Unlocking Youth Leadership Potential: Applying the Mentor Mindset in Prevention Work
- mrkaser
- Apr 16
- 2 min read
In the world of youth leadership and prevention programming, we often ask: How do we effectively motivate young people to lead with purpose, stay engaged, and grow into the changemakers our communities need? The answer, as outlined in David Yeager’s powerful book 10 to 25: The Science of Motivating Young People, may lie in a simple but transformative shift: adopting the mentor mindset.
As adults supporting youth, whether through advisory councils, SADD chapters, or other prevention efforts, we often wear many hats: facilitator, organizer, and even cheerleader. However, the most impactful role we can take is that of mentor, not manager. Yeager’s research-backed framework gives us tools to inspire youth from the inside out—by affirming their purpose, autonomy, and potential.
What Is the Mentor Mindset?
According to Yeager, the mentor mindset is rooted in three fundamental beliefs:
Young people want to grow.
They want to be seen as capable and valuable.
They want to matter.
When adults adopt this mindset, we stop trying to “fix” or “control” young people and instead focus on how to guide, support, and affirm them. It’s not about lowering expectations—it’s about raising belief.
This shift changes everything.
Applying the Science: Strategies That Work
Yeager’s research reveals practical, brain-based insights for adult allies. Here’s how you can apply them in your work with youth advisory councils or prevention programs:
Emphasize Purpose: Instead of starting with rules or expectations, start with why. Help youth leaders connect their efforts to something bigger than themselves—reducing underage drinking, promoting mental wellness, or building safer school cultures. Purpose fuels persistence.
Support Growth, Not Perfection: Young leaders need room to try, fail, and try again. When giving feedback, adopt a “not yet” mindset. Affirm effort and improvement over innate ability. Growth mindset language matters.
Validate Identity: Adolescents constantly ask themselves, Who am I? Do I matter? The way we respond shapes their self-concept. Use identity-affirming feedback. Say things like, “This is exactly the kind of leadership our community needs,” or “You’re someone others can look up to.”
Provide Meaningful Autonomy: Invite youth into decision-making. Give them actual roles and responsibilities. Ask questions instead of giving answers. When students feel ownership, engagement skyrockets.
Normalize Struggle: Let youth know that leadership is challenging—and that struggle doesn’t mean they don’t belong. Share your own growth stories. Reinforce that setbacks are part of the process.
Real Influence on Prevention Work
When youth feel believed in, they show up differently. In SADD, I’ve seen students rise to meet challenges, develop innovative campaigns, and mentor peers—because an adult believed they could. Advisory councils, chapters, and clubs flourish when young people feel seen as partners, not just participants.
Prevention is not just about programming—it’s about people. The mentor mindset honors this truth by prioritizing relationships, agency, and belief in potential.
A Call to Action
If you work with youth in any capacity—especially in prevention programs, advisory boards, or leadership roles—I encourage you to read 10 to 25 and reflect on how you can bring the mentor mindset into your practice.
Because when we stop managing young people and start mentoring them, we don’t just motivate them.
We unleash them.
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