The Ugly Phase Is Part of the Process (July 31, 2026)

 There comes a point in almost every career when you wonder if you're making any progress.

You apply for jobs and hear nothing back.

You start a new role and suddenly feel like you know less than everyone else.

You launch a business, publish content, or begin networking, only to question whether any of it is working.

If that sounds familiar, you're not alone.

I recently read an insightful article from Korn Ferry titled "The Ugly Phase: Can You Survive It?" It describes the uncomfortable period between being a beginner and becoming proficient. It's that season when you've left the comfort of what you know, but you haven't yet reached confidence in what's next.

The article reminded me of something I've seen throughout my 27 years in college athletics communications.

Every successful professional I've met has gone through an ugly phase.

The graduate assistant learning to manage media relations for the first time.

The first-year athletic communications director trying to juggle multiple sports.

The coach taking over a struggling program.

The student preparing for their first job interview.

The entrepreneur launching a new idea before anyone knows their name.

No one skips this stage.

The difference isn't talent.

It's persistence.

Don't Mistake Discomfort for Failure

When things feel awkward, many people assume they're doing something wrong.

In reality, you're probably doing something new.

Growth almost always feels uncomfortable before it feels rewarding.

That's why the people who succeed continue asking questions, seeking mentors, building relationships, and improving one day at a time.

Confidence isn't something you wait to feel.

It's something you earn through repetition.

My Challenge to You

If you're in your own ugly phase today, don't quit because the path feels difficult.

Instead, ask yourself:

• What am I learning?
• Who can help me improve?
• What can I do better tomorrow than I did today?

Small improvements create remarkable careers.

Continue Reading

The Korn Ferry article provides additional research and insights into why this stage is so important for long-term success.

👉 Read it here:
https://www.kornferry.com/insights/briefings-magazine/issue-74/the-ugly-phase-can-you-survive-it

You may be in the ugly phase today.

That doesn't mean you're failing.

It may simply mean you're becoming the professional you're meant to be.

The Smartest Person in the Room Asks the Most Questions (June 19, 2026)

"I will ask a thousand questions. I don't mind looking like I don't know. Please educate me. Being open to admitting what you don't know—some people are very uncomfortable with that and it could be a challenge." — Julie Fussner

Early in my career, I thought the quickest way to earn respect was to have the answers.

If I knew enough, worked hard enough, and avoided mistakes, people would see my value.

What I've learned over the past 26 years is almost the opposite.

The people who continue to grow are rarely the ones pretending to know everything. They are the ones who remain curious. They ask thoughtful questions. They seek advice. They invite correction. Most importantly, they understand that learning never stops.

That mindset is becoming increasingly rare.

Many young professionals enter interviews believing they need to impress everyone with what they know. New graduate assistants feel pressure to prove they belong. Entry-level communicators worry that asking a question will make them appear inexperienced.

In reality, refusing to ask questions often reveals more than asking them ever could.

There is a difference between ignorance and curiosity.

Ignorance says, "I don't know, and I don't care."

Curiosity says, "I don't know yet. Teach me."

That single word—yet—changes everything.

The Best Mentors Want Your Questions

Throughout my career, I've been fortunate to learn from professionals who invested their time in me.

None of them expected me to know everything.

They expected me to listen.

They expected me to work.

They expected me to ask questions.

Every meaningful mentor I've had appreciated curiosity far more than confidence.

Why?

Because questions demonstrate humility.

Questions demonstrate engagement.

Questions demonstrate that you're willing to improve.

This Is One of the Reasons Why I Blog

One of the biggest reasons I started to blog is because too many students and young professionals believe they have to figure everything out on their own.

They don't.

This blog isn't built around having all the answers.

It's built around creating conversations where questions are welcomed.

Whether someone is preparing for their first internship, applying for a graduate assistantship, interviewing for an entry-level athletic communications position, or simply trying to understand the profession better, I want them to know this:

Ask.

Reach out.

Schedule the informational interview.

Send the email.

Follow up.

The people who are willing to help usually remember what it was like when they were starting, too.

Connection begins with a question.

Communication begins with a question.

Collaboration begins with a question.

Those three principles form the foundation of why I blog.

Don't Protect Your Ego. Protect Your Growth.

Some people avoid asking questions because they fear looking uninformed.

Ironically, that fear often keeps them from becoming informed.

Growth has always required humility.

Every expert was once a beginner.

Every respected athletic communicator once asked where to stand during a postgame interview, how to write a game recap, or how to prepare for media day.

Nobody starts as an expert.

The difference is that some people stop asking questions too soon.

Don't be one of them.

The smartest person in the room isn't necessarily the one speaking the most.

Often, it's the one asking the best questions.

Because every great career begins with a willingness to learn.

Consistency Over Moments: The Standard That Defines Athletic Communications (May 21, 2026)

The Quiet Standard – What Consistency Really Looks Like in Athletic Communications

In athletic communications, people often notice the “big moments.”

The championship graphic.
The viral post.
The record-breaking crowd photo.
The nationally ranked matchup.

Those moments matter. They should be celebrated.

But after more than two decades in this profession, I’ve learned something important:

Most careers in this industry are not built on occasional greatness.
They are built on consistent reliability.

The professionals who last—the ones coaches trust, administrators lean on, and student-athletes respect—are usually not the loudest people in the room. They are the people who quietly deliver at a high level over and over again.

They meet deadlines.
They communicate clearly.
They solve problems without creating drama.
They represent the institution professionally whether 10 people are watching or 10,000.

That consistency becomes your reputation long before your title changes.

Consistency Builds Trust

One of the most overlooked realities in athletic communications is this:

Every interaction is part of your professional brand.

The way you answer an email.
The accuracy of a roster.
The preparation before a broadcast.
The professionalism shown during a tough loss.

People remember those details.

In many ways, trust in this profession is built through repetition. Coaches need to know you will handle things correctly under pressure. Administrators need confidence that you can represent the institution well. Student-athletes need to believe you genuinely care about telling their stories the right way.

Trust is rarely earned through one spectacular moment.

It is earned through hundreds of dependable ones.

The Hidden Work Matters

There are parts of this profession that never make social media.

The late-night stat corrections.
The travel-day graphics built on a laptop in a hotel lobby.
The rewritten recap after a scoring change.
The hours spent helping a student worker learn a process correctly.

That work matters.

The public usually sees the finished product. What they do not see is the discipline behind it.

And discipline is what sustains excellence when motivation fades.

Anyone can be fully engaged when the team is winning. The challenge is maintaining the same standard during losing streaks, staffing shortages, weather delays, or difficult seasons.

That is where professionalism shows itself.

The Impact You Don’t Always See Coming

Over the last 24 hours, I found out that three of my former student-athletes have earned doctoral degrees.

That kind of news has a way of stopping you in your tracks.

One of them was also a former student worker of mine at Pacific University. Her path is one that continues to stay with me. She originally came to college to compete in one sport, but ended up transitioning to another. During that period of change, she made the decision to work in our athletic communications office—not just as a source of income, but as a way to build skills she knew would serve her beyond athletics.

She is now a veterinarian.

Her journey is a reminder that the roles we play in college athletics often extend far beyond the field, court, or office. Sometimes we are simply a small part of a much larger trajectory.

I am proud of all my former student workers. Recently, I reached out to many of them, and those conversations have been deeply meaningful. I plan to begin introducing some of them—as well as members of my broader network—more intentionally through this space moving forward.

We all have a story. And I am grateful for how many people have continued to invest in mine, even in ways I do not always immediately recognize.

Young Professionals: Don’t Rush the Foundation

For younger professionals entering the industry, there can be pressure to “arrive” quickly.

Everyone wants the bigger title.
The higher division.
The larger platform.

Ambition is healthy. But don’t overlook the importance of mastering the fundamentals first.

The professionals who grow the fastest long term are often the ones who first become dependable.

Can people trust your work?
Can they trust your communication?
Can they trust your preparation?
Can they trust your attitude during stressful moments?

Those questions matter far more than follower counts.

The strongest careers are usually built brick by brick—not viral post by viral post.

Leadership Is Often Quiet

Leadership in athletic communications is not always visible.

Sometimes leadership is simply being steady.

Being the calm person during a chaotic gameday.
Being prepared before everyone else arrives.
Being willing to help another department without needing recognition.

Culture inside an athletic department is shaped by those daily behaviors.

Over time, people begin to mirror the standards that are consistently demonstrated around them.

That is why consistency is not just a work habit—it is leadership.

Final Thought

In a profession built around highlights, never underestimate the value of becoming someone others can consistently rely on.

Because long after people forget a graphic or a final score, they will remember whether they could trust you when it mattered most.

We all have a story—and I am thankful for the way so many continue to be invested in mine.

---

Developing Leadership Qualities at Any Stage of Your Career (November 14, 2025)

Leadership isn’t tied to a job title; it’s a behavior pattern — the ability to influence, support, and inspire others toward shared goals. Even early-career professionals can practice leadership daily.

Start by redefining leadership for yourself. It might mean taking initiative, mentoring peers, or improving processes. Think about times you’ve stepped up to solve a problem, guided a teammate, or voiced an idea others hesitated to share. Those are leadership moments.

Great leaders share three core traits: vision, empathy, and accountability.

• Vision gives direction — seeing what could be improved or achieved.

• Empathy builds trust — understanding and supporting others.

• Accountability earns respect — following through even when it’s hard.

Reflect on which of these comes naturally to you and which you could strengthen.

Leadership development doesn’t require authority; it requires practice. Volunteer to lead a project, facilitate meetings, or mentor newcomers. These experiences show future employers that you act like a leader before being given the title.

Action Steps:

• Write a “Personal Leadership Philosophy” — a short statement on how you aim to lead and why.

• Ask peers for feedback on your collaborative or decision-making style.

• Identify one leadership skill to develop (e.g., delegation, communication) and create a 30-day plan to improve it.

The best leaders start by leading themselves — through clarity, consistency, and care.

Emotional Stamina in Mentorship (September 26, 2025)

On Tuesday, I heard a new term, "EMOTIONAL STAMINA." I immediately started to read as much as I could for the next hour. I wanted to share with you, the readers / the followers of my blog about it and how it relates to mentorship. Emotional stamina is the ability to remain steady, patient, and resilient throughout the ups and downs of another person’s growth journey. In mentorship, this quality is what separates one-time advice from long-term transformation.

