Overall Goals
Method
First the man, then the saint: We meet the man where they’re at (in the concrete) and then lead them to the person of Christ (more abstract) Integral formation: forming the whole man - how each sector of life affects the other Meeting 1: Passions
Initiate relationship & rapport Make it the mentee’s meeting (let them speak) Discussion Points to Consider Share Enthusiasm: the mentor shares their passion and enthusiasm for why they’re spending their time to do this. Cast a Vision: need to keep the end in mind so that the mentees know where they’re heading, why it matters, and provide context for the relationship. The ultimate goal: to become a disciple of Christ Mentor’s goal: to assist the mentee in that journey and growth Set out the Steps: be clear from the onset for what this journey looks like, what it’s about, and that we’re on it together. Anything that’s critical/pertinent at the moment? What does success look like for you? How do you define success for your life? Paint me a picture of a successful life. Who do you want to be/become? (note: “Who does God want you to be” may be too much to start) What are you passionate about? Our goal is to help to shape/refine this For those that don’t know Share some of the tools on how to discover this Identify passions and talents God has given you The journey to identifying that vision and living it out Guardrails: areas to promote/guide the discussion We want to help you build the “whole man” How does it manifest in your life? How do the “muscles” get grown to make that manifestation come into reality? Areas that usually form that foundation (“Here are the areas that we tend to focus on - is there an area that you’d like to lean more into?”). 1-pager with questions to consider Define the 2 questions you want to be answered at a bare minimum Exist criteria: What does “great” look like? Mentees know where they’re headed Mentees are motivated to get there Mentor feels like they can help the mentee (or know where they need to go to provide that help) Mentor & mentee want to keep going: The mentor offers olive branch saying it’s okay if they want to keep going or try someone else out. Propose calendaring the next meeting Meeting 2: Problems
Confirm understanding of what as covered in meeting 1 - i.e. recap the previous meeting Understand the challenges getting in the way of the passions/goals outlined in meeting 1 Build trust by sharing a problem you’re working through Discussion Points to Consider Note: Much of this discussion will likely be based on what was discussed in meeting 1. This meeting can have much more latitude in what you discuss. While there are guidelines for this discussion, this second meeting will likely be less “rigid.” It’s less about “getting through the agenda” and more about meeting the mentee where they’re at. Echo back what the mentee has said in the past and is currently saying to ensure both are on the same page - if the mentee speaks in the abstract, bring it into the practical. This also makes sure the mentee feels heard. Provide categorization to help provide a structure/roadmap for the discussion: personal, professional, spiritual, etc. Exercise discretion and prudence: you want to be authentic but not cause a scandal that could lead to an erosion of trust. Mentors should not share their personal present challenges (virtue vices, relationship issues with wife, etc.) What a Successful Meeting Looks Like The mentor and mentee have identified obstacles that the mentee might want to address during the mentorship. A richer level of rapport has been cultivated Increased clarity around what this particular mentor/mentee relationship will look like (vs. if it were another mentor in the mix). Meeting 3: Plan
what does the mentorship look like practically speaking
Preferred meeting methods
Agreement rails:
Apprenticeship opportunities Who’s responsible for setting up? When things need to be changed/rescheduled, they’re communicated in advance (ideally within 48 hours) When are “off hours” for communication:
