Christiam Mentoring

Christian Mentor


The people of Jesus’ day hoped for a ruler who would free Judea from tyrannical rule. However, Jesus turned the tables by confronting their infatuation with power.

After a journey one day Jesus asked his disciples what they had been talking about on the road. They were ashamed to admit that they had been discussing who would be the greatest in the kingdom. Jesus gave a simple reply, “If anyone wants to be first, he must be the very last, and the servant of all.” (Mark 9:35)

The word “servant” used here comes from the Greek word Doulos, which means “one who willingly becomes a slave.” Jesus led by example. He alone became the servant of all.

But his challenge to the disciples is still a challenge to us today: we lead in direct proportion to our willingness to be a strong foundation for those who come after us. In the words of Glen Shultz, leadership involves “learning to rise to the bottom.” By Dr. Jeff Myers


Principles for Successful Mentoring

There are several significant principles that Christian mentors and coaches must follow. Failing to follow these principles risks failure in the mentoring relationship:

You are not a parent or a counselor. Your goal as a mentor is not to take the place of a parent or to solve a person’s emotional or psychological problems. Be discerning about the proper ground for mentoring. Be wise about when professional counseling is needed.

Your goal as a mentor is to minister. Mentoring is not a way to meet your needs for significance, but to walk with others as they grow and become like Christ. Your goal as a mentor should never be to shape your mentorees into your image, but to encourage them to bear God’s image more fully.

God brings about change. Mentoring is not your opportunity to implement your agenda in the life of another person. It is your opportunity to walk with another person as God shapes him into His image.

Leaders take responsibility. Both the mentor and protégé should take responsibility to meet on time, be prepared, and commit to growth. Ask your protégé to take responsibility for contacting you, changing meeting times, and setting goals for the relationship.

Christian Mentor - Sharing Truth with Someone Who Doesn’t Want to Hear It

When some people think of passing the baton to the next generation, they say, “But the next generation doesn’t want to hear it. They’re not open to wise counsel.” In a certain sense, that’s true. However, as a communications professor, I’ve come to learn that sometimes this uncertainty has more to do with how the truth is presented than the truth itself. For instance, if you start a conversation with “If I were you I would…” or “When I was your age…” you’re likely to be shut out. A helpful analogy is to think of truth as a beam from a flashlight. If someone shines a flashlight in your face, it’s confrontational and even threatening. But if a person points the flashlight beam down the rocky trail you’ll be treading, you feel relief and gratefulness.

Here are some simple conversation openers. Use these to convince others of the truth not by explaining the truth, but by showing what difference it makes to embrace the truth.

• “May I tell you about a personal experience that might make the way clearer for you?”

• “May I share something with you in a spirit of love?”

• “I’ve had an experience that might shed some light on your current situation, and I’d be happy to share it if you’re interested.”

• “I know of another way that might work. Would you like to hear it?”

• “Please listen very carefully for a moment. I have something I’d like to tell you that could have a big influence on your life.”

• “Could you meet my eyes for a moment? There’s something very important I want to tell you.”

• “So much depends on what I’m about to share with you. Please give me your full attention.”

Why Should I Follow You?

As a Christian mentor, that’s a legitimate question being asked by everyone you’re trying to influence. The answer depends on your credibility.

Credibility comes from the word “credo” or “trust.” More than two thousand years ago the philosopher Aristotle wrote that a person’s credibility isn’t built-in. Rather, potential followers give leaders credibility depending on how well those leaders answer three questions:

Ethos: Will you treat me with dignity and integrity?

Pathos: Are you capable of going to bat for what is really important?

Logos: Do you know what you are talking about?

How can you build credibility with your followers?

• Be authentically interested.

• Communicate with integrity.

• Never passively accept what is in your power to change.

• Follow God’s leading.

• Draw on the experience of others.

• Seek out opportunities for training and networking.

Remember this: your followers will rarely raise the bar for themselves any higher than you have raised the bar for yourself.



Mentoring and Passing the Baton

By Dr. Jeff Myers
Coach Nigel Hetherington, the Scottish National Sprints and Hurdles coach, shares ten principles of the baton relay.1 What lessons can we learn from these about the race of life?

1. The race is about the baton, not the runners. The objective is to keep the baton moving at maximum speed at all times throughout the race. The baton must always remain the fastest member of the squad!

2. The relay brings out the best in everyone. The relay should increase, not decrease, the speed of the athletes. A properly-trained 400 meter relay team will post a time that is less than the four runners’ combined 100 meter times.

3. Every team member should be prepared to run in all positions. Every possible combination of positions and changeovers should be practiced to allow complete flexibility in covering every eventuality.

4. It is a good idea to practice the baton pass. Have all members of the squad stand one step apart in the same lane, facing the same direction. Give the baton to the athlete at the back and ask each to pass it until it arrives at the front.

5. Practice until the handover becomes instinctual. Athletes must learn to trust one another. Rather than looking back, the outgoing runner should be trained to respond to a 'hand' command.

6. Practice under pressure. Introduce the pressure of race day during practice. For example, run two or more closely matched teams together and practice exchanges with athletes on either side. Recreate spectator noise if possible.

7. The last runner must be chosen carefully. The last leg runner must maintain form while under pressure— there’s no one else to help them out. Choose an ‘adrenaline’ runner who can hit the finish line at full speed.

8. The baton exchange should occur at very close maximum speed. The incoming athlete should not be overstretched, or he will be off-balance when making the exchange. The outgoing runner must focus on reaching full speed and only put his hand back when he receives the ‘hand’ command.

9. A baton drop does not automatically disqualify a team. Whoever had the baton when it was dropped may retrieve it and continue the race. If the incoming runner drops it, he may pick it up and complete the pass.

Intentional efforts will be rewarded! Improving relay skills work can be invigorating and rewarding if performed intelligently. Without doubt, a squad utilizing these principles will substantially improve race performance.