Mentorship is often celebrated for wisdom shared, opportunities opened, and confidence built. But behind every impactful mentoring relationship is something less visible yet deeply powerful: emotional stamina.

Why Emotional Stamina Matters in Mentorship

Growth is never linear. Mentees face setbacks, frustrations, self-doubt, and even long stretches where progress feels invisible. Without emotional stamina, a mentor risks withdrawing, becoming impatient, or projecting their own stress onto the relationship. With it, they remain a calm and dependable presence, giving the mentee the stability they need to keep moving forward.

---

Key Traits of Emotionally Strong Mentors

1. Consistency Over Time
   A mentor who shows up regularly provides grounding, especially when circumstances feel unpredictable. Reliability builds trust.

2. Balanced Guidance
   Rather than reacting impulsively or offering quick fixes, mentors with stamina help mentees think critically, weigh options, and take ownership of decisions.

3. Resilience Modeling
   By sharing personal stories of setbacks, mentors show that challenges aren’t signs of failure but stepping stones toward growth.

4. Encouragement with Honesty
   Emotional stamina allows mentors to deliver constructive feedback with care—supporting the mentee while still holding them accountable.

5. Energy Management
   Stamina includes self-regulation. Mentors who protect their own energy avoid burnout and remain fully present in the relationship.

---

The Ripple Effect on Mentees

When mentors embody emotional stamina, mentees not only gain skills and knowledge but also learn how to handle adversity themselves. They see resilience in action, understand that progress takes time, and develop confidence in navigating challenges independently.

---

Conclusion

Mentorship is not just about what is taught—it’s about what is demonstrated. Emotional stamina ensures that the relationship remains supportive, sustainable, and impactful. In the long run, this steady force shapes mentees into not only better professionals but also more resilient human beings.

Ways to Find Values as Mentee in a Mentor (September 23, 2025)

Continuing the discussion from Monday as we wrap up the focus on mentorship in the momth of September, I wanted to address one of the most important aspect of a mentor - mentee relationship - values. In my opinion, values are the guiding principles, beliefs, and standards that shape how a person thinks, makes decisions, and lives their life. They act as an internal compass that influences priorities, behaviors, and long-term goals.

Pitfalls of Mentorship (September 19, 2025)

 mentorship can be transformative, but it’s not always smooth. Here are some common pitfalls of mentorship to be aware of:

1. Mismatch in Expectations

• The mentee may expect career advancement or networking opportunities the mentor isn’t able to provide.

• The mentor might expect more deference, commitment, or gratitude than the mentee is ready to give.
  ➡️ Clear communication upfront helps prevent disappointment.

2. Overdependence

• A mentee may rely too heavily on the mentor for decisions instead of developing independence.

• This can stall growth and create burnout for the mentor.

3. Lack of Boundaries

• Mentorship can blur into friendship, which isn’t always bad, but can cause awkwardness if criticism or accountability is needed.

• Time boundaries matter too—mentorship shouldn’t feel like an endless drain.

4. Stagnation

• If the mentor’s advice is outdated or the mentee outgrows the relationship, sticking with it too long can limit growth.

• Sometimes mentors unintentionally project their own career path instead of helping the mentee shape their unique trajectory.

5. Conflicting Agendas

• A mentor might steer advice toward what worked for them, not what’s best for the mentee.

• Or they might see the mentee as a way to boost their own reputation rather than genuinely supporting them.

6. Poor Communication

• Infrequent check-ins, vague advice, or a lack of honest feedback can weaken the relationship.

• Sometimes mentors avoid tough truths to “be nice,” which actually holds mentees back.

7. Power Imbalances

• If a mentor is also a boss or gatekeeper, the mentee may feel pressured to agree rather than challenge ideas.

• This can silence authentic growth and reflection.

8. Lack of Commitment

• Mentorship takes effort on both sides. If one party isn’t invested—whether it’s showing up, following through, or preparing—it quickly loses value.

---

✅ The takeaway: Mentorship works best when both mentor and mentee establish clear expectations, open communication, and mutual respect—and accept that it’s okay for the relationship to evolve or even end when it has run its course.

Here are some best practices to avoid these pitfalls so you have a kind of "mentor/mentee checklist"?

Being a Mentee as a Job Seeker (September 18, 2025)

I have the privilege of serving as both a mentor and a mentee, experiences that have shaped how I approach supporting others in their career journeys. Much of my time is dedicated to working with job seekers, and this blog reflects my ongoing commitment to helping individuals navigate the challenges of employment and career growth.

Today, I want to focus on a topic that is especially meaningful to me: being a mentee as a job seeker. During seasons of unemployment in my own career, I relied heavily on the guidance and encouragement of mentors. Their support was instrumental in my success. Just as I emphasized yesterday the importance of the mentor’s role, it is equally essential to recognize the mentee’s responsibility in the success equation. 

Being a Mentee as a Job Seeker

Searching for a job can feel like standing at the edge of a forest with no clear path forward. The process is filled with resumes, applications, interviews, and—more often than not—silence from potential employers. But here’s the good news: you don’t have to walk through that forest alone.

As a job seeker, one of the most powerful tools you can use is mentorship. Being a mentee isn’t just about asking questions or getting advice—it’s about intentionally learning, growing, and leaning on someone who has already walked the path you’re stepping into.

