The Founder’s Burden: Why founders need mentors (and why mentoring will help you too)
Sixteen years ago, driven by a vision and fuelled by passion, I embarked on a journey many might dream of – founding a non-profit organisation. But the reality of leading an organisation soon unveiled a truth often hidden, what I like to call the founder’s burden. The weight of responsibility is immense. Every decision, every setback, every success ultimately rests on the founder’s shoulders. There have been countless sleepless nights over the constant pressure to keep the organisation afloat, and the fear of letting down those who believed in me and the organisation’s mission. The Founder’s lonely high wire act My experience is far from unique. A study by the Kauffman Foundation revealed that a staggering 70% of founders experience moderate to high levels of stress, with feelings of isolation and loneliness looming large. Why the silence? The image of the fearless leader is deeply ingrained in the founder narrative. Yet, admitting vulnerability can be seen as a sign of weakness. This fosters a culture of isolation that hinders growth and well-being. Enter the unexpected ally: the Power of Mentoring SAYes Mentoring, the nonprofit organisation that I founded 16 years ago, connects individuals with aspiring but underserved youth. However, the benefits extend far beyond providing guidance to the next generation. The upside you didn’t see coming: Why mentors thrive Research by the University of California, Berkeley, found that mentors reported experiencing: Boosted Confidence: Guiding others reaffirms mentors’ own leadership skills and decision-making processes. Fresh Perspective: Helping others forces mentors to re-evaluate their approaches, leading to renewed creativity. Rekindled Passion: Witnessing the enthusiasm of their mentees reignites the spark that ignited their own start up journeys. Rediscovering my own mentor spark After a four-year hiatus, I am mentoring at SAYes again. It’s essential for me to stay connected to our work firsthand, to truly understand the challenges and triumphs experienced by our mentees, mentors, and team. One-to-one mentoring is an incredible journey. Mentees who have had previous mentors – often five or six – are natural leaders, guiding their new mentors while receiving invaluable support in return. Mentors provide perspective, active listening, Socratic Questioning, compassion, and network opportunities – all crucial for a mentee’s growth and well-being. Witnessing a mentee overcome obstacles is truly inspiring. However, the most significant changes are often subtle, only revealed at the end of the nine-month programme when they share their experiences. The Takeaway: It’s mutually beneficial for Founders and the future Building a successful organisation is a marathon, not a sprint. Founders need both grit and a support system to navigate the journey. Partnering with SAYes allows you to: Connect with a supportive network. Advocate for the next generation of leaders, many of whom may be founders. Reignite your own passion and sharpen your leadership skills. Don’t go it alone. Celebrate 16 years of SAYes with us! As we celebrate SAYes Mentoring’s 16th birthday, this is the perfect time to join a community that understands and supports the weight of the founder’s vision. Visit SAYes Mentoring (www.sayesmentoring.org) to learn how you can get involved and contribute to building a brighter future for both you and our next generation of leaders. Subscribe to our newsletter for the latest news and insights, or to become a mentor, email: volunteer@sayesmentoring.org *indicates required Email Address * First Name Last Name **Editor’s Note** This article was a collaborative effort with Wendy Hamilton and Sharlene van Pallander, both content experts and current mentors for SAYes Mentoring. Their invaluable insights and contributions were instrumental in shaping the research, writing, and overall direction of this piece.
