishments or awards that you’ve accumulated from leadership positions. Instead of focusing on a title, focus on the impact of your leadership on others or on the approach used to build personal dynamics and relationships in leadership. Remember you want your essay to show which of your concrete actions have driven tangible benefits for others.

Related CollegeVine Blog Posts

• Entertainment
• Environment
• Information Science and Technology
• Social Issues

Home Essay Samples Sociology

Essay Samples on Mentorship

Mentorship holds the key to unlocking personal growth, professional development, and lifelong learning. It is a powerful relationship built on trust, guidance, and shared experiences, where a mentor provides support and encouragement to a mentee, fostering their growth and helping them reach their full potential. Exploring the depths of this topic in a mentorship essay can shed light on the transformative impact it can have on individuals and society as a whole.

Writing an Essay on Mentorship

Crafting an impactful essay on mentorship requires a thoughtful approach that captures both the essence and significance of this invaluable bond. To begin, immerse yourself in the topic by studying mentorship essay examples to gain inspiration and insights into various perspectives and experiences. These examples can provide a foundation for structuring your essay and showcasing the diverse aspects of mentorship.

Consider these tips to make your essay engaging and informative:

• Start by introducing the concept of mentorship in a concise yet engaging manner, highlighting its relevance and significance.
• Define the key attributes of an effective mentor-mentee relationship, such as trust, open communication, and mutual respect.
• Share real-life anecdotes or personal experiences that demonstrate the profound impact mentorship can have on an individual’s personal and professional journey.
• To add depth and credibility to your essay, incorporate relevant research findings or studies that highlight the benefits of mentorship.
• Discuss how mentorship has been shown to enhance academic performance, career development, and overall well-being.
• Draw connections between mentorship and broader societal implications, such as increased diversity, inclusion, and community engagement.

While writing, ensure a smooth flow by utilizing appropriate transition words and phrases, allowing your ideas to seamlessly progress from one paragraph to another. Conclude your college essay about mentorship by summarizing the key takeaways and emphasizing the long-lasting impact of mentorship.

My Mentorship Expirience In Social Health Care Practice

Mentor is an accomplished senior guide who recognizes the academic and proficiency requirements of a lesser individual while helping the person in question seek after the chances and encounters to meet them. Mentee is the person in the job of 'leaner' in the coaching relationship....

Startup Mentoring: Process and Benefits

Mentorship is an alliance in which a more experienced or a person with great knowledge helps to guide a less experienced or less knowledgeable person. Mentor is someone who must have an expertise in a subject he/she wants someone to be mentored. A mentor is...

• Human Development

Mentorship Program for Healthcare Professionals

The purpose of this essay is to explore the mentorship of a virtual student named Chris during her placement. I will explore the different processes using reflection of planning, facilitation, feedback from co-mentors that the student has worked with and the monitoring of the assessment...

• Professionalism
• Social Networking

Beneficial Effects Mentorship Can Have on Career

Can you think of a person who had the most profound impact on your career? Was it someone who was there to support you, guide you and encourage you as you took that big leap into your career? The person you are picturing may have...

The Significance of Mentorship and Role Models in Empowering Women

Introduction In today's society, the need for mentorship and better role models for women is of utmost importance. Women face unique challenges and barriers in various aspects of life, including career advancement, personal development, and leadership roles. Mentorship and positive role models can provide guidance,...

• Role Models
• Women's Rights

Stressed out with your paper?

Consider using writing assistance:

• 100% unique papers
• 3 hrs deadline option

Best topics on Mentorship

1. My Mentorship Expirience In Social Health Care Practice

2. Startup Mentoring: Process and Benefits

3. Mentorship Program for Healthcare Professionals

4. Beneficial Effects Mentorship Can Have on Career

5. The Significance of Mentorship and Role Models in Empowering Women

• Gender Stereotypes
• Cultural Identity
• Gender Roles
• National Honor Society
• Conversation

Need writing help?

You can always rely on us no matter what type of paper you need

*No hidden charges

100% Unique Essays

Absolutely Confidential

Money Back Guarantee

By clicking “Send Essay”, you agree to our Terms of service and Privacy statement. We will occasionally send you account related emails

You can also get a UNIQUE essay on this or any other topic

Thank you! We’ll contact you as soon as possible.

Feb 15, 2023

Essays on Leadership for Students | 200 - 500 Word Essays

Are you writing an essay about leadership? Check out these examples!

Leadership is often defined as "the action of inspiring others to act in concert to achieve a particular goal." It signifies the harmony in actions that lead to a common objective. A genuine leader not only exudes confidence but also paves the way for their followers towards triumph. Over the years, various leadership styles have been identified and discussed by psychologists.

 Qualities such as intelligence, adaptability, extroversion, innate self-awareness, and social competence often emerge as the hallmarks of impactful leaders. There's a consensus that these traits mold an individual into an effective leader. Interestingly, some theories suggest that extraordinary situations can thrust an ordinary individual into the spotlight, bestowing upon them the mantle of leadership. It's also believed that leadership isn't a static trait but an evolving journey. It underscores the belief that with dedication and the right resources, anyone can hone their leadership abilities.

 True leadership goes beyond merely advocating for a cause. It involves taking responsibility, igniting motivation in others, and differentiating oneself from just being a 'boss'. A leader's essence lies in their ability to inspire and propel people towards grand visions, whereas a manager typically focuses on oversight and operational aspects.

What Is a Leadership Essay?

A leadership essay falls under the category of student application essays and serves to provide student admissions officers with insight into your past leadership experiences. Despite appearing to be very specific, this type of essay acknowledges that the nature and perception of leadership can vary significantly depending on the individual and the context.

 If you find yourself in need of further insights or a unique angle for your leadership essay, consider exploring an expert essay-writing tool designed to assist students in crafting compelling narratives by analyzing vast data and generating fresh ideas within minutes. In this article, we'll also delve into various leadership essay examples to offer a clearer understanding of the genre and inspire your writing journey.

4 Examples of Leadership Essays

Qualities of a good leader, introduction.

Confidence is the most important attribute first of all. One of the most important qualities in a leader is confidence in one's own abilities. A lack of self-assurance is fatal to a person's leadership potential. If you want others to follow you, you need to exude self-assurance. It's imperative for a leader to have faith in his own judgment and actions. How can people want to follow him if he doesn't even know what he's doing?

Every effective leader knows that they need to be an inspiration to their followers. A leader needs to set an example for his team. In addition, he ought to inspire them whenever feasible. A leader must also maintain optimism in trying times.

What qualities a good leader must have?

Leadership is the ability to influence and guide individuals or groups toward a common goal. A leader must possess several qualities to be effective, including:

Communication skills: A leader must be able to communicate their vision and goals clearly and effectively, both verbally and in writing. This requires excellent listening skills, empathy, and the ability to adapt to different communication styles.

Emotional intelligence: A leader must be able to understand and manage their own emotions, as well as those of their team members. This includes being able to understand and respond to the emotions of others, and handling conflicts in a constructive manner.

Visionary: A leader must have a clear and inspiring vision of the future, and be able to articulate this vision in a way that motivates others to work towards it.

Strategic thinking: A leader must be able to think critically and creatively to identify and solve problems, make decisions, and develop plans and strategies to achieve their goals.

Flexibility: A leader must be able to adapt to changing circumstances and be open to new ideas and perspectives. This requires the ability to embrace change, be innovative, and continuously learn and grow.

Integrity: A leader must have strong ethics and values, and be willing to make difficult decisions that are consistent with their beliefs. This requires honesty, transparency, and accountability.

Decisiveness: A leader must be able to make tough decisions quickly, without undue hesitation or procrastination. This requires courage and the ability to take calculated risks.