---

Why Mentorship Matters During the Job Hunt

A mentor provides more than just career tips; they bring clarity, perspective, and encouragement at moments when you need them most.

Take Jordan, a recent college graduate who was struggling to land interviews. His resume was solid, but he wasn’t getting noticed. After connecting with a mentor in his field, Jordan learned that his application materials were too generic. With his mentor’s help, he rewrote his resume to highlight specific skills that matched job descriptions. Within a month, Jordan had three interviews lined up.

Jordan’s story shows how a mentor can help you see what you’re missing. Where you may feel stuck, a mentor often sees opportunity.

---

How to Be an Effective Mentee as a Job Seeker

Being a mentee isn’t passive—it’s active. Here’s how you can make the most of mentorship while searching for a job:

1. Be Proactive
   Don’t wait for your mentor to chase you down. Show initiative by coming prepared with questions: “Can you review my LinkedIn profile?” or “How can I improve my interview answers?”

2. Listen and Apply Advice
   A mentee who listens but doesn’t act quickly loses trust. Sophia, for example, used her mentor’s networking advice to reach out to three professionals on LinkedIn. One of those connections turned into a referral that eventually landed her an interview.

3. Respect Their Time
   Mentors are busy. Schedule meetings thoughtfully, be punctual, and keep your updates focused. Respect builds trust, and trust builds opportunity.

4. Show Gratitude
   Mentorship thrives on appreciation. A simple “thank you” email after each meeting—or sharing how their advice helped—reinforces the relationship.

5. Set Clear Goals
   A mentor can’t help you if you don’t know what you want. Be specific: “I want to break into sports communication” or “I need help preparing for behavioral interviews.” Clear goals give mentors direction.

---

Turning Mentorship Into Opportunity

Mentorship works best when it’s a two-way street. While you’re learning, your growth also energizes your mentor. Many mentors take pride in seeing their mentees succeed.

One job seeker I worked with, Marcus, regularly updated his mentor on progress—whether it was a rejection email, a networking call, or a final-round interview. That consistency built such a strong bond that when his mentor heard about an unposted job opening, Marcus was the first name recommended. He got the job.

That’s the power of being a great mentee: not just receiving advice, but cultivating trust and partnership.

---

Final Thought

Being a job seeker is tough, but being a mentee gives you an advantage. With the right mentor, you’ll gain clarity, expand your network, and build the confidence to pursue opportunities you might not have imagined on your own.

Remember: mentorship isn’t about shortcuts—it’s about shared wisdom. As a mentee, your role is to listen, act, and grow. If you do that, you’ll not only find a job—you’ll build relationships that can last throughout your career.

Using Mentorship as a Job Seeker (September 17, 2025)

In addition to serving on the College Sports Communicators Advocacy Committee, I have served since 2000 on the Job Seeker Committee (now known as the Career Services Committee). I thought as part of my month-long series on mentorship that I would talk on how to use mentorship as a job seeker.

Searching for a job can feel overwhelming, but you don’t have to go through it alone. A mentor can be an invaluable resource, offering guidance, encouragement, and connections as you navigate the job market. Here are a few ways to leverage mentorship as a job seeker:

1. Gain Clarity on Career Goals

A mentor can help you sort through your interests, strengths, and experiences to identify what kind of role or industry fits best. Their outside perspective may uncover opportunities you hadn’t considered.

2. Strengthen Your Application Materials

Mentors often have hiring or leadership experience. They can review your résumé, cover letter, or portfolio and offer honest feedback to make your application stand out.

3. Practice Interviewing

Mock interviews with a mentor give you a safe space to practice answering tough questions and receive constructive feedback. This builds confidence before the real thing.

4. Expand Your Network

Mentors can connect you with people in their professional circles. A warm introduction often opens doors that cold applications cannot.

5. Learn the Unwritten Rules

Beyond skills and qualifications, every field has unwritten expectations—professional etiquette, workplace culture, and growth pathways. A mentor can provide insights you won’t find in job postings.

6. Stay Accountable and Encouraged

The job search can be discouraging. A mentor helps you stay on track with applications, celebrates progress, and provides motivation when the process feels slow.

Final Thought

As a job seeker, mentorship is more than just advice—it’s a partnership that equips you with tools, confidence, and connections to reach your next opportunity. By being proactive, open, and committed, you can turn mentorship into a powerful asset in your career journey.

---

Establishing Values as a Mentee in a Mentorship (September 16, 2025)

Mentorship is a powerful tool for personal and professional growth. While mentors often set the tone for guidance, the mentee also plays a crucial role in shaping the relationship. One of the most effective ways for a mentee to contribute is by establishing and living by core values. These values not only guide your own journey but also strengthen the foundation of your mentorship.

Why Values Matter for Mentees

As a mentee, your values determine how you show up, how you engage, and how much you grow. Clear values help you:

• Communicate Expectations – Being open about what matters to you helps your mentor understand how best to support you.

• Stay Grounded – When challenges arise, values serve as an anchor for your decisions.

• Earn Trust – Demonstrating consistency in your actions builds confidence with your mentor.