Future-Proofing Young People: The Role of Mentorship in Tomorrow’s Workforce
South Africa and the UK currently face significant challenges in youth employment, with official unemployment rates reaching 33.5% in South Africa in Q2 of 2024 and 4.1% in the UK from May to July 2024. Globally, according to the International Labour Organisation (ILO), youth unemployment rates were at 15.3% in 2023, with higher rates in developing countries. The World Economic Forum estimates that 50% of the current workforce needs to upskill or reskill just to stay relevant in today’s rapidly changing job market. Shockingly, this figure is expected to jump to a staggering 90% by 2030. This skills crisis represents a major threat to both individuals and the global economy. A report by the Boston Consulting Group predicts a loss of $15 trillion in global GDP by 2030 if we fail to address this issue. So, what are the challenges and opportunities surrounding the future of work? Innovation Keynote Speaker and Futurist, John Sanei’s work highlights the generational shift in the workplace. While the Baby Boomers and Generation X tend to value stability, work ethic and loyalty, Millennials, Gen Z and Gen Alpha prioritise flexibility, purpose, and continuous learning. From a recent report, Sanei shares that a child who is 10 years old today is likely to switch careers up to 29 times. “We’ve gone from 1 to 2 careers over a lifetime to almost 30 times that in that space of a generation,” he advises. This creates both challenges and opportunities for employers who need to bridge the gap between different generations and attract the talent of tomorrow. Emerging Trends and the Role of Mentorship: Klaus Schwab, Founder and Executive Chairman of the World Economic Forum suggests that “we are in the midst of the Fourth Industrial Revolution, a revolution that is fundamentally changing the way we live, work, and relate to one another.” eLearning and Artificial Intelligence (AI) are revolutionising how we acquire knowledge. The World Economic Forum estimates that AI could create 97 million new jobs by 2025, but also automate 85 million existing jobs. While online platforms can deliver information efficiently, they often struggle to replicate the experiential learning and soft skills development crucial for success. This is where mentorship becomes important. Mentors provide invaluable guidance and support, helping young people bridge the gap between theoretical knowledge and practical application. By connecting youth with experienced professionals, mentorship fosters skills like critical thinking, problem-solving, communication, and collaboration. Three ways businesses can partner with nonprofits like SAYes Mentoring to address the skills crisis: Sponsor Mentorship Programmes: Businesses can become champions for youth development by sponsoring mentorship programmes. This investment fosters the creation of a skilled workforce, potentially leading to a future talent pool of loyal employees. Volunteer Subject Matter Experts: Share your expertise! Businesses can encourage employees to become mentors, passing on their valuable industry knowledge and inspiring the next generation. Co-Develop Curriculum: Collaborate with SAYes to develop industry-specific curriculum that integrates mentorship into online learning modules. Solving the skills crisis requires a collaborative effort between businesses, civil society and the government. By investing in youth development through mentorship programmes, we can equip our future workforce with the skills needed to thrive in a rapidly evolving world. Ready to make a difference? Contact SAYes Mentoring to discuss how you can become a partner in shaping the future of work. References: UK: Office for National Statistics (ONS): https://www.ons.gov.uk/ South Africa: Statistics South Africa: https://www.statssa.gov.za/ International Labour Organization (ILO): https://www.ilo.org/ World Economic Forum: https://www.weforum.org/agenda/2024/08/skills-market-government/ https://www.weforum.org/about/the-fourth-industrial-revolution-by-klaus-schwab/ https://www.forbes.com/councils/forbestechcouncil/2024/03/12/the-future-of-work-embracing-ais-job-creation-potential/#:~:text=The%20World%20Economic%20Forum’s%20Future,between%20humans%2C%20machines%20and%20algorithms. Boston Consulting Group: https://www.bcg.com/publications/2024/how-governments-can-improve-global-skills-market John Sanei: https://johnsanei.com/innovation-keynote-speaker/ Subscribe to our newsletter for the latest news and insights, or to become a mentor, email: volunteer@sayesmentoring.org Suscribe *indicates required Email Address * First Name Last Name
The Global Financial Literacy Gap: How We Can All Be Money Mentors