Empowerment: A leader must be able to delegate responsibilities, give team members the resources they need to succeed, and foster a sense of ownership and accountability among their team.

Conclusion 

These qualities are essential for effective leadership, and when combined with hard work, determination, and a commitment to excellence, can help leaders to achieve great things.

How one can be a Great Leader?

Leadership is the act of performing the duties of a leader. In the business world, for instance, it is essential to have someone in charge of a team to ensure everything runs well. Effective leadership is essential for any group that wants to maximize its prospects of success.

Leadership Comes from Experience

As we've shown, leadership can be innate in some cases but is more often learned through practice and exposure. Sometimes the best traits of a leader must be learned over a lengthy period of time, so that one can become a notable one, proving that leadership is not always about a person's innate qualities. Leaders should continuously be on the lookout for opportunities to grow their leadership skills.

Nobody can disagree that experience is a key component of leadership. Numerous examples exist to back up this claim, such as:

Instance 1:

Our school's head boy or girl has traditionally been an older student who has been around for a while and thus has a better grasp of the ins and outs of school politics.

Instance 2:

When there is a vacancy for a team leader, it is common practice for the employee who has consistently put in the most effort and attention to the office job to receive a higher number of votes than their coworkers. 

“The best teacher for a leader is evaluated experience.” - John C. Maxwell

How one can be a Great Leader/Skills to be a Great Leader?

Effective leadership is a skill that develops through time. Developing into a leader with all the qualities that are needed takes a lot of hard work and potential. Being a prominent leader calls for a wide variety of traits. Some of these characteristics are addressed in further detail below:

One should be a Good Communicator

To be an effective leader, one must be able to convey his thoughts clearly to his/her/its subordinates.

Should have Confidence

The individual should have faith in what he says and does.

Give Credit to other Team Members too

A leader not only needs to impose his viewpoints and opinions instead he must also hear to the suggestions of other members of the team and offer them credit if their concept is appropriate.

Good Bond with the Team

A leader's ability to command respect from his team members depends on his ability to develop and maintain positive relationships with them.

Leads with Responsibility

A leader needs to be completely committed to his position. It's important that he takes on responsibility so that he can effectively deal with the various challenges he will inevitably face.

Any group or organization needs a leader above all else. Leadership development takes time and effort. One needs to have lived through a lot to be an effective leader. It's not enough to simply have years of experience in the field; one must also have the traits that make one an effective leader. You can't be a great leader unless you possess certain traits.

What makes a Good Leader?

Trying one's hand as a leader appears easy when viewed through this lens. Is that so tough? Of course not; leading is difficult, and not everyone aspires to be a leader. The vast majority of us have settled into well-established careers where we report to superiors and make a living. Still, not everyone is content to go along with the crowd. They become leaders in whatever field they pursue. A leader is an example to followers and will prioritize the needs of those around them.

Some Unique Qualities of a Leader

Many individuals resort to their leaders to vent their frustrations, therefore it's important for them to be good listeners.

A leader ought to be completely forthright; they can't play favorites or give anyone preferential treatment. One of the most essential qualities of a strong leader is the ability to make decisions with integrity.

They need to be aware of the bigger picture and understand what makes an individual stand out or become a leader. It's their expertise in addition to other distinguishing traits. Their awareness of current events and the results of recent studies is essential. In many ways, this is helpful, and it's the leader's responsibility to stay current.

Since some might not understand them, they should utilize straightforward, easily comprehended language. Leaders need to be able to communicate effectively at all times. In reality, what sets them apart is their exceptional communication skills. Adolf Hitler was such a gifted orator that his followers believed every word he said.

No matter how you're feeling or what's going on in the world, if you listen to a leader, they may make you feel energized. Since leaders are in charge of inspiring confidence in their followers, they can't afford to be wary or unsure of themselves. People tend to blindly follow their leaders.

Whether you're a leader or a doctor, you should devote yourself completely to your chosen field. Everything we do is for the benefit of others; engineers, for example, spend much of their time designing and constructing buildings for other people. So, take pride in what you do, and if you possess the aforementioned traits, you are also a leader who doesn't have to rely on others to succeed. No matter what you do, aspiring to leadership positions will always benefit others.

What is Leadership in Management and what are the weaknesses and strengths of a Leader?

Simply said, leadership is acting as a supervisor or manager of a group. Different mental pictures pop up when we hear the word "leadership" used in conversation. One might think of a political leader, team leader, corporate leader, school leader, etc. Leaders facilitate order and efficiency in the workplace. Teamwork and success are fundamental to effective leadership. Leaders utilize their managerial abilities to establish courses and guide their teams to success.

Strengths and Weaknesses of Leadership

Able to express oneself more clearly

Growth of character.

Self-awareness.

Possession of teamwork skills.

Gain assurance in yourself.

Weaknesses:

Acting favorably toward one's teammates.

Having no faith in the leader.

Thinks they're better than everyone else, but act hypocritically.

Not living up to the promised standard.

Insufficient morals.

Leadership and Management

Management and leadership are inextricably linked to one another. Leadership and management are both vital to the efficient operation of an organization; but, they accomplish very different things in the process. Leadership is a necessary skill for anyone aspiring to be an effective manager. The terms management and leadership are synonymous with one another. In this manner, we are able to draw the conclusion that a manager who demonstrates the traits of a successful leader is, in fact, a manager who is effective.

Leadership in School

Leadership is essential in nearly every group, as we've seen above. That group includes one's educational institution. Every school needs an outstanding figure to serve as its head of school. Class monitor, assembly captain, cultural leader, etc. are all examples of leadership roles that can be taken on at school, but this raises the question of what makes a person a successful school leader.

Any student hoping to be chosen as a student body leader will need to demonstrate a wide range of competencies. He or she needs to be a consistent student who pays attention in class and does well in extracurricular activities. For the simple reason that no intelligent and hardworking kid would ever be considered for leadership. Student leaders are most often selected from among those who participate fully in all activities.

Leadership in Organization

Leadership in an organization, also known as organizational leadership, is the process of establishing long-term objectives that further the company's mission and help it reach its ultimate destination. This is a classic illustration of how Bill Gates often works with his team: they agree on a strategy, and Gates implements it. To the same extent, it is the responsibility of the leader in each given organization to determine what it is that the group is trying to accomplish.

Leadership in Politics

Leadership in politics, also known as political leadership, is the process of becoming actively involved in a political party in the role of a party leader. Knowledge of political processes, their outcomes, and the political agenda is central to the idea of political leadership.

An effective leader can be developed in anyone who has the determination and drives to do so. Both the strengths and the areas for improvement should be nurtured. Whether in the classroom, the workplace, or the political arena, leadership is always necessary. Therefore, one can exercise leadership anywhere they like inside their own organization.

What are the types of Leadership?

The ability to lead is a rare trait that not everyone possesses. The ability to do so is a gift, so count your blessings if you possess it. It's recommended that you hone it even more so that you can propel your career forward and serve as an example to people around you. However, it is crucial to grasp the various leadership styles before you go ahead and polish your skills.

Types of Leadership Styles

Democratic Leadership

In this style of management, subordinates are given a voice in decision-making. Although the subordinates' efforts are highlighted, the leader is ultimately held responsible for the group's actions. Many people find this type of leadership to be effective.

Transformational Leadership

Transformational leaders motivate and inspire others to adopt new behaviors and ways of thinking in order to improve their own performance and that of their teams and organizations. A transformational leader is someone who encourages their team to strive for greater things and works to boost morale and output.

Team Leadership

A good leader fully incorporates his team into the task at hand. Members of the team are motivated to reach their goals and advance in their careers thanks to the leadership of the group.

Strategic Leadership

It requires a chief executive who doesn't restrict himself to brainstorming sessions with his superiors. He contributes on every level of the team. He is well-liked for his ability to unite the need for fresh ideas with the necessity of grounding them in reality.