Core Values to Embrace

While each mentee will define values differently, here are a few that often shape strong mentorships:

• Curiosity – Approach each interaction with openness and a willingness to learn.

• Accountability – Take ownership of your goals, progress, and actions.

• Respect – Value your mentor’s time, insights, and experiences.

• Honesty – Share your struggles and aspirations openly, even when it feels vulnerable.

Putting Values Into Action

Establishing values means more than writing them down—it’s about living them out in your mentorship:

• Show Curiosity by preparing thoughtful questions before meetings.

• Practice Accountability by following through on action steps and reporting back.

• Demonstrate Respect by being punctual and engaged during conversations.

• Model Honesty by being transparent about challenges or uncertainties.

Growing Through Reflection

Check in with yourself regularly: Am I living up to my values as a mentee? Are there areas where I could be more consistent? Reflection helps you stay aligned and gives your mentor insight into your growth journey.

The Bigger Picture

By establishing and living out your values as a mentee, you set the tone for a purposeful mentorship. You show your mentor that you are committed, intentional, and ready to grow—not just in your career, but as a person. When values lead the way, mentorship becomes more than guidance; it becomes transformation.

Establishing Core Values in a Mentor Relationship (September 15, 2025)

 A strong mentorship doesn’t just happen—it’s built on a foundation of intentional choices, mutual understanding, and shared principles. One of the most effective ways to create a meaningful and lasting mentorship is by establishing core values at the start of the relationship. Values serve as the compass that guides both the mentor and the mentee through conversations, challenges, and growth.

Why Core Values Matter

Core values are the beliefs and principles that shape how we act, think, and relate to others. In mentorship, values matter because they:

• Create Alignment – When mentor and mentee share values, they can move toward goals with clarity and purpose.

• Build Trust – Knowing that both sides are committed to the same standards fosters openness and respect.

• Provide Direction – Values serve as guardrails when difficult decisions or conversations arise.

Identifying Shared Values

The first step in establishing values in a mentor relationship is simply talking about them. A mentor might ask:

• What do you value most in your personal and professional life?

• How do you define success?

• Which qualities do you admire in others?

These conversations help uncover alignment on values like integrity, accountability, curiosity, perseverance, and respect. Even when values differ, the dialogue itself strengthens the relationship.

Living Out the Values

It’s not enough to name values—they must be demonstrated consistently. For example:

• Integrity means keeping commitments, being honest about challenges, and modeling ethical decision-making.

• Respect shows up in active listening, valuing each other’s perspectives, and honoring boundaries.

• Curiosity thrives when both mentor and mentee ask questions, share experiences, and seek new perspectives.

By embodying values in action, mentorship moves from theory to practice.

Revisiting and Reinforcing Values

As the relationship grows, so should the conversation about values. Regular check-ins help ensure both mentor and mentee feel supported and aligned. It’s also a chance to reflect: Are we living the values we agreed upon? Do new priorities call for adding or reshaping our shared values?

The Lasting Impact

When mentorship is rooted in core values, it becomes more than advice or guidance—it becomes a partnership that shapes character, builds confidence, and prepares both individuals to lead with purpose. Establishing and living by values ensures that the impact of mentorship extends well beyond the relationship itself.

Building Mutual Respect and Trust in Mentorship (September 12, 2025)

Building Mutual Respect and Trust in Mentorship

Mentorship thrives when it’s built on a strong foundation of mutual respect and trust. These qualities don’t just happen—they are intentionally cultivated through consistent actions, open communication, and a shared commitment to growth.

1. Set Clear Expectations
From the very beginning, mentors and mentees should take time to define goals, outline boundaries, and agree on communication preferences. This clarity helps avoid misunderstandings and sets the tone for a relationship rooted in respect.

2. Be Consistent and Reliable
Trust grows when both sides can count on one another. Showing up on time, following through on commitments, and being fully present during conversations signals reliability and care. Consistency builds confidence in the relationship.

3. Practice Active Listening
Respect is shown by truly listening. Instead of rushing to provide solutions or advice, both mentor and mentee should give their full attention, ask thoughtful questions, and validate each other’s perspectives. Active listening creates an environment where both feel valued.

4. Foster Openness and Honesty
Authenticity builds trust. By sharing both successes and struggles, mentors model vulnerability, and mentees learn that growth comes from honesty. Constructive feedback, delivered with care, strengthens trust rather than weakening it.

5. Value Each Other’s Perspectives
A mentorship isn’t one-sided. Mentors bring experience and guidance, but mentees contribute curiosity, creativity, and fresh insights. Recognizing the unique value each person brings creates balance and mutual respect.

6. Maintain Confidentiality
Trust requires safety. When personal challenges or professional goals are shared, keeping those conversations private reassures both parties that they are in a protected space.

7. Celebrate Progress Together
Acknowledging milestones, whether small or large, reinforces appreciation and respect. Celebrations remind both mentor and mentee that growth is happening and that the journey is worth it.

At its core, mentorship is not just about advice—it’s about connection. When respect and trust are intentionally nurtured, mentorship becomes more than a partnership; it becomes a transformative relationship that empowers both mentor and mentee to grow.

✨ Call to Action: Think about your own mentorship experiences—whether as a mentor or mentee. How did respect and trust shape the relationship? Share your story, or take the first step today to build these qualities in your current mentorship journey.

