Leadership: how experienced counsellors can mentor new counsellors
As counsellors progress through their careers, the way they mentor and encourage young counsellors can have a positive impact on the wider counselling team
Angie Shalaby
“The delicate balance of mentoring someone is not creating them in your own image, but giving them the opportunity to create themselves.” – Steven Spielberg
The term “leadership” has a lot of weight in both theory and application; it is full of inspiration and profound meaning. Age, education, experience and personality qualities are not factors in leadership.
Leadership in the field of college counselling goes beyond having obligations to students. It includes a deeper and more comprehensive duty to parents, students, schools and universities, which includes giving direction, assistance and close supervision.
It is vital for leaders to understand that their responsibilities extend beyond team management. In particular, when there are junior counsellors on their team, they play the role of facilitator, offering guidance and support as they advance their careers.
Mentoring is one of the most crucial leadership skills, acquired through years of experience in the field of college and career counselling. Working with new counsellors to develop their skills, work ethic, sense of self and confidence is essential, particularly in light of the dynamic requirements in higher education.
Mentoring is a lifelong process, therefore mentors need to be accessible and prepared to help recently hired college counsellors through the college application process.
The first and most important stage of the mentor-mentee relationship is laying a strong foundation. It’s important to set clear expectations for the mentor as part of the mentoring process. Explaining the scope and purpose of being a college counsellor, as well as setting expectations for the incoming counsellors, is an essential component of the mentoring process.
Provide networking opportunities, access to resources, and the chance to attend workshops and/or other relevant training for the new counsellors’ personal professional development.
Guide, accept and accommodate others: this is one of the most important parts of leadership development, both personally and professionally. Being able to guide and assist others well not only benefits others but also makes you a stronger leader.
Active listening and responding to questions are two vital components to maintain the trust between you and your team. You are assisting in the development of future leaders and giving them the resources they need to succeed in their positions by offering mentorship, direction and chances to develop new skills.
Furthermore, as a leader, you want to create an environment where new ideas and perspectives are not only welcomed but supported with enthusiasm from young counsellors who bring innovative thinking to discussions. As a leader, you boost your team’s morale and create a sense of belonging, leading to mutual respect and trust within the team.
Being able to respect others’ differences benefits you as well. When you accept diversity, keep an open mind and serve as a mentor, you foster a friendlier and supportive environment. As a result, this enhances your capacity for empathy, communication and understanding different viewpoints. Mentoring and empowering others helps you develop your leadership skills, emotional intelligence and problem-solving talents.
Lower turnover rates can be achieved by creating a supportive and engaging work environment for your team members. As a result, stability and loyalty are fostered.
In conclusion, the efficacy and efficiency of the counselling team will depend on the leader’s ability to promote a culture of ongoing professional development through the adoption of mentorship, the provision of support for professional growth, the establishment of a positive work environment and the encouragement of creativity.