Transcript www.asme.org.uk

Coaching and Mentoring
ASME- Strengthening
foundations in the early
years
Dr Rebecca Viney
Coaching and Mentoring
Lead
26 May 2011
www.londondeanery.ac.uk
Release potential, enhance careers
Using only 40% of our potential
What it is
"Coaching and mentoring are learning relationships
which help people to take charge of their own
development, to release their potential and to
achieve results which they value." (Connor and
Pokora, 2007)
“Someone who helps another person to become
what that person aspires to be" (Montreal CEGEP,
1998)
What is involved?
• positive psychology
• emotional intelligence
• compassion
• reflection
• challenge
Flourish with 3 to 1 positive psychology
Reflection
super
vision
Principles
• Triage
• Confidentiality
• Voluntary
• Choice of mentor
• Trained and supported mentor
• Externality of mentor
What it is not
• not advice giving
• not patronage
• not counselling
What Doctors gained from having a Mentor
•
Improved reflection skills
•
Support for dealing with specific problems
•
Developing strategies for dealing with and resolving:
1. major crises in professional life
1. major change in ways of thinking and acting
2. significant changes in direction
• Confidence building in decision making
• Improved self-worth and job satisfaction.
‘Mentoring for Doctors,’ SCOPME (2004)
NHS papers recommending
coaching and mentoring
Women Doctors: Making a Difference: CMO 2009
Time for Training: Temple Report 2010
Invisible Patients; Boorman 2010
Talent for tough times. NHSE
Leading the NHS workforce through to recovery. NHSE
BMA’s consultants committee 2010
Improving the quality of care in general practice. King’s Fund
2011
Realising Potential through Coaching and Mentoring
Encouraging reflective practice
Reducing burnout or embitterment
Increasing engagement
Encouraging innovation
Developing leadership
The Coaching and Mentoring Service website
Project design
Emergent …
Mentoring and coaching provision
• Coaching and mentoring for doctors and dentists in transition
• Performance: GMC , RITA/ARCP, health
• SASGs
• Coaching for leadership
• embedding a coaching and mentoring culture
• Faculty development
• Appraiser development
• Teams training
• Mentoring scheme development
• Coaching patients to health
London Deanery Coaching and Mentoring Service
• Launched in 2008
• Free to trainees, SASGs and new GPs or
consultants
• 348 trained mentors
• over 900 doctors and dentists have applied to be
mentored
• From all grades, specialties and clinical settings
Specialty
Paediatrics
Obstetrics
and
Gynaecology
Geriatric
Medicine
General
Surgery
Psychiatry
General
Practice
Emergency
Medicine
Dentistry
Anaesthetics
Academic
Dental
Top specialties for mentee applicants and
trained, active mentors
250
200
150
No. mentees
100
No. mentors
50
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Career status of mentee applicants
Career status of mentee applicants
250
200
150
100
No. of mentee applicants
50
0
Gender split of mentee applicants
Gender split of mentee applicants
Male
36%
Female
64%
Mentee applicant ethnicity
Black British African
Black British Caribbean
Black British Other
Black British
Chinese Chinese
Chinese Other
Indian Indian
Indian Other
Mixed African
Mixed Asian
Mixed Caribbean
Mixed Other
Other
White British
White English
White Irish
White Other
White Scottish
White Welsh
Top five issues discussed
• Career progression
• Planning learning or development
• Work/life balance
• Decision-making
• Current work problems
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Evaluation by clients has been very positive
“ Mentoring has given me peace of mind since I now have a plan to
tackle areas where I have less confidence in my abilities.”
“ Mentoring has helped me address issues in my personal life that
have impacted my medical career and my personal well-being.”
“ This has been a very useful and creative reflective space. It has
allowed me to reflect on what is happening in our practice, what
could and should change, and how to facilitate this. It has also
helped me decide on aspects of my own career development.”
“Mentoring sessions have helped to improve knowledge and skills,
regain confidence and wellbeing, improve performance and
productivity.”
Fitness to practice
I am pleased to report that the FTP Panel found
that Dr X has significantly improved his
understanding of the need for reflective practice
in medicine………
I should like to thank the mentoring service, and
M in particular, for all the help and support given
to Dr X which was largely responsible for this
turn around. He is immeasurably grateful for
this and is already planning more patientcentered initiatives to put the learning into use.
What we learned
• Coaching and mentoring are for everyone, not just
‘docs in difficulty’
• May be particularly valuable for women, non-UK
graduates, SASGs, academics, emerging leaders
• All about releasing potential, encouraging, motivating,
getting the best out of people
• Coaches and mentors need to be trained, assessed and
supported
• Mentors benefit as well as mentees
Where next?
Following my experience as a mentor, when faced with a
challenging situation I am more likely/able to...
Listen to the views of others
Feel comfortable involving others in supporting me
Draw on my own experiences and am optimistic
that I will achieve goals
Have confidence in my own capabilities
Relish the challenge and feel able to succeed
Be prepared to challenge the status quo in order
to achieve service improvement
Manage my own anxiety and appear confident
N=49
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90
% respondents agreeing or strongly agreeing
Trainer feedback
‘It is amazing how many of the mentors are coming
back and telling me that the training has
revolutionised the way they themselves work with
their patients!’
Contact
[email protected]
Any Questions?