Ikigai and Moai Principles Offer a Transformative Mentoring Approach

Written by: Angela McGuire | January 2024

Over the past year I have had the privilege of participating in the genesis of a Blues Zones city in the southeastern region of the United States. Blue Zones employs evidence-based solutions to help people live better and longer by making healthier choices easier where people live, work, learn, and play (www.BlueZones.com). Ikigai and Moai are two of the tenets intertwined in the Blue Zones model for living a healthier life.  Though these concepts aren’t specific to mentoring, exploring their relevance to mentoring relationships unveils a unique synergy that fosters personal growth and connection.

Ikigai, often described as the intersection of what you love, what you are good at, what the world needs, and what you can be paid for, serves as a compass for individuals seeking purpose. When applied to mentoring, it becomes a guiding principle for both mentors and mentees, encouraging them to align their passions, skills, and contributions within the mentoring dynamic. Mentors, driven by their Ikigai, can provide more meaningful guidance. By identifying their own purpose and values, mentors can inspire and be a guide to their mentees as they explore their own unique intersections. This alignment facilitates a deeper connection and a more authentic mentoring experience. For mentees, understanding their Ikigai helps them set clear goals and expectations. It empowers them to actively seek mentors whose experiences and values resonate with their own Ikigai. This intentional approach contributes to a mentoring relationship that goes beyond skill development, nurturing personal and professional fulfillment.

Moai is a Japanese term for social support groups which emphasizes the importance of community and shared experiences. In mentoring relationships, Moai principles encourage the formation of supportive networks around the mentor-mentee relationship. This collective support system amplifies the impact of mentoring, providing diverse perspectives and shared wisdom. The research of mentoring scholars like Kathy Kram and Belle Rose Ragins shows the power of developmental networks such as these on mentee growth. Kram and Ragins (2007) encourage those in mentoring relationships to not only take part in developmental networks but to strengthen their value through mutual learning and fostering more connections. Mentors and mentees can engage in group discussions, collaborative projects, and shared learning experiences. This not only enriches the mentoring process but also creates a supportive network that extends beyond individual pairings. By intertwining Ikigai and Moai dynamics in mentoring, a collective sense of purpose emerges. Mentoring relationships go beyond individual journeys but also contribute to a broader community with shared values and goals. This interconnectedness enhances the overall impact, creating a ripple effect of positive influence.

In mentoring relationships, the incorporation of Ikigai and Moai principles offers a transformative approach. Mentors and mentees, driven by their unique purpose, find enhanced meaning and fulfillment in their journey together. As the mentoring landscape evolves, embracing these Japanese concepts can pave the way for more purposeful and connected relationships.

Ragins, B. R. and Kram, K. (2007). The Handbook of Mentoring at Work. Sage Publications, Inc.

Strategizing for Success on Social Media

Getting the word out about your vision and mission out to the world is literally at our fingertips, and while that may seem straightforward…it’s not. There are so many strategies out there and it can be so challenging to figure out where to begin or how to pivot one’s social media strategy. CEO for CME, Lisa Fain, chats with Becky Robinson, creator and host of “The Book Marketing Action Podcast,” about the power of social media and the struggles that come along the way. 

Dismantling Racism: How Mentors Can Create Change Through Allyship: Part 3, Create Space for Feedback

In mentoring, it is essential that we bridge differences between individuals to form more meaningful connections. This can be beneficial for networking, job satisfaction, upward mobility, and general well-being. As a mentor or mentee, you may be different from your mentee in race, religious affiliation, gender, sex, or any other element of your identity. White mentors can develop antiracist behaviors in their personal and professional lives by having an allyship partner on their allyship journey. 

Photo of books stacked on top of each other

For more on how to create an allyship partner, see our last blog post. Today, we add another component to your allyship journey. Much of the work you have done up to this point has probably been internal. You have taken the time to think about your interactions and experiences from your perspective. A good ally seeks and is receptive to feedback from others about their behavior. 

You aren’t growing unless you are receiving feedback. Life experiences, perspective-taking, and feedback have taught me some of the greatest (and hardest lessons). A few years ago, I attended an event on white fragility with a group of friends. Nearly all of us are White, as was most of the audience. One of my Black friends, we’ll call her Makayla, also joined. We were waiting in line for entry to the auditorium when a White man from the crowd began questioning several group members about the premise of white fragility. In initially a curious tone, he did so but started to get more aggressive with his questions. Quickly, all of his questions became targeted towards Makayla. We were all uncomfortable with his line of questioning, yet no one stepped in to assist Makayla as she fielded all of his questions. 