The World Economic Forum recently unveiled a sobering statistic on LinkedIn: only around one-third of the world’s population possesses basic financial literacy. This translates to a staggering 3.5 billion adults, primarily in developing economies, lacking the knowledge to navigate personal finances effectively. This global knowledge gap is not just a number; it has real-world consequences. It impacts individuals’ ability to save for the future; make informed investment decisions; and avoid predatory financial practices. But where do we begin to bridge this gap? Here’s how we, as a community, can work together: Equipping Young People – How Governments Can Help Financial Literacy in Basic Education: Integrate basic financial concepts like budgeting, saving, and understanding debt into the existing curriculums in South Africa. In the United Kingdom, expand current Financial Literacy programmes into Primary School-aged pupils. Currently, Finance Education is only taught in secondary schools: ‘Financial literacy education became part of the National Curriculum (England) for the first time in September 2014, as part of citizenship education in key stages three and four (ages around 11-16). This required it to be taught in local authority maintained schools.’ (Commons Library, 2023). Many, in the UK, are calling to introduce Financial Education at an earlier school age, including Financial Expert, Martin Lewis, who said, “There’s no excuse – every child deserves to be properly equipped for independent financial life” (E. White, 2024) Financial Times Adviser (2024) reported that, ‘Some 23.3mn UK adults have poor financial literacy, making them £20,000 worse off compared to those with good financial literacy.’ According to a CNBC Africa article (2022), 49% of South Africans are deemed financially illiterate. The article states that the intention would be to, ‘urgently roll-out a financial literacy programme, both digital and print, to learners age 16-18’. Being able to learn, and openly discuss financial topics, equips young people with the knowledge they need to make informed financial decisions from a young age. Work Readiness Workshops: Including a financial literacy component within work readiness workshops would allow young adults to enter the workforce with the tools to manage their finances confidently. Governments can set policies and allocate resources towards financial literacy programmes. This could involve targeted programmes for vulnerable populations or initiatives aimed at integrating financial literacy into existing education frameworks. Bridging the Experiential Gap – The Role of Non-Profits At SAYes Mentoring, we recognise the critical role of youth development in today’s business landscape. Building a thriving and innovative economy hinges on preparing the next generation to take the reins. However, experience is just as important. That is where SAYes Mentoring’s unique approach comes in. We champion the power of intergenerational mentorship. By pairing trained and experienced mentors with young people between the ages of 14 and 32, we create a dynamic learning environment. This fosters the transfer of valuable knowledge and experience, while simultaneously nurturing the fresh perspectives and energy younger generations bring. This approach benefits both parties: Mentors have the opportunity to share their expertise and leave a lasting legacy by shaping the lives of our youth and future leaders. Mentees gain invaluable knowledge and practical experience from seasoned professionals, accelerating their personal and professional development. Non-Profit Partnerships: Non-profits like SAYes Mentoring play a crucial role in delivering workshops directly to the community on a number of topics that are relevant to the youth of today, like financial literacy education. Partnering with government agencies and businesses can amplify their reach and impact. Businesses Stepping Up: Financial Wellness Programs: Businesses can invest in financial wellness programmes for their employees. These programmes can offer workshops on budgeting, debt management, and retirement planning. Volunteer Programs: Businesses can encourage their employees to volunteer with financial literacy programmes offered by non-profits. This not only benefits the community but also fosters a culture of financial responsibility within the organisation. SAYes has been working closely with the London Stock Exchange Group (LSEG), Netto Invest, and Deloittes, to provide meaningful workshops on Financial Education. Educating Individuals: While large-scale initiatives are necessary, we can all be financial mentors. Talk to your family and friends about personal finance, share resources, and encourage responsible money management practices. Remember, financial literacy empowers individuals and strengthens communities. Together, we can bridge the global financial literacy gap. It starts with recognising the problem, then taking action. Let’s become a community of financial mentors, one conversation at a time. Here are some resources to get you started: SAYes Mentoring: https:/ The World Economic Forum: https://www.weforum.org/ The Global Financial Literacy Excellence Centre: https://gflec.org/ By working collectively – individuals, businesses, governments, and non-profits – we can equip people with the knowledge they need to navigate the financial world with confidence and build a more secure future for all. References CNBC Africa, (2022), Why Financial Literacy needs to start at a grassroots level. Available at https://www.cnbcafrica.com/2022/why-financial-literacy-needs-to-start-at-a-grass-roots-level/ (accessed 30 September 2024) UK Parliament, (2023), Commons Library, Finance and Enterprise Education in Schools. Available at https://researchbriefings.files.parliament.uk/documents/SN06156/SN06156.pdf (accessed 30 September 2024) Financial Times Adviser, (2024) Nearly 24mn UK Adults have poor financial literacy. Available at https://www.ftadviser.com/your-industry/2024/07/03/nearly-24mn-uk-adults-have-poor-financial-literacy/#:~:text=Just%2020%20per%20cent%20of,a%20good%20understanding%20of%20investments. (accessed 30 September 2024) Money Saving Expert, (2024) E. White, MPs finally call for compulsory financial ed in English primary and secondary schools after evidence from Martin Lewis and others. Available at https://www.moneysavingexpert.com/news/2024/05/martin-lewis-financial-education-committee/ (accessed 30 September 2024) Subscribe to our newsletter for the latest news and insights, or to become a mentor, email: volunteer@sayesmentoring.org Subscribe * indicates required Email Address * First Name Last Name
Mentorship Offers a Potential Antidote to the Growing Mental Health Crisis
The Challenge: A Growing Mental Health Crisis The modern workplace, with its increased pressure, ambiguity, and isolation, is taking a significant toll on employee mental health. The COVID-19 pandemic exacerbated this trend, triggering a surge in burnout and mental health issues globally. A World Health Organisation (WHO) scientific brief released in March 2022 revealed a staggering 25% increase in anxiety and depression worldwide in the first year alone. This translates to millions of people now experiencing these debilitating conditions. Mentorship offers a potential antidote to this growing crisis. The Mental Health Benefits of Mentorship Social Connection: Formal mentorship programmes foster meaningful relationships, combating isolation and building a support network – a cornerstone of mental well-being. Emotional Support: Mentees find a safe space to share challenges and receive non-judgmental support, easing stress and anxiety. Increased Self-Efficacy: Through guidance and encouragement, mentors help mentees develop confidence and a belief in their abilities. Resilience Building: Mentors share their experiences and equip mentees with strategies to overcome obstacles, building resilience. Work-Life Balance: Formal mentorship programmes provide guidance on managing work-life balance, a critical factor in preventing burnout and maintaining mental health. Early Intervention: Trained mentors can identify early signs of mental health issues and encourage mentees to seek professional help when needed. “I have gained so much confidence and independence to learn more things and am brave enough to try anything that comes my way.” SAYes Mentee Combating Burnout The COVID-19 pandemic significantly exacerbated burnout globally, and its effects continue to impact individuals and workplaces. Formal mentorship programmes can play a crucial role in preventing burnout by: Providing a Support System: Mentors offer emotional support and guidance with strategies which allow mentees to cope with stress and avoid burnout. Enhancing Time Management: Through training and practice, mentors assist mentees in developing effective strategies to manage their time, reducing the feeling of being overwhelmed. Fostering a Sense of Purpose: Mentors can help mentees find meaning in their work or studies, increasing job satisfaction and reducing the risk of burnout. Both the Job Demand-Resource model and Person-Environment Fit theory, highlight the importance of supportive work environments. Formal mentorship programmes create these environments by providing resources, guidance, and support. Breaking Down Stigma Around Mental Health Mental health stigma remains a barrier to seeking help. Formal mentorship programmes offer a powerful platform to dismantle these barriers by: Normalising Conversations: Open and honest discussions about mental health encouraged by these programmes can create a more supportive workplace culture. Role Modelling: Mentors who openly discuss their own experiences can serve as role models, encouraging mentees to seek help when needed. “Having a mentor helped me get into a different mental health place, by finding a way to cope. With that support, and therefore not feeling alone, I went from feeling hopeless to hopeful.” SAYes Mentee Addressing Mental Health Challenges in the UK and South Africa The United Kingdom (UK) and South Africa, two diverse nations with distinct contexts, share a common thread in the persistent and pressing issue of mental health. In both countries, a significant portion of the population confronts mental health challenges, with barriers to access, stigma, and resource constraints impeding timely diagnosis, treatment, and support for those affected. In fact, South Africa and the United Kingdom held the lowest MHQ scores (a globally recognised mental well-being indicator that represents the ability to function and is associated with clinical level risks and challenges) for mental well-being globally, and the greatest proportion of respondents who are distressed or struggling ranging from 30 to 