Part II: Unlocking Growth Opportunities for Mentors in Mentorship (September 10, 2025)

Part II: Unlocking Growth Opportunities for Mentors in Mentorship

Mentorship is often described as a gift to the mentee—a chance to gain knowledge, guidance, and perspective. But what is sometimes overlooked is the immense value that mentorship brings to the mentor as well. Far from being a one-way exchange, mentorship is a two-sided relationship that challenges, inspires, and transforms both participants. For mentors, the journey offers countless opportunities for growth, renewal, and fulfillment.

---

1. Strengthening Leadership and Coaching Skills

Mentorship requires mentors to guide without dictating, to support while challenging, and to adapt to the unique needs of the mentee. This process sharpens their leadership style, hones their coaching abilities, and builds patience. In guiding others, mentors become stronger, more flexible leaders themselves.

---

2. Enhancing Communication and Emotional Intelligence

Explaining complex concepts in clear, relatable terms pushes mentors to refine their communication. Providing constructive feedback strengthens their ability to handle sensitive conversations. Most importantly, seeing situations through the mentee’s perspective deepens empathy and emotional intelligence, two cornerstones of effective leadership.

---

3. Gaining Fresh Perspectives and Ideas

Mentees bring curiosity, creativity, and generational insights that keep mentors connected to evolving trends and innovations. This exchange of ideas prevents stagnation, sparks fresh thinking, and ensures that mentors remain adaptable and relevant in their own fields.

---

4. Fostering Reflection and Self-Awareness

Articulating experiences and lessons for a mentee often prompts mentors to reflect on their own journey. In doing so, they may discover blind spots or areas for growth they hadn’t recognized. This reflection builds self-awareness and helps mentors reconnect with their own values and motivations.

---

5. Building Legacy and Purpose

For many mentors, the most fulfilling aspect of mentorship is the opportunity to give back. By investing in a mentee’s success, they contribute to the growth of the next generation. This sense of legacy creates deep meaning, as mentors see their influence ripple outward in ways that extend far beyond themselves.

---

6. Expanding Networks and Opportunities

Mentorship is not only about sharing connections—it can also broaden the mentor’s own network. Through mentees, mentors are introduced to new people, new ideas, and even new professional opportunities. The relationship itself strengthens community and reinforces the power of collaboration.

---

7. Cultivating Patience and Resilience

Growth takes time, and mentors are reminded of this as they watch their mentees navigate challenges. Supporting someone through ups and downs requires patience and steadiness. In turn, this process cultivates resilience and reinforces the mentor’s ability to lead with calm persistence.

---

8. Experiencing Personal Fulfillment and Joy

Perhaps most importantly, mentorship brings joy. Watching a mentee succeed is deeply rewarding. The process often rekindles passion and reminds mentors of why they chose their own path in the first place. That sense of energy and fulfillment can inspire mentors to continue growing, learning, and leading with purpose.

---

The Bigger Picture

For mentors, mentorship is not just an act of giving—it is an act of growing. The relationship sharpens leadership, broadens perspective, expands networks, and creates lasting purpose. It offers the chance to rediscover passion, deepen empathy, and leave a legacy.

In the end, mentorship is transformative for both parties. Just as mentees emerge more confident, skilled, and resilient, mentors walk away more self-aware, inspired, and fulfilled. It is this mutual transformation that makes mentorship such a powerful force for growth.

Part I: Unlocking Growth Opportunities for Mentees in Mentorship (September 9, 2025)

Part I: Unlocking Growth Opportunities for Mentors in Mentorship 

This month of September, I have committed time Mentorship is often seen as a guiding relationship, but for a mentee, it is far more than receiving advice or instruction. It is an opportunity to accelerate personal and professional growth in ways that are transformative, lasting, and deeply impactful. When fully embraced, mentorship becomes a launchpad for confidence, skills, and long-term success. Let’s take a closer look at the many growth opportunities available to mentees in mentorship.

---

1. Skill Acquisition and Application

One of the most direct benefits of mentorship is the ability to gain both hard and soft skills. From technical expertise to leadership, communication, and emotional intelligence, mentees are exposed to the tools needed for success. What makes this growth unique is the opportunity to apply these skills in real-world contexts with the guidance of a mentor, bridging the gap between theory and practice.

---

2. Building Confidence and Self-Efficacy

A mentor’s encouragement and constructive feedback help mentees develop trust in their own abilities. By navigating challenges with support, mentees learn to overcome self-doubt and gain the courage to step into leadership roles or tackle difficult situations. This growing sense of self-efficacy becomes a foundation for bold decision-making.

---

3. Clarity of Purpose and Direction

Mentorship sharpens a mentee’s vision of the future. With a mentor’s insight, mentees can better define their “why”—their values, mission, and goals. This clarity leads to intentional choices, helping them map out career pathways or personal growth journeys they may not have otherwise considered.

---

4. Expanding Networks and Social Capital

A mentor often opens doors to connections, opportunities, and experiences outside the mentee’s immediate circle. More importantly, mentees learn how to build and maintain professional relationships strategically. This expanded network creates opportunities for advancement and collaboration that can last a lifetime.

---

5. Developing Problem-Solving and Critical Thinking

Mentors don’t hand over answers; they provide frameworks and perspectives for tackling challenges. Through this process, mentees learn structured approaches to problem-solving and develop resilience when faced with setbacks. The ability to think critically and creatively in complex situations becomes one of the mentee’s strongest assets.

---

6. Shaping Professional Identity

As mentees grow, they begin to see themselves not only as learners but as contributors. Mentorship helps them refine their values, ethics, and leadership style. Over time, they move from asking, “What can I learn?” to “What can I contribute?”—a key shift in professional identity.

---

7. Practicing Accountability and Discipline

Regular mentorship check-ins instill accountability. By setting measurable goals and reporting progress, mentees develop habits of consistency and responsibility. This practice extends beyond the mentorship relationship, shaping how they approach commitments in their careers and personal lives.

---

8. Building Resilience and Adaptability

Mentors often share not just their successes but their failures. These stories help mentees understand that setbacks are not roadblocks but opportunities for growth. With this perspective, mentees build resilience and adaptability, essential qualities in a world that is constantly changing.

---

The Bigger Picture

For mentees, mentorship is not a passive experience. It is a journey of growth marked by skill-building, confidence, purpose, and resilience. It transforms them into more capable, connected, and intentional individuals prepared for leadership and lifelong success.

Mentorship, at its best, is a mutual partnership. Yet for the mentee, the opportunities for growth are boundless—limited only by their willingness to learn, apply, and rise to the challenges placed before them.

Getting Involved in Your Campus Community as an Employee (August 15, 2025)

Later today, I am going to be speaking to the students in a sports communication class at Spartanburg Methodist College. This past weekend, I was a part of the campus community that helped incoming freshman move in. Being part of a college or university isn’t just about the job description—it’s about contributing to the life and spirit of the campus. Getting involved can enrich your work experience, strengthen relationships, and create a sense of belonging.

Ways to get involved:

• Join campus committees or task forces — Share your expertise in shaping policies, programs, and campus culture.

• Support campus events — Attend athletic games, theatre productions, lectures, and student showcases to show school spirit.

• Volunteer with student organizations — Serve as an advisor, mentor, or resource for clubs and student initiatives.

• Participate in professional development — Take advantage of workshops, trainings, and conferences offered through the institution.

• Engage in community service — Join campus-led outreach projects that connect the institution with the local community.

• Be visible and approachable — Take time to connect with students and colleagues outside of your immediate role.

When employees engage in the campus community, they help create a more vibrant, supportive, and connected environment—making the institution a better place for everyone.

Getting Involved in Your Professional Organization (August 13, 2025)

I recently renewed my membership in College Sports Communicators (CSC). This membership has afforded me an abundance of opportunities—both personally and professionally. It was through CSC that I learned about my first opportunity beyond my campus: a volunteer position at the 1996 Summer Olympics in Atlanta, Georgia.

On a personal note, CSC has introduced me to many of my closest friends—some of whom were there on one of the biggest days of my life: my wedding. Long-time College Sports Communicators member Roy Pickerill refers to those in the CSC organization as a family. I agree wholeheartedly.

If you’ve come across my blog and are wondering what getting involved means, I thought I would share some of my thoughts with you.

If you want to grow your career in sports communications, few investments pay off like active involvement in College Sports Communicators. CSC isn’t just a membership—it’s a network of peers who understand the unique challenges of our profession and are eager to share solutions, ideas, and opportunities.

Ways to get involved:

• Join a committee — From awards to education to advocacy, there’s a place to share your skills and learn new ones. More on this to come in my next blog.

• Attend conferences and webinars — Stay ahead of trends while making face-to-face connections that can last a lifetime.

• Volunteer for projects — Small contributions can have big impacts on the profession while raising your visibility.

• Share your expertise — Whether presenting at a session or writing an article, your experience can help others grow.

When you’re active in CSC, you’re not just improving your own career—you’re strengthening the profession for everyone.

Because in college sports communications, the best work happens when we connect, collaborate, and elevate each other.

Networking within your organization (August 8, 2025)

As I mentioned yesterday, I talked about how important it is to network outside your industry. At my employer, it’s pretty well known that my connection goes all the way back to my college days. I actually met a co-worker on my very first day of college, who also happened to be the best man at my wedding! Over the course of my nine jobs in college athletics, I’ve worked with lots of athletic administrators, staff, support people, and coaches—many of whom have moved on to other opportunities. Being intentional about networking has really helped me, both personally and professionally.

Networking within your organization means building relationships with colleagues across different teams, levels, and departments to boost collaboration, increase your visibility, and support your career growth. Today, I want to dive into why networking within your own employer matters so much.

Here’s how you can do it effectively:

1. Start with your immediate team: Build strong connections with those you work with daily to establish trust and a solid reputation.

2. Attend internal events: Join company meetings, social gatherings, training sessions, or cross-departmental projects to meet people outside your team.

3. Seek out mentors and sponsors: Identify leaders or experienced colleagues who can offer guidance and advocate for you.

4. Volunteer for committees or special projects: This exposes you to diverse groups and demonstrates initiative.

5. Schedule one-on-one coffee chats: Reach out to colleagues in other departments to learn about their roles and share your own.

6. Use internal communication platforms: Engage in company chats, forums, or social networks to contribute ideas and stay visible.

