Transcript The GROW programme

Kay Guccione
x21468
[email protected]
KAY’S MENTORING EXPERIENCE
• Research-led service design in R&IS
• Researcher mentoring programme, v i s t a mentoring,
Thesis Mentoring, industry mentoring,
• Mentor and Coach development training
• Lecturer on MA Coaching & Mentoring (schools,
businesses, HR professionals)
• Work 1:1 with clients
• Research into coaching & mentoring
WHY CAN MENTORING DO FOR YOU?
• Development for career progression and
decision making
• Strategies for a difficult work relationship or
situation
• Inter-personal and professional skills
• Better understanding of the way things work
• Balancing work and career opportunities
• Increased self confidence
• Increased reflection on what’s right for you
MENTORING IS TAILORED TO WHAT YOU WANT
AIMS OF THE GROW MENTORING PROGRAMME
The programme is aimed at helping staff to:
• enhance skills,
• maximise potential,
• expand networks,
• consider career paths,
…by working with others in the University.
ALSO – to be successful in supporting mentors and
mentees
WHAT MAKES MENTORING SUCCESSFUL?
Mentoring is more effective when:
• It is formalised as part of a programme
• When the expectations are made explicit
• When participants are provided with guidelines and training on
effective mentoring and the management of the relationship
• Process is a priority for participants, and they have volunteered
• Mentee enters the process with a wish to work on their goals
• Mentor helps the mentee problem-solve rather than giving
them all the answers or telling them what to do
• Mentoring works well in pairings of mixed or same gender
(Pennington, 2004)
SUPPORT
THE WORKSHOP: CHALLENGE & SUPPORT
HIGH SUPPORT
LOW CHALLENGE
HIGH SUPPORT
HIGH CHALLENGE
COMFORT ZONE
GROWTH
LOW SUPPORT
LOW CHALLENGE
LOW SUPPORT
HIGH CHALLENGE
BOREDOM
STRESS
CHALLENGE
THE WORKSHOP: BUILD ON WHAT YOU KNOW
PLANNING
LEARNING
REVIEWING
mentoring
uses a
learning
conversation
DOING
THE WORKSHOP: MAKING THE MOST OF MENTORING
Defining the style of
mentoring that suits you
Setting the
boundaries and
agreeing how to work
together
Programme logistics
& timelines
Preparing your
development
objectives
HOW TO HAVE
MENTORING
CONVERSATIONS
Getting the most out
of the sessions
Troubleshooting
Managing the
mentoring
partnership
What support to
expect from the
programme
managers
Monitoring &
evaluating progress
Sharing experience
and tips
MENTORING: A PRACTICE NOT A PERFORMANCE
• Not recruiting FT professional mentors
• A professional practice including
• Reflection on where you are now, and where you
want to be as a mentor
• Leadership development. What you want to get out of
it, and what you have gained from being a mentor
• Engage with mentor exchanges for practice sharing
• Engage with a mentor CPD workshop session
WORKSHOPS FOR
MENTORS
• For mentors who have
completed the
induction/skills workshop
• …and done some
mentoring
• Available for booking on
the LMS
• Meet mentors from all
programmes
• Learn a new mentoring
tool or style
1h mentoring skills sessions for mentors:
1. Cognitive Behavioural Mentoring: Paul Stokes 20th November: 12.30-13.30
This is a form of mentoring/coaching which focuses on challenging errors in thinking by raising selfawareness of the mentee’s/coachee’s thinking patterns. It helps the mentee to test out alternative
ways of operating in the workplace and analyses the effects of these experiments on work
performance, problem solving, resilience and wellbeing. Participants will receive an introduction to
the Cognitive Behavioural approach, in particular understanding different styles of thinking. The
session will cover a cognitive behavioural model of conversation, and its use within a mentoring
relationship.
2. Solutions Focused Mentoring: Paul Stokes: 27th January: 12.30-13.30
This type of mentoring focuses on the mentee's present situation and future goals rather than their
past situations. In this session you will receive an introduction to Solutions Focused Mentoring, and
learn how to help your mentee define their future possibilities, focusing on their strengths and
capabilities to create the steps to achieve it. This technique can be particularly effective in
changing the perspective of mentees who struggle to see beyond barriers or obstacles. There will
also be time to practice having conversations using a solutions focused model of conversation.
3. Using Personality Types with Mentees: Lucy Lee & Sarah Bell: 17th March: 12.30-13.30
Understanding more about the way we think and act, is at the centre of professional and career
development. The ‘Profiling For Success’ online tool is an analogue of the Myers Briggs personality
types questionnaire and it generates a report detailing some fundamental ways in which people
can differ from each other in their preferred behaviour styles. This can be useful for understanding
work preferences, and working relationships, and mentors can us this to support mentees in
planning their professional development. This session introduces some key aspects of personality
types, and shows you how you can use these with mentees to help them reflect and plan.
4. Relationship Analysis: Kay Guccione 19th May: 12.30-13.30
This session will cover how you can help your mentee to view themselves as part of a system of
person-to-person interactions. It will introduce some simple concepts for understanding what
makes some interactions easy and some difficult, and look at how you can help the mentee to
identify thinking and behaviours that can help to make relationships more effective. We will also
look at the mentee/mentor interplay, and discuss potential stresses on the mentoring relationship –
asking, why do you find some mentees easier than others to work with?
5. Narrative Coaching: Paul Stokes 19th July: 12.30-13.30
Narrative coaching focuses on understanding the stories that people surround themselves with
about their role, relationships with other people, and the way the world works. It is concerned with
how coachees position themselves as the narrator of their own story, and how this influences their
behaviour. This workshop will explore the styles and techniques of narrative coaching in helping
the coachee to understand and make sense of their 'situated self', and to build new patterns of
behaviour by creating new stories with the support of the coach.
Tea and coffee is provided for each session