Autocratic Leadership

The leader in a command and control structure is the center of attention. The chief executive has absolute power in this setting. He decides things on his own, without polling his staff. He relays this information to his staff and stresses the importance of swift action. The buck stops with him, and he alone must answer for his actions. Not much room for negotiation exists. It's no secret that this method of leading has its detractors.

Visionary Leadership

This kind of leader appreciates the abilities and requirements of his team members. He describes his ideal outcome and the teamwork that will be necessary to attain it.

Coaching Leadership

Leaders who coach their teams do so regularly in an effort to raise output. He inspires his employees to do better and works to keep them motivated. This approach to leadership has been much praised.

Facilitative Leadership

With occasional guidance, a facilitative leader ensures that the process runs smoothly for his team. As a precaution in case his team is ineffective. If the team is highly effective, the leader will take a hands-off approach.

Cross-Cultural Leadership

The leadership of this type is necessary when interacting with people from various cultural backgrounds. Because of the wide variety of cultures represented in the workforce across the United States, many managers and executives hold cross-cultural positions.

Laissez-Faire Leadership

The members of the team are given responsibility in this style of management. They are free to choose how they spend their time at work, with minimal oversight from the boss. It's not a good way to lead, according to experts.

Transactional Leadership

An interactive approach is integral to this kind of leadership. When team members successfully implement their leader's ideas and choices, they are rewarded with immediate, material benefits.

Charismatic Leadership

In order to bring out the best in his followers, this kind of leader makes the effort to change their attitudes, values, and actions.

This article should dispel the notion that leadership qualities can't be further subdivided. It should also assist you in pinpointing your own personal brand of leadership so you can perfect it over time.

Final Words

In conclusion, leadership is a complex and multifaceted concept that involves various qualities and skills. Effective leaders possess traits such as integrity, vision, empathy, decisiveness, and the ability to inspire and motivate others. They are able to navigate challenges, make difficult decisions, and lead their team toward success. Leadership also involves continuous learning and self-improvement, as leaders must adapt to changing circumstances and remain relevant. Effective leadership can have a positive impact on both individuals and organizations, fostering growth and creating a culture of success.

You can use Jenni.ai to quickly compose an essay on leadership, or any other topic, of your choosing. It's a fantastic choice that promises convenience and relief. Create an essay on any topic in a matter of minutes with the help of our AI-powered program. Membership is immediately available upon your free registration here.

You can use Jenni.ai to quickly compose an essay on leadership, or any other topic, of your choosing. It's a fantastic choice that promises convenience and relief. Create an essay on any topic in a matter of minutes with the help of our AI-powered program. Sign up on Jenni.ai and get a free trial.

Start Writing With Jenni Today

Sign up for a free Jenni AI account today. Unlock your research potential and experience the difference for yourself. Your journey to academic excellence starts here.

117 Mentorship Essay Topic Ideas & Examples

🏆 best mentorship topic ideas & essay examples, 👍 good essay topics on mentorship, 📝 simple & easy mentorship essay titles, 🥇 interesting topics to write about mentorship.