7. Offer help and share knowledge: Being a resource to others builds goodwill and encourages reciprocity.

Effective internal networking helps you understand the bigger picture, discover opportunities, and build allies for your career growth. 

Welcome Back...

"Accept no one's definition of your life, define yourself." – Robert Frost

• Article of Interest - "If It Doesn’t Suck, It’s Not Worth Doing" •

For those of you, who are in transition, either personally or professionally, this quote is dedicated to you. Knowing yourself is one of the hardest lessons to acquire in life. Regardless of your age or stage of your life, there is bound to be some definition. Personally, I have had setbacks in my own journey that could have took me away from my goals and my aspirations. But, I went back to what I had defined myself and that is when I started to learn more about being SET - strategic; engaged; teamwork. The process of being strategic is something that I want to continue to learn but to also share. I recently read and agree that in the absence of being strategic makes people question their own goals and objectives to both themselves and to their organization. As a strategic communicator, how am I contributing to my organization and its goals as well as my own. The Merriam-Webster Dictionary definition says this about strategic, "useful or important in achieving a plan or strategy."As I continue to assess myself and share through this blog, I hope that you can find the reason to start on a plan. The plan to be strategic is built on the foundation of accountability and responsibility. As we start to head into 2017 and today being "Election Day,", what are doing in our personal time to be more strategic. What types of plans are we making? Are we making that one step forward towards our ambitions.I am going to start to put at the end of each blog, some job leads but I put out the disclaimer that I am doing this as a service to the job seeker and if you are a job holder and would like me to add it here, just e-mail it to me.

Welcome...

November 1, 2016

In June 2016, I launched my personal brand of SET (Strategic • Engaged • Teamwork) in conjunction with my permanent job as the Sports Information Director at LeTourneau University, a NCAA Division III institution in Longview, Texas.

Since launching the brand, I have relocated to Pacific University (www.goboxers.com | www.pacificu.edu) and with a new job as the Sports Information Director, a NCAA Division III institution in Forest Grove, Oregon.

This is my career map for those, who are new to this blog.

Dates: 1994-1997 

Employer: Columbus State Community College

Title: Assistant to the Athletic Director

Date: Summer 1996 

Employer: Atlanta Committee for the Olympic Games

Title: Sports Information Center Volunteer

Dates: 1997-1999

Employer: University of Toledo

Title: Sports Information Student Intern

Dates: 1999-2000

Employer: Naval Academy Athletic Association

Title: Sports Information Intern

Dates: 2000-01

Employer: Indiana University

Title: Staff Assistant in Media Relations Office

Dates: 2001-03

Employer: Indiana State University

Title: Assistant Athletic Media Relations Director

Dates: 2003-06

Employer: Florida International University

Title: Media Relations Coordinator

Dates: 2006-10

Employer: Texas A&M University-Commerce

Title: Sports Information Director

Dates: 2010-12

Employer: University of Wisconsin-Platteville

Title: Sports Information Director

Dates: 2013-16

Employer: LeTourneau University

Title: Sports Information Director

Dates: 2016-present

Employer: Pacific University

Title: Sports Information Director

•• This is a relaunch to my blog, where I will pass along job leads, job networking and seeking advice from various entities as well as my personal experiences. ••

As you begin to decide, whether or not to bookmark this blog or not, consider what it means to be SET

Strategic - relating to the identification of long-term or overall aims and interests and the means of achieving them.

Engaged - to occupy the attention or efforts of (a person or persons); to secure for aid, employment, use, etc.; hire

Teamwork - the combined action of a group of people, when effective and efficient.

Let's Get SET and make a difference, one task; one day at a time.

Find me on Instagram: @DKambel
Find me on Twitter: @DannyKambel
 Follow the Hashtag conversation: #GetSET

Wind Beneath My Wings

The lyrics to Wind Beneath My Wings by Bette Midler proved to be the ultimate end to the eulogy that I gave when my father passed away on October 1, 2009.

Did you ever know that you're my hero You're everything I wish I could be. I could fly higher than an eagle, 'cause you are the wind beneath my wings. The reason I bring this up is in advance of Father's Day to reiterate the importance of having a mentor. A mentor by my definition is someone who will be brutal honest and not hold any punches back to see you accomplish what you set out to achieve. You can have a mentor for your personal life but you can have one for your professional life. I'm thankful for the impact that my mentors have had in my life including my father, who has left a lasting imprint and legacy with me. Wikipedia defines mentorship as:  Mentorship is a personal developmental relationship in which a more experienced or more knowledgeable person helps to guide a less experienced or less knowledgeable person. The mentor may be older or younger, but have a certain area of expertise. I recently attended the 2015 CoSIDA/NACDA/NACMA Convention and twice during the convention I was able to visit with job seekers. First, it was in my role on the job seekers committee on CoSIDA that I was able to impart my wisdom with the assembled individuals, who had came to the convention for a possible opportunity in sports information. The other time came, in partnership with Kristi Dosh, I met with some individuals to assist with various areas such as cover letter, resume and/or mock interviews.  Regardless of the situation and location, it was always important to communicate the impact of mentorship. Both NACMA and CoSIDA have formal mentorship programs, I'll be posting in the upcoming days on how to get involved with each.