Mentoring

Workshop

PROPERTIES

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Workshop aims

Aim

To introduce participants to the role of the mentor and help them prepare for mentoring as a part of the Leadership Development Programme for Professional & Managerial Staff

Objectives

By the end of the workshop participants will able to:

•Describe the role of the mentor

•Outline the process of mentoring

•Describe how to structure an effective mentoring session

Leadership Development Programme

• 7 month programme to develop leadership and management skills and confidence

• Six workshops

• Action learning sets

• Mentoring

• 6 workshops

• Work based project

• VLE resources

What is mentoring?

• What, if any, has been your personal experience of mentoring?

• How would you describe mentoring?

• In what ways is it similar to/different to coaching?

• What do you think your mentee wants from you?

Your role

• Talk through professional issues with your mentee and, as appropriate, challenge and support them in identifying actions to assist their development as a leader.

• Help the individual to formulate learning objectives and review progress against these during the life of the programme.

• Help your mentee to reflect on discussions and models presented in the workshops, to identify how they could be applied to his/her own situation and personal development needs.

• Give guidance and support on the project element including discussing ideas and helping to formulate a project plan.

PROPERTIES

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What do I require from a mentor?

• Someone who would be a role model

• Someone who I would I trust to help resolve a difficult situation

• Someone who would challenge and support me

• Someone who would give me their time and attention

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What is mentoring?

• Mentors help others achieve life goals

• Mentors promote change in the Mentee and therefore act as a facilitator of change focusing on what is possible

• Mentors use coaching skills to identify the issues, the choices and the actions open to mentees

‘Off-line help by one person to another in making significant transitions in knowledge, work or thinking’.

European Mentoring Centre

What skills will a mentor need?

• A genuine interest in the other person

• Active listening

• Questioning

• Challenge, debate and support

• Neutral on what actions need to be done

1. Waiting for our turn to speak

2. Giving our own experience

3. Giving advice

4. Listening and asking for more

5. Intuitive listening

Source: Wilson, C (2007 p21)

The 5 levels of listening:

Before you begin – things to consider:

Procedures

• Meetings management

• Setting purpose and goals

• Monitoring and review

Professional Issues

• Boundaries

• Confidentiality

• Relationships with others

Psychological Issues

• Expectations

• Degree of trust, openness, honesty

• Handling relationship issues

What should be covered in the first meeting?

• Getting to know each other

• Development goals

• How will mentoring support this

• What are your priorities?

• Expectations of each other – any limitations of the partnership?

• Nature, frequency, length and pattern of communication

• Expected length of the partnership

• Agenda for the next meeting

The Role of the Mentor

Mentor in Control

Mentee in Control

The mentoring framework

1. Exploration 3. Action

Planning 2. New Understanding

Relationship development

Agenda setting

Exploring issues

Sharing experience

Inspiring change

Making things happen

Structuring a Session Using the GROW Technique

• Establish the GOAL

• Examine the REALITY

• Consider all OPTIONS

• Confirm the WILL to act

Zones of Learning

Boredom

Comfort

Stretch

Stress

Change

Maintaining the partnership

• Review on a regular basis

• What do you have in common?

• What are your differences?

• How important is it to you?

• How much trust is there?

• Provide guidance and support

• Ask questions

• Review the learning

• Get feedback on yourself!

7 Top Tips for Success

1. Agree the rules and boundaries at the outset

2. Make sure you meet

3. Be open and honest with each other

4. Define goals and review these regularly

5. Develop the “ask, not tell” habit

6. You’re not expected to have all the answers, just to help find them.

7. Remember, it’s all about learning, expect to gain yourself.

For further information see SDDU’s mentoring webpage

http://www.leeds.ac.uk/sddu/personal/mentoring

For additional training in mentoring & coaching skills see

http://www.leeds.ac.uk/sddu/leadership/acad_mang.html

Any Questions?

The Development Cycle

What is the

development need?

How shouldit be met?

Agree Development

objectives

Development

takes place

Review progress & impact