Makayla later told me that this had upset and disappointed her (looking back, it’s pretty apparent why she felt that way). The irony that I was in line for a white fragility talk, and I felt uncomfortable stepping in to assist my friend as she talked to a persistently ignorant white man is not lost on me. What’s more, I didn’t learn about, nor did I realize, how much this had bothered her until nearly a year later. Not only had I failed to practice what I preach, but I had also failed a friend in several ways. I did not help her when she needed help, and I had not opened myself up for feedback from her. Sure, I could talk about racial injustice research, but could I walk the walk when it mattered? If it weren’t for her sharing this story, I would not have realized that I needed to become a more active ally. While I’m glad Makayla was able to share the story, I wished that I would have a.) made myself open for feedback from her sooner, and b.) realized my mistake on my own.  

This story has multiple components we can use to talk about allyship for mentors. How do you know when to step up to support a person of color? How do you ensure that you are open to feedback? How do you seek feedback? How do you respond to feedback?  

Inviting Feedback  

Feedback. Is it me, or does that word suck the life out of you? I’m a person that thrives off of receiving feedback, and I still hate the phrase, “Can I give you some feedback?” In her book, Feedback (and Other Dirty Words), Tamra Chandler reminds us that we are conditioned to automatically tense when we become aware of the potential for receiving feedback. Although negative feedback may not feel good, it can indeed be a gift. When Makayla reminded me of that incident, I drove home with nothing but that event re-playing in my mind. I cringed at the memory, but I needed that feedback to grow. 

Receiving feedback when it comes to your allyship performance is especially difficult. It’s a direct hit to your ego and values, making it some of the most challenging feedback you will ever receive. I encourage you to seek feedback regarding your antiracist behaviors from a trusted allyship partner. By this point, you have spent time building trust, creating boundaries, and getting to know each other. Thus, feedback will feel less harmful from someone you know has your best interest at heart. You may even seek feedback about how you are receiving feedback from their feedback!  

Below are some tips that you can use to prepare yourself for feedback. Practice and discuss these techniques and others with your allyship partner in your next meeting. You may choose to start with general feedback about how the mentoring relationship progresses before addressing allyship behaviors. Practicing receiving and giving feedback with your allyship partner will prepare you for other professional encounters and mentoring relationships.  

As I listened to Makayla’s feedback, I had to remind myself not to plead my case or apologize, listen actively, and plan to reflect and do better next time. Try to pay attention to this as you and your partner give each other feedback.  

When I got home from the conversation with Makayla, I called my allyship partner, another White woman on her own allyship journey. I told her how terrible I felt for hurting my friend, not walking the walk, and not being mindful of my mistake. She listened, and we collaborated on ways for both of us to identify moments when we can amplify voices of color and step into conversations for support.  Your allyship partner will serve as a neutral agent that can help you process the event to extract the most developmental opportunities. 

 Use the feedback as momentum to propel you and your allyship to do better next time. 

The combination of practicing and seeking feedback from like-minded folks will also give you momentum through your allyship journey. Lastly, remember that you are not alone on this journey. By now, you have your allyship partner, continue to use this relationship as a tool for reflection, practice, and discussion. 

Next Post:Amplify Voices of Color 

CME is honored to be named a Top 10 Mentoring Blog  by Feedspot   

Dismantling Racism: How Mentors Can Create Change Through Allyship Part 2, Getting Educated

I’m crafty, which means I’m very good at starting crafts, forgetting, then returning to them years later. In fact, I have a blanket I started for my grandma stuffed away in my closet right now. I pulled it out the other day to find a knotted ball of yarn attached to the blanket’s start. It looked like it was played with by two kittens, a dog, then tossed in the garbage disposal for good measure. Looking at that mass, I was overwhelmed. I needed to find where it was attached to the blanket and work through the tangle of knots just so that I could start knitting the blanket. As I worked through the yarn, I began to pick up on the texture, how the knots form, how hard to pull on the strand, and eventually, I was better able to untangle the ball quickly. 

Photo of books stacked on top of each other
photo of 3 women in front of a laptop pointing at the screen

This knotted ball is allyship. Allyship is a complicated mass of knowledge and behaviors that we have to untangle. It requires that we learn and develop and work through a knotted mass that’s wrapped up with what we know, believe, and how we operate. This requires that we get educated. Starting at the beginning of the knotted ball, you will begin to untangle knots like systemic racism, power, covert racism, and privilege, gaining a longer and longer strand of usable yarn, which you will use to develop allyship. The process may be frustrating, and you may feel like giving up. Some knots will be incredibly hard to get through, while others will be straightforward. But unlike my blanket in the closet, keep working on that ball, so you can develop concrete ally behaviors to support people of color in and outside of the workplace. 