• The Concept of Mentoring The roles of a mentor create a positive learning process for the mentee. Thus, a mentee determines the success of the mentoring process.
• Hershey’s HR Strategies and Mentoring The purpose of this paper will be that of determining the stages Hershey has to implement in revamping its performance administration framework to appeal to its more and more varied workers.
• Roles of Nurse Preceptors and Mentors Their goal is to enhance the confidence and competence of the novice and new nurses to ensure they deliver high-standard care.
• Coaching and Mentoring in Nursing In order to work effectively as a coach, it is necessary to address the risks of epidemics for each patient individually, depending on the patient’s everyday activities, health status, and lifestyle.
• Coaching and Mentoring in Business Business coaching and mentoring is very important in instilling knowledge, skills, styles, and techniques as well as the ability to make significant decisions that are aimed at improving an individual’s achievement or business goals.
• Mentoring and Coaching Experience The protege is the person with less experience in the relevant field while the mentor is the person with considerable knowledge and experience.
• Coaching and Mentoring in Executive Leadership Moreover, it supports the view that coaching and mentoring are effective tools to build leadership qualities in the executives and use of these programs has a positive impact on the personal and professional growth of […]
• The Summer Undergraduate Mentorship Program I hope to observe and participate in a variety of activities, focusing on the development of my professional skills. I do hope to become a part of this program and use all of the opportunities […]
• Proposal for Peer Mentoring Program Before the formal launch of the program, experts in peer mentorship will be invited to train all the department members and retirees willing to join the program.
• St. Augustine’s Principles Guiding Mentorship in Business The introduction chapter will contain all the necessary information to present the topic in detail, illustrate the specifics and terms of the project, the focus of the thesis, the context of the study, as well […]
• Coaches and Mentors in Business The choice of a mentor by the organization limits the employee’s potential because the employee may not feel comfortable with that person and will be less able to cooperate.
• Research Justification: Mentoring as Performance Management Tool For instance, leaders in the business world have been on the frontline to identify emerging concepts from the fields of theology, education, and medicine to transform organizational performance.
• Mentorship Program for Nurses’ Job Confidence The number of nurses who struggle with confidence at the start of their career is great and this lack of self-assuredness can affect patient quality of care.”Unpreparedness of novice nurses during the process of transition […]
• Mentoring Program: Models of Coaching Practice The task of the mentor, in this case, is to direct the respective interests and goals of the mentee in the right direction for the former to acquire the necessary knowledge and skills.
• Creating Mentoring Program for Principals The author of the article reveals the importance of mentoring for principals and describes the process of creating and the effectiveness of a mentoring program in Kansas.
• Augustine’s Spiritual Mentoring and Manichaeism “The influence of Manichaeism on Augustine of Hippo as a Spiritual Mentor” is Christine McCann’s publication investigating the way Manichaeism doctrines affected Augustine’s spiritual mentoring.
• The Virtue of Mentorship at University Although Watson does not highlight the research question, it can be defined as the ways and impact of professors’ mentoring on the academic and personal success of students.
• Mentoring Youth: Trends and Tradition Considering the information provided in the text, the author’s primary research question concerns the fact what contemporary models of mentorship might be of relevance in the given environment and how these schemes could be implemented […]
• Effective Mentoring for Organizational Performance Enhancement The author’s thesis is that mentoring and coaching are influential and practical strategies to enhance organizational performance. Adeyemi posits that mentorship imparts immense benefits to the mentor, mentee, and the entity.
• Mentorship for Protégé Performance The article seeks to examine the validity of the hypothesis that proteges tend to emulate their mentors to a degree that allows estimating and quantifying the degree to which mentor fecundity determines protege fecundity.
• The Importance of Mentorship for Teachers Implications of this research include the necessity to restructure how teachers are prepared on a fundamental level and to introduce changes to the school system.
• Mentorship Concept in Teaching Profession The argument made by Petrovska et al.is based on the contrasting analysis of views and opinions that teachers have towards the mentoring process and states that “teacher’s work experience plays an important role regarding the […]
• Listening: The Core Skill for Effective Mentors The author notes that mentoring differs from management due to the central significance of altruism in the former, and the coach’s “need to learn to listen first”.
• The Concepts of Leadership and Mentoring When the five practices of the Kouzes and Posner model are applied to mentoring, a person is likely to become a valuable and effective leader.
• Mentorship and Its Impact on Business However, it is worth mentioning that the author does not address the opposing viewpoint in his study. The author did not describe a methodology that allowed him to collect the data, making it challenging to […]
• Mentoring and Goals Achievement “Mentoring can get you straight to your goal” is Milton Chang’s article highlighting the significance of mentorship in stimulating the achievement of career goals. A principal argument in the article is that mentees should enlist […]
• Mentoring in Science and Engineering and Interpersonal Relationship Training An emerging research question from the article is the applicability of interpersonal training programs on mentors in other fields beyond science and engineering.
• Formal and Informal Mentoring Programs Davis’ publication compares the effectiveness of formal and informal coaching schemes by evaluating their quality, superiority of outcomes, and the associated functions.
• Mentoring Disciples and Leaders Using Christian-Based Model The author’s predominant theme is that mentorship is not optional if Christians intend to grow and the criticality of taking an interest in the progress of others.
• Coaching and Mentoring for Organizational Performance The main questions of the author include: What are the effects of coaching and mentoring in performance of a firm? The main implication of the research is the possible power of improving performance in the […]
• The Case for Women Mentoring Women Block and Tietjen-Smith analyzed their own experiences and many studies on females in the workplace in order to determine the influence of mentoring practices.
• “Interracial Mentorship Outcomes” by Leitner The main research question formulated for the study was whether the performance of mentees and the feedback provided by mentors in interracial mentoring dyads could improve as a result of decreasing negative affect and increasing […]
• The American College of Healthcare Executives Mentorship Program Ache is founded on the knowledge that the future of healthcare leadership and management lies in the new entrants and mid-careerists who need mentorship to navigate the changes and developments in healthcare.
• TED Talks in Coaching and Mentoring One of the most widespread tools used in terms of mentoring is the TED talks aimed at displaying one’s story or idea in order to provoke an inner response and desire to grow.
• Leadership and Quality Nursing: A Mentorship Program Based on the conversation with the mentor, it is evident that the leader acknowledges participative theory of leadership by encouraging staff members to collectively pursue the activities and processes in the organization.
• Current Mentoring: Nurse Employee Orientation System From the case study, the current employee orientation system is devoid of nursing ethics as seen in the behaviour of the intern nurse towards a patient.
• Importance of Mentorship in Nursing A good mentor should be able to assess the strengths and weaknesses of the learners and help them deal with their weaknesses.
• Mentoring Program Implementation for New Nurses Since the effectiveness of the program depends on a myriad of factors, I will evaluate and improve the program to ensure the hospital achieves the desired objectives.
• “Mentors and Criminal Achievement” by Morselli The researchers argue that in career field, the role of a mentor is evidently one of the most significant factors that drive the career of an individual.
• Coaching and Mentoring in the Company Objectives that are focused on the welfare of both the company and individual include the ability to carry out a specific task at the same time putting into consideration the personal and career growth development […]
• Mentoring and Coaching in Organization. It is also worth noting that employees who are frequently subjected to mentoring and sessions of coaching can do delicate tasks at the workplace. Furthermore, according to Lansberg, the perspectives of mentoring and coaching should […]
• Mentoring Model in Educational Process The relationship between the learner and the teacher is one of the most essential factors affecting the outcome of education and in the modern learning environment, the development of a cordial and effective relation between […]
• Mentoring and Coaching in Management The only problem that needs solution according to the solicitors of Barton Legal Services is that the employees of the company are rather conservative selecting their working methods and that the solicitors themselves are suspicious […]
• General Mobiles: Need for Extensive Mentoring Program As the company recognizes the importance of mentoring in the firm as the service of a professional mentor with all the potential to solve the problem in the firm would the best expectable solution to […]
• Marketing Mentor Framing Strategies That is the perception and attitude of the people is the primary factor that determines the success of a business and marketing strategy.
• Why International Mentors Are Hard to Find in Universities Guiding students towards a better sense of understanding within their university life, from academics to extracurricular activities, is one of the primary goals of mentors, made pertinent by the rising numbers of international students.
• Nurse Retention & Mentorship: Translational Research The problem is nursing retention, the intervention is a mentorship program, the comparison is no mentorship, and the expected outcome is the increased retention rate.
• Mentorship in Career: Research Design Questions Why do you want to be a leader and a mentor? Do you believe you have what it takes to be a successful leader and a mentor?
• Peer-Mentorship and Self-Management of Pain Thus, the results of the study will remain homogenous. To make sure that the outcomes of the study should remain objective, it will be necessary to provide every participant with an equal choice to be […]
• Mentoring for Nursing Students, Its Stages and History Judging the quality of a student’s practice turns out to be a relevant component of preparing future specialists since the mentor’s evaluation of the practitioner’s progress allows educational establishments to take a more objective approach […]
• Female Managers Careers: Effectiveness of Mentoring In this context, it is important to analyse the effectiveness of mentoring in advancing the careers of female managers with reference to the work of Ehrich and Durbin among others.
• Mentoring Program for Girls in Southern Maryland The problem is that the society is blind to the fact that women are in a disadvantaged position. According to Kaufman and Williams, the biggest challenge that we have in our modern society when empowering […]
• College Student Mentoring and Interest Group To solve the problem of the lack of mentoring in many community colleges of the United States, the national government should guarantee that all community colleges in the country are obligated by a decree to […]
• Mentoring Revisited: An Organizational Behavior Construct To this extent, a research problem helps in the generation of the study questions to be answered. However, the non-inclusion of the hypothesis in the article cannot be argued as a demerit of the research.
• Pain Alleviation and Peer Mentorship: Variables To understand the effects that peer mentorship and self-management have on the process of alleviating pain among patients, one should consider the demographic characteristics of the target population as one of the factors that are […]
• Adult and Peer Mentorship Program Evaluation The research hypothesis is supported by the set of objectives, which designed to form the core of the research. To come up with a credible report the research team will adhere to the code of […]
• Mentoring Plan for Organizational Culture The weaknesses associated with this department have affected the performance of the firm. The program will encourage every employee to promote the best practices.
• Coaching and Mentoring: Developing Effective Practice The strategy has the potential to support the targeted outcomes. The mentor also identifies the strengths of the relationship during this phase.
• Counseling and Mentorship Program for Hispanic Children The purpose of the mentorship program was to educate and widen their learning skills of the targeted children. The program also targeted to inform these individuals about the relevance of schooling in the Hispanic society.
• Mentoring Theory, Research and Practice Since mentoring is a professional relationship, it is important for both the mentor and the mentee to foster trust between themselves as well as a team in the organisation.
• CEO’s Coaching & Mentoring Program The content shall also cover the rationale for coaching and mentoring employees of Skoda, benefits of the program and identification of employees who can participate in the program The program will also evaluate qualities of […]
• Development of Training and Mentoring Program The cause of the program will define the main reason why the program has to be pursued while the focus will clarify and concentrate the specific areas where the training and mentoring will address.
• Mentoring of New Teachers The aim of the paper is to reveal the nature of mentoring, outline key elements of two research findings, and compare them.
• Educator Mentoring in Public Texas Schools Educator mentoring in public Texas Schools It is apparent that Texas education Agency offers a wide range of services to members of staff in the teaching fraternity and mentors to facilitate mentorship programs in public […]
• Human Resource Management: Workplace Shortages (Mentoring) Because of the upgraded demands towards employees and the unwillingness of the latter to train their professional skills on their own, the Australian public companies and private entrepreneurships have developed a strategy of mentoring, which […]
• Effect of Mentorship on Employees The administrators scrutinise the mentoring profiles and match the mentor and the mentee depending on training needs, career goals, and competence.
• Teacher Mentorship Programs in Texas The increase in teacher mentees is instrumental in the enhancement of the sufficient teaching staff in the region’s educational system. Mentors need to have a proper understanding of the vital role that they play in […]
• Employee Mentoring and Coaching In general, any manager who wants to assume this model must instill, in his employees and to himself, the principle that leadership is cooperative and collaborative.
• Mentoring: Analysis of the Articles The peculiar feature of this article is that the authors focus on early career of a teacher and the necessity to mentor new teachers to cope with the duties set.
• Mentoring and Counseling The counselor together with the client use the experiences of the client that took place in the past and taking place in the present to address challenges that are present and those that might happen […]
• Development of Adolescent Mentoring Programs The mentoring programs are aimed at instilling responsibility values to the young fathers, not only to relieve the burden left on the mothers, but also to facilitate parental rights to the children.
• Comparing and Contrasting the Followership and Mentorship in “Wall Street” and “The Matrix” He teaches Fox to use the loopholes of business to his advantage. Neo uses the skills that Morpheus has taught him to save his mentor.
• Mentorship for Health and Social Care Practitioners
• Building Mentorship Capability From Build-A-Bear Workshop
• Changing the Culture With Modern-Day Mentorship
• Mentorship Program for Children: Letter to Parents
• Designing Instructions for the Mentorship Program
• Five Mentorship Must-Haves in the Entrepreneurial Space
• Mentorship Through Maslow’s Self-Actualisation: Teaching, Learning and Assessment Theories
• Health and Social Care: Mentorship, Facilitation, and Supervision
• Increasing Cycling for Transportation Through Mentorship Programs
• Connection Between Juvenile Offenders and Possibility of Mentorship Program
• The Relationship Between Management Theories and Mentorship Programs
• Mentorship Alliance Between African Farmers: Implication for Sustainable Agriculture Sector Reform
• Evaluating Mentorship Program for Ford Motors
• Preparation for Providing Effective and Efficient Mentorship Nursing
• Recruitment and Mentorship Plan For Enlisted Aide Program
• Student Mentorship Program for the Community College
• Where Are the Coast Guard’s Mentorship Programs?
• American Minority Youth Mentoring Program Overview
• Auditor and Non-mentor Supervisor Relationships: Effects of Mentoring and Organizational Justice
• Big Brothers Big Sisters Canada: Mentoring to Prevent Crime
• Can Companies Use Mentoring to Increase Employee Retention?
• The Role of Mentorship in a Successful Journey
• Mentorship in “The Mosquito Coast” and “The Book Thief”
• The Effect of Mentorship and Socialization on Female Attorneys
• How Engaged Pedagogy Can Use Participation in Stimulating Learning
• Exploring Mentoring and the Role of Mentor in Education
• Mentor and Mentee Relationships in the Army
• Why African American Students Need African American Mentors
• Mentorship to Improve the Performance of Underachieving Students
• Skillsfuture Mentorship Programme in Singapore: Developing an Open Mind Towards Diversity
• Career Motivation, Mentoring Readiness, and Participation in Workplace Mentoring Programs
• Coaching and Mentoring for the Leadership and Management
• Combining Mentoring Programs With Cash Transfers for Adolescent Girls in Liberia
• Correlation Between Educator Attrition and Mentoring Programs
• Developing Coaching and Mentoring Programs in the Workplace
• Difference Between Counselling and Mentoring
• Employees Benefit From Coaching & Mentoring Program
• Expanding Leadership Diversity Through Formal Mentoring
• Leadership Mentoring and Succession of the Charismatic Churches
• Personal Growth Research Ideas
• Talent Management Questions
• Career Ideas
• Pedagogy Topics
• Performance Management Ideas
• Growth Strategy Titles
• Motivation Research Ideas
• Wall Street Questions
• Chicago (A-D)
• Chicago (N-B)

IvyPanda. (2024, March 2). 117 Mentorship Essay Topic Ideas & Examples. https://ivypanda.com/essays/topic/mentorship-essay-topics/

"117 Mentorship Essay Topic Ideas & Examples." IvyPanda , 2 Mar. 2024, ivypanda.com/essays/topic/mentorship-essay-topics/.

IvyPanda . (2024) '117 Mentorship Essay Topic Ideas & Examples'. 2 March.

IvyPanda . 2024. "117 Mentorship Essay Topic Ideas & Examples." March 2, 2024. https://ivypanda.com/essays/topic/mentorship-essay-topics/.

1. IvyPanda . "117 Mentorship Essay Topic Ideas & Examples." March 2, 2024. https://ivypanda.com/essays/topic/mentorship-essay-topics/.

Bibliography

IvyPanda . "117 Mentorship Essay Topic Ideas & Examples." March 2, 2024. https://ivypanda.com/essays/topic/mentorship-essay-topics/.

• Career Advice

Making a Mentorship Work

By  Susan L. Phillips and Susan T. Dennison

You have / 5 articles left. Sign up for a free account or log in.

Many new faculty members wonder if getting a mentor to help them get started and advance in academe is a good idea. If you are one of them, and you are considering a mentoring relationship, you may be asking yourself if it will be worth the time and effort. Perhaps you are concerned that if you ask for mentoring, you will be seen as needy or incompetent.

In our experience, the new faculty members who pursue mentoring are very successful people who never miss an opportunity to improve their careers. If you search online for “tips for new faculty,” every article or list will include mentoring. You will find that a good mentoring relationship can support you in clarifying your needs and help you strategize ways to meet your goals.

Regardless of how successful you have been through your doctoral program, postdoctorate or other interim employment, you will find that university life is very different. The academic life often puts us alone in our classrooms, offices and labs, so many new faculty members feel a sense of isolation on campus. New faculty typically feel swamped with teaching responsibilities and find themselves facing the constant new deadlines of classes and exams, leaving little time for writing up their research.

The other stressor many new faculty members experience is the impostor syndrome, the sneaking dread that you aren’t really ready for this and that someone will find out. This feeling is common to most people starting something new and momentous. Don’t worry; it will go away.

It might be helpful here to list the characteristics of quick starters:

• They get connected across campus.
• Their work habits reflect goals.
• They write three or more times per week.
• They strategically plan service commitments.
• They seek multiple mentors.

As a new faculty member, you will have some typical needs during your first year or two that reflect the issues that we've raised here. You need to make connections both within and outside your department. Although you can think of several work-related reasons for this, a sense of collegiality and community is essential to a successful and happy career. You will have so many new responsibilities that it will be helpful to have someone who has been where you are to help you prioritize them and develop the time-management skills to keep you productive rather than panicked. A mentor can help you determine the right balance of time spent on teaching and research for your department and institution. Last, but by no means least, a mentor can give you permission to take care of yourself and maintain the work-life balance that prevents burnout.

Selecting a Mentor

In choosing a mentor, you need to consider your personality and communication style. We find that both mentors and mentees come in two varieties: either they want their meetings to be all business and strictly focused on the path to tenure, or they appreciate spending some of the time on relaxed conversation and life balance issues. Do you want someone who is the same as or the opposite of who you are? If you tend to let things slide, you may want someone who will keep the pressure on. If you work until you drop, you might benefit from someone who will tell you to take care of yourself.

There are benefits to having different mentors as you progress toward tenure. A five- to six-year relationship can get stale, and it is a large commitment to ask of someone. If your department is large enough, having one mentor for your first year, then another to take you up to reappointment and a third to take you the rest of the way to tenure allows you to discuss your research with at least three senior faculty members in your department.

It will be helpful to have people on your tenure committee who have had the time to talk with you and understand your research. If it is a large department, you might want to have a different person each year (although that may make a good fit with each person less likely). You might find it helpful to get different points of view on your work, and it is good to know what expectations each senior faculty member has for your tenure dossier.

You will also benefit from having a mentor outside your department. If your university has a campuswide mentoring program, you can find an outside mentor through that program. If not, ask your department head to help you find someone. It is important that you have someone outside the department with whom to talk. There is no way around the fact that the mentor in your department will be voting on your tenure someday, and you may not wish to share all of your concerns with that person.

