A legacy of mentorship and innovation at UF

University Registrar Associate Director Colin Yokomi touches on the importance of mentoring and personal development, as well as his participation in the Managers Cohort program and how it reignited his passion for leadership development and self-improvement.

Continue reading to discover how the Managers Cohort influenced Yokomi’s professional journey.

Tell us about your professional journey and how you came to be in your current position at UF.

Since I was young, I’ve been told it’s important to make an impact and leave a legacy. But I had no idea what that could look like. When I graduated college, I didn’t know what I wanted to do — only that I wanted to help people. So, I submitted a job application to UF. Back then, you couldn’t apply to a specific office, and I certainly didn’t expect to hear back from the Registrar’s Office—especially since my roommate had previously worked there. Imagine my surprise when I realized I was applying for his job. The only thing more shocking was the look on my soon-to-be supervisors’ faces when I explained the coincidence.

I enjoyed the work immediately. I was helping people, helping students. It started as just another job, but somewhere along the way, it became my career. I helped students get into the right courses, then I helped create those courses. Later, I found myself administering and improving the processes that make those courses possible. I even had the opportunity to help modernize our Student Information Systems through the COMPASS project. Eventually, I earned an associate position, and now I have the chance to help modernize our student software systems again with the Streamlining Academic Management (SAM) project. Over the years, helping students has grown into driving initiatives that enhance student success.

As much as I enjoy helping students, I find just as much fulfillment in investing in and developing staff members. Though it can be bittersweet to see them move on, I take great pride in watching them achieve their professional goals. Seeing my former employees earn promotions and flourish is as rewarding as any achievement I’ve had in my own career.

And I didn’t get here alone. I was fortunate to have incredible mentors — Diana Hull, Cindy King, Dan Hodges, Toby Shorey and others — who guided and invested in me. Now, I strive to do the same for my staff, supporting their growth just as my mentors supported mine.

I’m still working to make an impact, still striving to build a legacy. But now, I know that my impact is in advancing student success, and my legacy is in the incredible staff members I’ve had the privilege to mentor.

What motivated you to participate in the Managers Cohort?

One day, I woke up and realized I had become stagnant in my career. I took these classes ages ago, back when they were still called the Supervisory Challenge, but I never participated in the cohort. After seeing some of my coworkers and staff go through the Managers Cohort and benefit from it, I decided to give it a try. It was a great decision — going through the courses alongside a cohort of peers made a world of difference.

Sometimes investing in yourself is the best way to invest in others.

What impact has the Managers Cohort had on you professionally and, if applicable, personally? 

Professionally, the Managers Cohort reignited my passion for professional development and investing in my staff. There’s just so much valuable knowledge and experience out there. I strive to be a conduit for that knowledge, helping my team grow.

Personally, the Managers Cohort has pushed me to keep growing. I’m a firm believer in continuous self-improvement. People joke that you peak at 40, but I’d like to think I haven’t peaked yet. I’m working to get better every day.

Are there specific resources or connections you made during the program that you found most valuable and why?

Honestly, the entire UFHR Training and Organizational Development team is incredible. They’ve done a fantastic job creating these classes and programs. From the leadership programs to the Thrive certificate, there are so many valuable resources for growth and professional development.

How have you applied what you learned in this program in your role as a leader?

The words “be present” are written in the corner of the whiteboard in my office. See, I was paying attention, Bob Parks! They never get erased. It’s a constant reminder — not just to stay engaged in Zoom meetings (which can sometimes be a challenge) but to be present in my staff members’ work lives as well — to truly see them. They are people first and foremost, and by being present for them, I can meet them where they are. From there, together, we can accomplish great things.

What would you tell a colleague who is considering applying to this program?

If you are thinking about the Managers Cohort, absolutely sign up.

Leadership development is essential yet frequently taken for granted. Too often, we assume that a great employee will naturally become a great supervisor, but leadership is a skill that must be learned and developed.

If you feel you don’t have the time, make the time. It’s worth the investment. You are worth the investment.

Applications for the Managers Cohort are open now through May 2. Visit the Managers Cohort webpage to learn more and submit your application today.