36%. The impact of the COVID-19 pandemic has further compounded these challenges, exacerbating levels of mental distress within these communities. To address this mental health concern effectively, there is an urgent need for comprehensive, accessible, and culturally sensitive mental health services and support systems, tailored to the unique needs of each nation. By prioritising mental well-being and breaking down barriers to care, the UK and South Africa can work towards a shared goal of promoting healthier and more resilient communities, while contributing to the global effort to enhance mental health awareness and care. SAYes Mentoring: A Catalyst for Change SAYes Mentoring offers a unique approach to developing mentorship skills and fostering positive social change. By providing comprehensive training and practical experience, SAYes enables individuals to become effective mentors. This, in turn, contributes to improved mental health outcomes. By partnering with SAYes, organisations can invest in their employees’ well-being, while making a tangible impact on the community. By investing in formal mentorship programmes, organisations can also create a more supportive and inclusive workplace culture. 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One Match’s Powerful Mentorship Journey
AVANTE & OWAIN’S MENTORSHIP STORY Adolescence is a delicate and vulnerable time of self-actualisation, exploration and immense physiological, psychological and social growth for everyone. Teens who also have to grapple with gender and sexual identity and question gender “norms” put forth by society face a particularly complex and delicate set of obstacles. Add to that the challenges of lacking a supportive family structure and growing up in government care and you quickly begin to understand how, at only 18 years old, Avante had already become a strong, brave young woman with a survivor’s spirit that’s far beyond her years. Twenty-seventeen was one of the most pivotal years in Avante’s life, as it was the year she began to truly understand and embrace her identity as a trans woman. While she found freedom and confidence in her expanding self-awareness, she also began to grasp the massive societal and intrapersonal issues she would be up against throughout her life’s journey. As it would turn out, Owain was the perfect mentor to support and guide Avante through that critical year. Owain’s no-nonsense, direct communication style, his curiosity and desire to understand others, and his patience and empathy, created a safe, boundaried and open space for his and Avante’s mentorship. From that space, Owain was able to offer Avante practical life skills-related guidance as well as emotional support as Avante tackled more nuanced coming-of-age and gender identity challenges. One experience Avante and Owain shared that perfectly illustrates this dynamic is a day that Owain invited Avante to join him for a beach clean-up hosted by his employer. Owain looked forward to a day of bonding with his mentee and colleagues, while doing good for the environment. Avante was also excited for the day. So much so, in fact, that she decided to wear her favourite pair of six-inch heels. As one might imagine, Owain was caught off guard at the choice of footwear, which was less than ideal for hours of plodding through sand, picking up garbage. Avante also quickly became aware of her wardrobe faux pas. However, being the relentless and dedicated individual she is, she stuck to her commitment and participated in the beach clean-up, high heels and all. Despite both being somewhat frustrated at the situation by the end of the day, Owain and Avante embraced the teachable moment, and not just to discuss beach clean-up dress code. They used the experience as an opportunity to start a conversation about the pressure gender and sexual minorities face to prove themselves, and how to manage and not succumb to that pressure. Another powerful experience was Owain and Avante’s work together researching gender rights laws in South Africa. Through that work, Avante gained knowledge and self-assurance that enabled her to advocate for herself at school on issues that many people take for granted, including what uniform she could wear, and what bathroom she could use. They explored potential career paths and industries Avante was interested in — from airline flight crew work to beauty and makeup artistry. And they discussed the nuances Avante would face moving through her work life as a trans woman. Owain and Avante’s mentorship story is one that almost perfectly embodies SAYes Mentoring’s guiding values of commitment and consistency, boundaries and respect, transparency and confidentiality, kindness and forgiveness, and equality and compassion. The examples of empowering and enlightening moments they shared throughout their year as mentor and mentee are countless. For both of them, it was a year that was as rewarding as it was challenging. The experience yielded more personal growth, development and discovery than either one of them could have possibly anticipated and left them with new knowledge and perspectives they both will undoubtedly cherish for a lifetime.