In each case, it would be helpful to have the opportunity to talk briefly with a potential mentor to see if he or she is a good fit for you. It doesn’t have to be a long conversation; for our universitywide mentoring program, we use a five-minute speed-meet event. So, prepare an elevator talk about yourself that includes questions about potential mentors and use it when you meet colleagues in or outside your department. Then file away potentially good matches for future consideration. Another possibility is to ask a potential next mentor for advice on a particular matter and see how it goes.

What to Expect

Initially you will want to get to know your mentor. What are his or her areas of expertise in teaching? In research? What are your mentor’s outside interests? If you are young and juggling the responsibilities of work and a family, has your mentor been through that experience?

At your first meeting with your mentor, you will also want to set expectations on both sides. It is important to establish the boundaries of the relationship within which you will both feel comfortable. Here are some questions you will want to ask:

• How often will you meet?
• How long will the meetings be?
• Will you have email contact between meetings?
• Can you ask advice for a spur-of-the-moment concern?
• Can you attend university events together?

The second order of business will be a needs assessment. It is a good idea to do this with each new mentor because your needs will change, and each mentor may be able to help you address different needs. You will be the driving force behind what you and your mentor choose to talk about, but ask your mentor to question you as well; he or she may be aware of issues that are not on your radar.

One good use you can make of each mentor is to have him or her hold you accountable to accomplish something between meetings and ask you about it. That will be particularly useful regarding your writing, since teaching and departmental responsibilities have regular deadlines, and it is easy to put off writing time. Writing is part of your job description and should be scheduled just like class time.

We recommend coffee meetings for 90 minutes. Lunch and dinner meetings require too much time spent eating and ordering food. If this is your first year as a professor, and you have a mentor in your department, you might want to meet every couple of weeks for the first month or so. After that, monthly meetings should be adequate for the first year. You might also attend university events together; this will be helpful as you will not feel so isolated and your mentor can introduce you to people.

It is also good to observe your mentor teaching and have your mentor provide a formative assessment of your teaching (rather than a summative assessment, which involves judging the quality of your teaching for your department head). If such summative assessments are part of your departmental mentor’s duties, then ask for several formative assessments, so your mentor can write a summative assessment that includes growth during the year.

You will probably find that, as the year goes on, you need to meet with your mentor less. In our experience, that is a natural progression and serves as an indicator that soon you will move on to a new mentor.

Ask your current mentor for advice on this; discuss the possibilities in terms of your current and expected needs. As your formal relationship ends, ask whether you can contact him or her in the future or meet for coffee once a year. Regular meetings can keep a former mentor who will vote on your tenure up-to-date with developments in your work.

Assessing Your Mentoring Experience

You should take the time to assess how your mentoring experience went at the end of each formalized relationship. The person who set up the program, whether it is universitywide or departmental, will need to know what worked and what did not. Providing feedback to him or her helps to improve the program in the future. If it is within your department, then it will also improve your continuing program.

You probably will want to do some kind of informal assessment at least midway through your year in a mentoring relationship. What is going well that you want to continue? What is proving to be less than helpful that you’d like to stop? What is missing that you need to start addressing? Take a look at the goals you set for yourself. Is the experience meeting your expectations? Were your expectations realistic? Taking careful stock of the experience at the end of each year will help you choose your next mentor and plan what you want to get out of your next mentoring experience.

Finally, show gratitude to your mentor. If your mentor gives you some advice that turns out to be just what you needed, then tell him or her so and say thank you. You will probably find that you can help your mentor in ways as well, so that the relationship is reciprocal. That is the ideal mentoring relationship.

Wake Up, Academia: The AI Revolution Waits for No One

Many higher ed institutions are preparing students for a world that no longer exists, arming them with skills that ma

Share This Article

More from career advice.

How to Mitigate Bias and Hire the Best People

Patrick Arens shares an approach to reviewing candidates that helps you select those most suited to do the job rather

The Warning Signs of Academic Layoffs

Ryan Anderson advises on how to tell if your institution is gearing up for them and how you can prepare and protect y

Legislation Isn’t All That Negatively Impacts DEI Practitioners

Many experience incivility, bullying, belittling and a disregard for their views and feelings on their own campuses,

• Become a Member
• Sign up for Newsletters
• Learning & Assessment
• Diversity & Equity
• Career Development
• Labor & Unionization
• Shared Governance
• Academic Freedom
• Books & Publishing
• Financial Aid
• Residential Life
• Free Speech
• Physical & Mental Health
• Race & Ethnicity
• Sex & Gender
• Socioeconomics
• Traditional-Age
• Adult & Post-Traditional
• Teaching & Learning
• Artificial Intelligence
• Digital Publishing
• Data Analytics
• Administrative Tech
• Alternative Credentials
• Financial Health
• Cost-Cutting
• Revenue Strategies
• Academic Programs
• Physical Campuses
• Mergers & Collaboration
• Fundraising
• Research Universities
• Regional Public Universities
• Community Colleges
• Private Nonprofit Colleges
• Minority-Serving Institutions
• Religious Colleges
• Women's Colleges
• Specialized Colleges
• For-Profit Colleges
• Executive Leadership
• Trustees & Regents
• State Oversight
• Accreditation
• Politics & Elections
• Supreme Court
• Student Aid Policy
• Science & Research Policy
• State Policy
• Colleges & Localities
• Employee Satisfaction
• Remote & Flexible Work
• Staff Issues
• Study Abroad
• International Students in U.S.
• U.S. Colleges in the World
• Intellectual Affairs
• Seeking a Faculty Job
• Advancing in the Faculty
• Seeking an Administrative Job
• Advancing as an Administrator
• Beyond Transfer
• Call to Action
• Confessions of a Community College Dean
• Higher Ed Gamma
• Higher Ed Policy
• Just Explain It to Me!
• Just Visiting
• Law, Policy—and IT?
• Leadership & StratEDgy
• Leadership in Higher Education
• Learning Innovation
• Online: Trending Now
• Resident Scholar
• University of Venus
• Student Voice
• Academic Life
• Health & Wellness
• The College Experience
• Life After College
• Academic Minute
• Weekly Wisdom
• Reports & Data
• Quick Takes
• Advertising & Marketing
• Consulting Services
• Data & Insights
• Hiring & Jobs
• Event Partnerships

4 /5 Articles remaining this month.

Sign up for a free account or log in.

• Sign Up, It’s FREE

• SUGGESTED TOPICS
• The Magazine
• Newsletters
• Managing Yourself
• Managing Teams
• Work-life Balance
• The Big Idea
• Data & Visuals
• Reading Lists
• Case Selections
• HBR Learning
• Topic Feeds
• Account Settings
• Email Preferences

A Better Approach to Mentorship

• Christopher “CJ” Gross

Bridge mentorships create equal opportunities for young professionals from socially marginalized communities.

Research shows that 71% of executives choose to mentor employees who are of their same gender or race. This disparity can be addressed if more companies prioritize “bridge mentorships,” or mentorships that intentionally connect diverse individuals to help level the playing field and provide more equal opportunities. How does bridge mentoring work?

• Bridge mentoring programs aim to address cultural differences in the corporate environment by closing the knowledge gap between socially marginalized communities and the majority group (typically white people from the middle or upper classes).
• Like most mentorships, bridge mentorships have some guidelines, including the promise of confidentiality and non-judgmental attitudes from both the mentee and the mentor in order to build a supportive and safe environment that encourage trust and open conversations.
• Unlike most mentorships, bridge mentors typically receive cultural competency training to equip them with tools they need to navigate cultural differences, understand some of the common challenges faced by their mentees, and identify biases.
• Mentors and mentees meet regularly one-on-one to form a two-way partnership where mentors gain a deeper understanding of mentees’ unique experiences, perspectives, and cultural backgrounds. In conjunction with training, this process fosters empathy and cross-cultural communication.