Getting educated is perhaps the most foundational piece of allyship, and it is forever ongoing, and if that sounds exhausting– it is. Thankfully, mentoring can provide you with support and direction as you begin to maneuver through the knots of racism, inequality, and social justice. In our last piece, we talked about the importance of developing an allyship partner and things to consider when selecting this partner. In Bridging Differences for Better Mentoring, authors Lisa Fain and Dr. Lois Zachary identify the three functions of mentoring that we can apply to allyship partnership: 

  • Support 
  • Vision 
  • Challenge  

Leaning on these three functions of mentoring can be the means through which one stays committed to their allyship journey. The following sections will elaborate on the benefits of using mentorship to foster allyship. 


Support  is the management and process of a mentoring relationship (Fain & Zachary, 2019). As you work through allyship materials or engage in other allyship behaviors, ensure you have an excellent connection to lean on when you need advice, support, or comfort. There are many strategies you can utilize. Here are two examples to offer: 

  • Maintain a climate conducive to learning. Most likely, the work you will be doing with your partner will primarily involve learning new material. As such, develop an environment in your partnership that encourages exploration.
  • Create structure and maintain accountability. The main activity that you and your partner should begin with is creating structure and accountability pertaining to allyship. How will you document or discuss any experiences you have at work that required allyship? Who else can you talk to about allyship outside of this relationship?  


The vision is the link that binds you and your allyship partner together. Develop a roadmap for where you’d like to be due to this relationship (e.g., an advocate in the workplace). You can do this by: 

  • Sharing your story.  As allyship partners, you may decide to start by sharing your story concerning how you have experienced race. Where did you grow up? What was it like at your school? Have your political viewpoints shifted? If so, how did this come to be? As you begin to explore your history, you will begin to identify similarities and differences that you can use to flex your allyship muscles by examining the role your personal history has played on your current behaviors and values.
  • Creating future scenarios. Just like any new skill, allyship must be practiced. Ensuring that there is space for co-workers of color will not come naturally to most people. Nor will calling out racist statements or behaviors in the workplace. We encourage allyship partners to practice how they would react in scenarios where they should serve as an ally. 
  • Holding up a proverbial mirror to encourage mentee self-reflection and heightened self-awareness. Reflect on your readings or everyday experiences. You and your partner may use these to determine what allyship looks like for you both. Additionally, remember that you both will fail at serving as an ally at times. Use those instances as opportunities to learn for both you and your allyship partner. 


Challenging each other may be the most pivotal function of an allyship partnership. Much of the material that you will cover may challenge what you have known. Here are three steps:  

  • Suggesting things outside of your comfort zone and providing a safe place for your partner to take risks. Given that you have created a structure and established trust, you and your partner should push each other to explore topics and scenarios outside of the norm. Consider role-playing scenarios that currently make you uncomfortable (e.g., standing up to your superior when making a racist comment). 
  • Presenting opposing viewpoints or perspectives. We are in a very divided time where people will have differing opinions from yours. In your partnership, consider what these perspectives are and how you may respond to views that run counter to allyship principles. 
  • Asking questions that bring past actions into consciousness and promote insights into change. Again, we emphasize reflection. Consider how your past actions have led you to where you are. How would you change?  


A simple Google search can provide you with lists of antiracist materials. Ultimately, it will be up to you and your partner to determine what type of literature you both want to investigate.  

Ask yourself: 

  • What is our previous exposure to antiracist literature? 
  • How strong is our collective understanding of history? 
  • Do we have the same religious/value system? (e.g., Should we utilize a Christian lens to approach antiracism?)
  • Am I educating myself with diverse voices or just authors with the same identity as myself?  

Recognize that the foundation of allyship is understanding oppression, privilege, systemic racism, power, and white fragility. As you learn more, you might decide to discuss your learning with your mentoring partner (See note below for an important caveat). Here are three resources that might be helpful:    

  • Me and White Supremacy originated as a 28-day Instagram Challenge from Layla F. Saad. Mentoring pairs may choose to work through the challenge together, process the material, and reflect together. 
  • How to Be an Antiracist by Ibram X. Kendi examines how he has experienced and internalized racism and offers insights into how you can strive to be antiracist. This book is full of history. Ask yourself (and/or your mentee) some of these critical questions: Did I learn about this in school? Why or why not? Who will I share my new knowledge with now? How might this new knowledge change my social interactions?
  • Dear White People is a comedy-drama that addresses intense social issues through Black students’ eyes on an Ivy League college campus. Mentoring pairs can watch an episode and reflect on how the episodes’ issue plays out in the world. Note: the series is rated TV-MA. 

Reflection Questions with Your Partner 

  • Use your allyship partnership to reflect on each resource you review. 
  • You and your allyship partner may choose to reflect on the literature using the same questions. For example:
    • What was new information? What did I already know?
    • How can I integrate the knowledge and principles I have gained in both my professional and personal life? 

Next Post: Create space 

In our next post, we will discuss how to give and receive feedback regarding allyship behaviors.  

CME is honored to be named a Top 10 Mentoring Blog  by Feedspot