Read the entire blog series, Mentorship Matters by clicking HERE.

Getting Personal and Authentic

In the captivating book, Personal and Authentic: Designing Learning Experiences That Impact a Lifetime, by Thomas C. Murray, he bravely opens up about the power of vulnerability. From the very beginning, Murray shares a heartfelt story about the profound influence his mentor had on shaping his vision as an educator and the lasting legacy he wished to leave for his students and colleagues. It was through this mentorship that Murray discovered the significance of creating meaningful moments rooted in strong relationships, empathy, and genuine care for children. His mentor’s unwavering support guided him through the challenges of the teaching journey, teaching him the virtues of patience and the importance of embracing the entire experience.

This special bond between mentor and mentee profoundly impacted Murray’s growth as an educator and helped him carve a path to success. Inspired by his mentor, Murray has gone on to unlock the untapped potential in others, captivating educators worldwide with his dynamic and influential stories that resonate deeply within their hearts and minds, leaving an everlasting impact.

The Spark that Ignites a Fire 

In my upcoming book, I share that the captivating stories in Murray’s book Personal and Authentic sparked a profound introspection within me, evoking reflection about my relationship with my mentor during my early days as a teacher at P.S. 65 in Ozone Park, Queens. My mentor played a vital role in helping me navigate newness, guiding me towards a new reality, and igniting the spark that fueled my relentless educator spirit. While every detail of our significant moments together may have faded with time, her impact on me is an everlasting source of inspiration. 
Drawing upon these cherished memories, I was able to embark on the task of pairing Mentors and Mentees as the Mentor Coordinator in my former school district. Understanding the profound importance of these relationships built on trust, hope, and promise, I could use my experiences to provide opportunities for the next generation of teachers and leaders to flourish. The framework for what a mentor and leader should exemplify had been expertly crafted by my first formal mentor, Barbara Herman, a seasoned teacher leader and former colleague. Seeking to honor our shared journey, I reached out to Barbara, hoping to weave her story into a previous blog post titled, “Unlocking Significant Moments in Time.” Little did Barbara know at the time that her actions laid a solid foundation, serving as a beacon of guidance for future mentors and leaders. Together, we shared the stories that encapsulate our time as mentor and mentee, a testament to the transformative power of collaboration and growth.

As I began working with Lauren I soon realized that she was a natural for the teaching profession. She was not only bright, but compassionate, organized, willing to learn, and accepting of advice, as well as, (I hope) constructive criticism. I loved the way she spoke with her students, making each one feel special. You could see them glow after a conversation, even if she was correcting a behavior. Lauren also developed a great rapport with her colleagues. She was my first mentee after many, many years in the classroom. As the relationship grew we both benefitted. I imparted to Lauren what I had learned throughout my career and Lauren brought to me a fresh perspective and enthusiasm. I suppose you could say this is collaboration at its best. This is what the mentor/mentee program is all about. -Barbara

When I was a first-year teacher, Barbara gave me the confidence I craved as I journeyed through my first year teaching successes, challenges, and failures. Some of the qualities that Barbara possessed were her genuine kindness, patience, and content knowledge.  She was extremely approachable and gave me the confidence and advice I needed to navigate relationships, protocols, and teaching and learning practices. One day, I vividly remember standing in front of the overhead projector (remember those?) “ready” to teach a writing lesson. After all, I had it written in my planbook, the learning objective was clearly written on a sentence strip, and was posted on the chalkboard, “Students will be able to write a good beginning of their story by hooking the reader.” I looked around the room, stated the learning objective (that’s what we called it at the time), and then…I completely froze.  My inner voice said, “I know how to write, but how do I TEACH writing?” I pretended to look completely cool; I turned off the overhead projector and called Barbara.  I whispered into the phone, “Barbara, how do you teach writing?” She laughed in the most supportive way possible, “I’ll be right there, don’t worry!” she responded. –Lauren

Forging a Connection Between the Past and the Present

During my time with Barbara, I didn’t ask as many questions as I should have, but that relationship sparked a curiosity that led me to seek guidance from mentors throughout the various roles I have served in. Since becoming an administrator, I find myself reflecting on the abundance of questions I have asked. Funny enough, I often wonder, “Why so many questions, Lauren?”

Leading can be hard. Leading can be fun. Leading can be draining, BUT teaching and leading is also the most incredibly rewarding career on the planet. With the right people in your corner, you can have a long, meaningful career. Knowing all of these things, why hadn’t I sought out these to ask as many questions I knew I needed answers to years ago? Perhaps I had not stepped into a courageous place in my journey. Maybe I wasn’t in the mental place to understand that failure could be an asset, an opportunity to learn or try something new. Perhaps I didn’t have the patience to refine my practices, iterate, fail, and improve. Perhaps I didn’t realize that although setbacks can be discouraging, they are only temporary. Maybe I didn’t realize that if I was doing my best, I could still be proud of my choices. 

Moving Forward

All the moments in your days are opportunities to seek mentors and shape the educator you are continuously striving to be. Every interaction is a gift waiting to be unwrapped. Use those moments to make yourself and others better and you will never feel like you need to live in this work alone. As a first year administrator,  I’ll never forget a sentiment Ms. Leigh Dowden, a well-respected veteran teacher and community member shared with me during an entry plan interview.  As I expressed some nervousness stepping into a building leadership role, she shared the following sentiment, “Lauren, in this work, there will always be a lot of balls in the air, and if one drops, you can count on one of us to catch it.” Right then, I knew I found another mentor who would always be in my corner.

Actionable Ideas:

A culture of mentorship begins with leaders who value its importance. When onboarding new teachers and nurturing aspiring leaders, consider implementing these ideas and questions for discussion to foster a mentorship culture within your leadership team. By prioritizing mentorship, leaders can cultivate supportive learning environments where everyone is invested in each other’s success. In turn, nurturing a culture of mentorship can have a ripple effect throughout the learning ecosystem, ensuring greater collaboration, career well-being, and elevating student achievement. 

1. Support new teachers in their learning ecosystem: What strategies can leaders use to support and elevate new teachers in their learning ecosystems?
2. Encourage educators to seek advice to enhance leadership qualities: How can leaders encourage their staff to ask questions and seek advice from mentors to enhance their leadership qualities?
3. Promote a culture of kindness, enthusiasm, and connection: How can leaders promote a culture of kindness, enthusiasm, and connection in their learning environments?
4. Harness your own leadership qualities to support the growth of colleagues: How can leaders harness their own leadership qualities to elevate and support the growth of their colleagues and staff?