We all know that mentorships are essential to the growth of young professionals. The evidence is clear: 75% of executives credit their success to mentors and recent research shows that  90% of employees  with a career mentor are happy at work.

• CG Christopher “CJ” Gross is an adjunct instructor at St. Bonaventure University, TEDx Speaker , and founder and CEO of Ascension Worldwide , a firm dedicated to workplace Cultural Integration and Transformation with a focus on diversity, equity, and inclusion consulting based in the Washington, D.C. area. CJ is also the author of What’s Your Zip Code Story?: Understanding and Overcoming Class Bias in the Workplace .

Partner Center

College of Liberal Arts & Sciences

Department of Chemistry

• Undergraduate
• Meet Our Undergraduates
• Meet Our Graduate Students
• Why Study Chemistry
• Student Financial Aid
• Undergraduate Application
• Graduate Application
• Visit Illinois
• Undergraduate Studies
• General Chemistry
• Graduate Studies
• Bylaws & Policy Manual
• Chemistry Learning Center
• Course Listing
• SCS Academic Advising Office
• Research Overview
• Analytical Chemistry
• Chemical Biology
• Inorganic Chemistry
• Materials Chemistry
• Organic Chemistry
• Physical Chemistry
• Research Concentrations
• Undergraduate Research
• Annual Report
• Chemistry Master Calendar
• E-newsletter
• Public Engagement and Outreach
• Sesquicentennial Archives
• Administration
• Faculty & Staff
• Student Organizations
• Illini Chemists
• In Memoriam
• Merchandise
• Nobel Prize Winners
• Teachers Ranked as Excellent by their Students
• Graduate Diversity and Program Climate
• Climate and Diversity Action Plan
• Community Values & Expectations
• Initiatives
• Organizations
• Alumni News
• Alumni Resources
• Donate to Chemistry

Graduate students receive ACS Leadership awards

Three graduate students in chemistry and a materials science and engineering student in a chemistry research group have been recognized with awards from the American Chemical Society for their leadership in one of three areas — mentoring, research safety, or diversity, equity, inclusion and respect.

Leadership in Mentoring:  This recognition category highlights outstanding efforts and impact in research and safety mentoring of peers in their own research group as well as outside groups, undergraduate/high school researchers, and participants in short-term research programs.

• Prakiti Das , PhD student in chemistry and advised by Scott Silverman. Das also received the  Dr. Sandra Murawski Award for Mentoring Excellence.
• Abhiroop Mishra , PhD student in materials science and engineering and advised by Joaquín Rodríguez-López. 

Leadership in the Promotion of Diversity, Equity, Inclusion, and Respect:  This recognition category highlights outstanding efforts that promote diversity, equity, inclusion, and respect in the program. Activities may include participation in recruitment to enhance diversity, engagement in impactful conversations that strengthen the culture of inclusivity, and efforts to identify and eliminate inequities in the department/institution wide.

• Brittany Prempin , PhD student in chemistry and co-advised by Jeffrey Moore and Charles Schroeder.

Leadership in the Promotion of Research Safety:  This recognition category highlights outstanding efforts to promote safety in research environments, broadly defined. Activities may include exemplary service as a safety officer, participation in efforts to enhance safety culture and awareness, and leadership in promoting safety in areas outside of the wet laboratory, including safety issues associated with computational and theoretical chemistry.

• Sukanya Dutta , PhD student in chemistry and advised by Stephan Link

• Admission & Aid
• Student Life
• Spiritual Life
• Go Back to Menu Menu
• Admitted Students
• Student Orientation
• Investing in Students
• Open Search
• Request Information
• Schedule a Visit
• Apply to Lipscomb

Inaugural leadership, business and engineering scholars announced

This fall Lipscomb University launched a new Scholars Program, designed to offer incoming freshmen the opportunity to develop leadership skills and enrich their academic pursuits.

Kim Chaudoin |  09/08/2024

Lipscomb President Candice McQueen meets with the inaugural cohort of Leadership Scholars.

Through each of Lipscomb's Scholars Programs , freshmen will experience unique learning opportunities with a focus on professional development, mentorship opportunities with university deans and administrators; and faith-centered, academic programming. Lipscomb’s Scholars Programs provides students with a blend of academic rigor, real-world experience and personal growth. 

Currently, three competitive scholars programs are being offered to incoming freshmen: the Leadership Scholars Program , the College of Business Swang Scholars Program and the Raymond B. Jones Engineering Scholars Program . 

The Leadership Scholars Program

The Leadership Scholars Program is a competitive and selective opportunity for incoming freshmen from any major who have demonstrated a commitment to their academic pursuits and have excelled in high school leadership opportunities, church involvement, work experience and community engagement.

This program offers students the chance to engage directly with Lipscomb University President Candice McQueen and other leaders in Nashville and beyond. They will also have opportunities for professional development, including a special travel program, will serve as freshman representatives on the President’s Student Advisory Council, participate in leadership development courses and have VIP access to Presidential Signature Series events and speakers among other activities.

The inaugural Leadership Scholars are Josh Degrella, Ansley Hamilton, Gracie Hogan, Harry Hutchins, Jaden Rodriguez, Katie Mei Sharpe and Hannah Smith . The Leadership Scholars met with McQueen on Aug. 27 for an opening dinner and orientation session and to learn more about plans for the upcoming year.

The inaugural Swang Scholars met with College of Business Dean Ray Eldridge in August.

The College of Business Swang Scholars Program

The Swang Scholars Program is designed for freshmen who are pursuing majors in the College of Business . This program provides participants with an immersive educational experience enriched by engagement with industry leaders and a strong emphasis on practical application.

These scholars will serve on the Dean’s Student Leadership Council, will participate in networking events and leadership coaching and a global study grant. They will also have early access to career services and a guaranteed spot in the Aspire Program, enhancing their academic and professional trajectories.

The inaugural Swang Scholars are Anya Barkley, Gavin Cavender, Garrett de Araujo Jorge, Marielle Guarin, Gracie Hogan, Harry Hutchins, Jaden Rodriguez, Garrett Stephens and Bonnie Thompson . The Swang Scholars gathered for a breakfast orientation meeting on Aug. 22.

The Raymond B. Jones Engineering Scholars Program

The Raymond B. Jones Engineering Scholars Program integrates technical education with practical experiences and faith-based reflections for freshmen majoring in one of the College of Engineering 's offerings. The inaugural Raymond B. Jones Engineering Scholars are Drew Dimino, Andrew Firestone, Josh Jones, Luke Kirby, Jake Matthews, Jack Meifert, Caeden Rosen, Alisa Rowell, Mandy Wells and Allyanna Westcott . 

These scholars will have the opportunity to grow in three areas through this program: growth in service, academics and spirit. They will engage in service-oriented projects, receive a one-time grant for a Peugeot Center for Engineering Service in Developing Communities engineering mission trip, receive mentorship from current and former college administrators, participate in spiritual reflection and mentorship with the Peugeot Center staff and have opportunities to discuss real-world issues at the intersection of engineering, faith and service. The group met for its first session together on Aug. 23 and got straight to work considering the recent challenge NASA was facing of how to bring home two astronauts stranded on the International Space Station and possible solutions. 

Learn more about these programs here .   

Media Contact

Public Relations and Communication

Kim Chaudoin Vice President of Communications and Marketing (615) 966-6494 [email protected]

• Google Plus
• Undergraduate
• Online Programs

• Cast & crew

Be a Better Leader, the Human Paradox, and the Folly of a Plan - with Simon Sinek

• Podcast Episode

The Dawg is back. Scott opens with what he's been up to the past month and shares some exciting news from Prof G Media. We're then joined by Simon Sinek, an international speaker and best-se... Read all The Dawg is back. Scott opens with what he's been up to the past month and shares some exciting news from Prof G Media. We're then joined by Simon Sinek, an international speaker and best-selling author of the books "Start With Why," "The Infinite Game," and "Find Your Why." Simo... Read all The Dawg is back. Scott opens with what he's been up to the past month and shares some exciting news from Prof G Media. We're then joined by Simon Sinek, an international speaker and best-selling author of the books "Start With Why," "The Infinite Game," and "Find Your Why." Simon discusses all things leadership, mentorship, and the struggles men face in building mean... Read all

• Scott Galloway
• Simon Sinek

• Self - Host
• All cast & crew
• Production, box office & more at IMDbPro

User reviews

• September 5, 2024 (United States)
• See more company credits at IMDbPro

Technical specs

• Runtime 1 hour 1 minute

Related news

Contribute to this page.

• IMDb Answers: Help fill gaps in our data
• Learn more about contributing

More to explore

Recently viewed.

Classroom Disruption Protocols: Guidelines for Faculty and Academic Units

Is ‘founder mode’ or ‘manager mode’ better? Here’s what the 22 Fortune 500 companies still run by founders show

The buzziest buzz term in the tech world is suddenly “founder mode,” coined only days ago and fast propagating into business worldwide. Founder mode is a way of running a company—the way a founder would run it—as distinct from manager mode, the way it would be run by “merely a professional manager.” So says Paul Graham, a co-founder of the Y Combinator startup accelerator, who originated the terms in a recent essay . He disdains manager mode and finds founder mode far superior. So—is it?

Graham is well positioned to judge. Over the past 19 years, Y Combinator has helped to birth thousands of companies including Airbnb , DoorDash , Reddit, and Stripe . He was inspired to identify two modes of managing after hearing a recent speech by Airbnb co-founder Brian Chesky, who described his awful experience bringing in outside managers. The speech struck a chord with other founders in the audience. Graham’s distillation of their views:

“Hire good people and give them room to do their jobs. Sounds great when it’s described that way, doesn’t it? Except in practice, judging from the report of founder after founder, what this often turns out to mean is: hire professional fakers and let them drive the company into the ground.”

Not a warm vote of confidence in outsider MBAs. To see if such scorn is justified, let’s look at some data.

Founder mode vs. manager mode

The Fortune 500 includes 22 companies that are run by their founders (list below). We calculated each company’s performance during its current founder CEO’s tenure and compared it with the performance of the rest of the 500 over that same timespan. We measured performance by cumulative return, which includes stock price performance and dividends.

Result: a blowout in favor of the founder CEOs. Specifically:

· Cumulative total return during the founder CEOs’ tenures —The founder CEOs’ companies delivered a median of 1,129% vs. 57% for the rest of the 500.

· Performance vs. the S&P 500 (a performance score of 100 equals the market) —The median return of the founder-CEO companies was a performance score of 202, while the median of the rest of the Fortune 500 was 92.

· Performance vs. the sector (a performance score of 100 equals the sector) —The founder-CEO companies delivered a median performance score of 656.

The superiority of the founder CEOs is breathtaking. But if we used this data to declare that founder mode beats manager mode, the world’s statisticians would have us arrested for the crime of survivor bias. Those 22 founder-CEO companies are a tiny fraction of the many thousands of startups launched over the same time periods, and we don’t have data on how each was managed. For starters, what percentage of startups crashed and burned under outsider managers vs. what percentage crashed and burned under the founders? We would like to know that and much more.

Still, we know at least two relevant facts. First, we know that the forces determining who runs a growing startup have been well studied and explained. Noam Wasserman, dean of Yeshiva University’s business school, was on the faculty of the Harvard Business School when he studied thousands of startups and wrote The Founder’s Dilemmas . It describes in detail how entrepreneurs balance conflicting personal preferences that influence who—a founder or outsider—runs the business. In response to Graham’s distaste for outsider managers, he tells Fortune , “Founders who were great for the early stages, but do not have what it takes for the often very different next stage of company development, may instead be the ones who ‘drive the company into the ground.’”

Second, we know that on average, the few founder-run companies that make it to the Fortune 500 are formidably great performers, and we should know more about how they joined that exclusive club. Graham wrote in his essay, “There are as far as I know no books specifically about founder mode. Business schools don’t know it exists…. But now that we know what we’re looking for, we can search for it. I hope in a few years founder mode will be as well understood as manager mode.”

That’s a worthy goal. Founder mode should absolutely be studied and taught, not because outside managers are necessarily toxic, but because the research can make available to others the lessons learned by those rare founders—Apple’s Steve Jobs, Microsoft’s Bill Gates, Nvidia’s Jensen Huang—who managed their companies from nothing to greatness.

Founder CEOs in the 2024 Fortune 500

Company                                

Airbnb/Brian Chesky

Apollo Global Management/Marc Rowan

BlackRock/Laurence D. Fink

Blackstone/Stephen Schwarzman

Block/Jack Dorsey

Capital One Financial/Richard Fairbank

Carvana/Ernest C. Garcia III

Coupang/Bom Kim

Dell Technologies/Michael Dell

DoorDash/Tony Xu

Intercontinental Exchange/Jeffrey Sprecher

Meta Platforms /Mark Zuckerberg

Nividia/Jensen Huang

Prologis/Hamid R. Moghadam

Regeneron Pharmaceuticals/Leonard S. Schleifer

Salesforce/Marc Benioff

Sanmina/Jure Sola

Skechers U.S.A./Robert Greenberg

Steel Dynamics/Mark D. Millett

Super Micro Computer/Charles Liang

Tesla/Elon Musk

Wayfair/Niraj S. Shah

Latest in Leadership

Men are more likely to be ‘maximalist’ AI users, but women are rebelling against the tool

Mondays in the office are making a comeback, report says

Former Chipotle boss Brian Niccol takes over Starbucks with long to-do list of problems

United Airlines’ Scott Kirby became CEO during the pandemic. Here’s what it taught him about effective leadership

Warren Buffett tussled with me over a bankrupt textile mill. I won, but he held no grudge

Waffle House CEO Walt Ehmer, who joined around-the-clock diner chain in 1992, dies at age 58

Most popular.

Boeing Starliner returns to Earth without a crew as NASA flags new issues

How to watch Week One of the 2024-2025 NFL season live online for free—and without cable

Russia’s strategy to rely more on China’s yuan is backfiring

Oil is headed for a steeper dive, and OPEC+ won’t be able to stop it

Get ready for a massive stock market rally, if history is any guide

Bill Gates identifies the biggest burden being passed on to his children after seeing his daughter harassed online

Staying current is easy with Crain’s news delivered straight to your inbox.

Free of charge.

September 9, 2024 8:46 AM

Calvin Johnson Jr.

Co-Owner and Chief Executive Strategist

Primitiv Holdings

Scope of work: Calvin Johnson Jr. manages a team of 70 people and is involved in every aspect of the company, from real estate acquisition to brand development. Johnson, a former wide receiver for the Detroit Lions, works toward destigmatizing cannabis. Biggest professional win: Johnson helped create a partnership with Harvard University’s International Phytomedicines and Medical Cannabis Institute, which conducts research and clinical trials on chronic traumatic encephalopathy and chronic pain. The partnership led to the launch of Primitiv Performance, the preferred CBD partner of Ford Field and Comerica Park. Other contributions: Johnson is founder and president of the Calvin Johnson Jr. Foundation, which holds leadership conferences, football camps, mentorship programs and a scholarship fund for youths in Detroit and Atlanta.

Get Our Newsletters

Staying current is easy with Crain's news delivered straight to your inbox, free of charge. Click below to see everything we have to offer.

Subscribe Today

With a Crain’s Detroit Subscription you get exclusive access, insights and experiences to help you succeed in business.