A Mentee Dreams of One Day Supporting Higher Ed for Refugees
As we recently mentioned, our goal is to make Mentorship Musings a platform for the incredible stories of the people who make up SAYes Mentoring. The story of Hayley and Lysette from our 2016 programme is the perfect story to start with. Read on to discover how Lysette’s work with her mentor, Hayley, and her overall mentorship journey, inspired her dream of one day creating an organisation that supports young refugee women seeking bursaries for higher education. We hope you enjoy their story! LYSETTE AND HAYLEY’S MENTORSHIP STORY When Hayley and Lysette step into the room, the connection between them is instantly palpable. They’re so caught up in jokes and giggles, that it takes some playful effort to get them on track and start the interview. Lysette is bubbly, with a bright smile and sparkling eyes. You would never guess by looking at her that not so long ago she was battling serious health issues and was hospitalised for months. When asked about her time in the hospital, the first thing she says is, “I was anxious about falling behind in school.” Instantly, her tenacity and academic ambition become crystal clear. It was during this time that Hayley and Lysette started their mentorship journey through SAYes. Although the circumstances were challenging and unexpected, Hayley, with her get-it-done persona, was the right mentor at the right time. Sure, they would have loved to spend their first meetings as mentor and mentee sipping coffee or walking on the beach, but instead, they spent week after week heads-down on coursework so Lysette could get caught up. While Lysette began to heal, their bond began to form, mostly over their shared affinity for mathematics. When asked to describe her relationship with Hayley in one word, without skipping a beat, Lysette says, “supportive.” “When you live in a [children’s] home, there’s a lot of pressure to learn to be independent very quickly,” Lysette says. “Hayley helped me learn to fill those gaps.” Hayley’s word is “fulfilling.” She talks about how happy she was that Lysette ultimately had a successful school year. But the fulfilment also came from the admiration Hayley developed for Lysette. “Lysette and her two sisters came to South Africa from Democratic Republic of the Congo when she was only twelve. They’ve had a challenging journey since, yet she continues to excel and persevere.” Hayley looks at Lysette with a warm smile as she speaks, “I’m really proud of her.” Once the schoolwork scramble passed, Hayley and Lysette were able to enjoy more relaxing times together. They spent Heritage Day on the coast, snacking on fish and chips, had conversations about art (Lysette’s hobby when she’s not studying) with Hayley’s father, and enjoyed long scenic drives together. They’ve each learned different things from the SAYes programme. For Hayley, an important learning has been about the importance of patience and consistency when building trust. “I usually approach a situation with a new mentee as though I’m simply building a friendship,” she says. Lysette now applies what she’s learned from Hayley about being a good mentor to her relationship with her younger sister. “I treat her with respect and as an equal,” she says. “I know that if I show my own vulnerability, it will help her open up to me.” When it comes to her future, Lysette says she hopes to eventually turn her mathematical abilities into a career as an accountant, which also happens to be Hayley’s profession. But there’s more to Lysette’s goal. “When I become super successful, I want to start an organization that helps refugee girls get bursaries,” she beams. Lysette is reassured knowing that each step of the way, no matter how long it’s been since they’ve spoken, she can turn to Hayley, and Hayley will always have her back.
