How to Coach and Mentor (without second guessing yourself)
Our October session was hosted by Katrina Kozak, Vice President of Workforce Development at Latham Centers, who has dedicated her career to helping professionals and organizations grow through effective coaching and mentorship.
Building a Mentorship Program
Katrina shared insights from developing Latham Centers' mentorship program, which was recently funded through grants. Her goals? Foster growth among both new and long-term staff while creating structure that actually works. She emphasized a critical first step for anyone becoming a mentor: introspection. Why are you in this role? What are you hoping to give and gain?
Key traits of effective mentors include:
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Acknowledging both strengths and growth areas (in yourself and your mentee)
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Celebrating successes while identifying challenges
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Providing structure and consistency
The group discussed different mentorship approaches—from co-mentorship to traditional top-down models—and agreed that scheduling regular meetings is essential for maintaining momentum and trust.
What Makes Mentorship Work
The conversation turned to what makes mentors and mentees effective.
Good mentors:
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Show appreciation for success while addressing challenges honestly
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Let mentees learn from their mistakes (without rescuing them)
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Demonstrate structural dependability to build trust
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Stay flexible and adapt their approach
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Remain open to learning from their mentees
Common mentorship pitfalls to avoid:
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Lack of structure or clear goals
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Unappreciated efforts on either side
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Failing to define what success looks like
The takeaway? Clear objectives and mutual expectations are non-negotiable for a successful mentorship relationship.
When Mentorships Don't Work
Katrina shared that mentorships often "fizzle out" rather than ending dramatically, usually due to poor fit between mentor and mentee, not anyone's fault. The group also explored how mentorship dynamics differ across generations, particularly in corporate settings where older and younger professionals may have different expectations about communication, feedback, and career development.
Self-Care for Mentors
Katrina introduced the concept of self-care mapping, a tool that categorizes activities into four quadrants:
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Physical wellbeing
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Emotional wellbeing
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Social connection
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Mental health
While Katrina practices self-care more spontaneously and intuitively, the group agreed that structured tools like self-care mapping can be helpful for those who struggle with consistency. The simplest self-care? Taking a breath. Engaging in a favorite activity. Doing something small that recharges you.
Everyday Leadership Moments
The session closed with a clip from a TED Talk by Drew Dudley on recognizing and celebrating everyday leadership moments—a reminder that mentorship and leadership don't always look like grand gestures. Sometimes, it's showing up consistently, listening well, and helping someone see their own potential.
Key Takeaway: Effective mentorship isn't about having all the answers. It's about creating structure, staying curious, and being present for the people you're guiding.