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Please reply to each discussion separately, minimum 100 words each

1. As I reflect on my Individual Development Plan for Sav and the coaching and mentoring techniques I am implementing, I see a strong alignment with Christian values, particularly perseverance and servant leadership. Both of these principles shape not only how I lead, but why I lead the way I do.

Perseverance is the commitment to remain faithful and disciplined through adversity, trusting that growth is happening even when results are not immediate. Savs ACL recovery requires daily consistency, patience, and emotional resilience. My coaching techniques, such as setting measurable rehab milestones, weekly progress reflections, and structured accountability conversations, reinforce this value. Instead of focusing solely on the end goal of returning to competition, we focus on steady progress. This approach mirrors the Christian principle that character is developed through endurance, not comfort. By encouraging her to stay committed to the process, even on discouraging days, I am helping her build inner strength alongside physical recovery.

Servant leadership is another core Christian principle guiding my plan. Servant leadership prioritizes the growth and well-being of others over personal recognition or authority. In my mentoring approach, I am not simply directing Sav toward performance outcomes. I am walking alongside her, creating space for honest conversations about identity, confidence, and purpose during this season. I intentionally affirm her worth beyond playing time and help her see leadership opportunities even while sidelined.

Overall, my Individual Development Plan reflects a holistic view of growth. It integrates performance development with character formation, ensuring that this season strengthens not only her body, but her faith, resilience, and leadership identity as well.

2. In reviewing my Individual Development Plan and the coaching and mentoring techniques I selected, I see strong alignment with Christian values, particularly humility and servant leadership. Humility, as reflected in Philippians 2:3, involves putting others before yourself and seeking their growth rather than personal recognition. In my plan, the focus is on listening first, asking thoughtful questions, and helping the mentee identify their own strengths and next steps. This reflects humility because it centers the mentees development rather than the mentors authority or expertise.

Another value that aligns with my plan is servant leadership. Servant leadership emphasizes leading by serving, supporting others growth, and prioritizing their well-being. The techniques I selected, such as guided reflection, collaborative goal setting, and accountability through encouragement are designed to empower the mentee rather than control them. Instead of directing every decision, the process encourages ownership, responsibility, and long-term character development. My plan supports Christian principles by promoting growth rooted in integrity, empathy, and service. It reflects a leadership approach that values people over performance alone and seeks to develop not just skills but character and purpose.

3. In my capacity as a mentor, my primary function in the creation of my mentee, Damarees Individual Development Plan (IDP) is to serve as a thought partner, empowering him to architect a plan that is a true reflection of his own aspirations. I will guide him in identifying the essential elements of his IDP by creating a space for deep reflection and honest dialogue. Research underscores that an IDPs utility is greatest when it is a living document, actively used to facilitate communication and planning within a robust mentoring relationship (Chang et al., 2021). Using a Socratic approach, I will pose questions that encourage him to look inward, clarify his values, and articulate a compelling vision for his future, which we will then translate into a series of concrete, actionable goals.

The establishment of mutually agreed-upon goals is the linchpin of a successful IDP, as this shared consensus is what transforms the plan from a mere document into a powerful tool for growth. When mentor and mentee build the goals together, it fosters a deep-seated sense of psychological ownership and commitment from the mentee, which is a critical driver of follow-through and success (Stoeger et al., 2021). These shared objectives function as a compass for the mentoring journey, ensuring that both individuals are navigating toward the same destination. This alignment not only provides clarity and purpose but also builds a foundation of trust and accountability, which is essential for a productive and meaningful mentoring experience.

To ensure these goals are met, I will work with Damaree to develop a scaffolded action plan that breaks down larger objectives into manageable tasks. For instance, if a central goal is to build a professional network, we would start by crafting his unique professional story. From there, we would move to strategic outreach, identifying individuals and organizations aligned with his interests. The final step would involve simulated networking encounters and mock interviews to build his confidence and polish his communication skills. Throughout this process, I would provide consistent feedback, connect him with relevant resources, and celebrate his progress, thereby creating a supportive ecosystem that enables him to turn his aspirations into tangible achievements.

References

Chang, C. N., Patterson, C. A., Vanderford, N. L., & Evans, T. M. (2021). Modeling individual development plans, mentoring support, and career preparedness relationships among Doctor of Philosophy (Ph.D.) trainees in the life sciences. F1000Research, 10, 626.

Stoeger, H., Balestrini, D. P., & Ziegler, A. (2021 ). Key issues in professionalizing mentoring practices. Annals of the New York Academy of Sciences, 1483(1), 518.