How to develop a mentoring programme for women ukPresentation Transcript
Sharing Experience: How to Develop A Mentoring Programme for Women- Lessons Learned and Best Practise from UK Experience Inova Consultancy Sheffield, UK 10th – 11th February 2012
Getting Started: First Steps to Develop a Mentoring Programme UK Experiences 1: Lessons Learned from Past Mentoring Programmes for Women UK Experiences 2: Sharing Best Practice in Running Mentoring Programmes for Women
Getting Started: First Steps toDevelop a MentoringProgramme for Women
What is the process? Mentors/ Mentees Workshops Mentor/ Mentee Application Form Matching Process Mentor/Mentee ‘contracting’ Circles for mentors Evaluation and monitoring Forms: Mentoring Agreement Learning log
Why a Mentoring Programme? To enable a cultural change/shift To develop personal or career related outcomes To develop a learning and development culture in the organisation New approaches /further development to current mentoring programmes
What is Mentoring? “The process of change and growth brought about by the interaction of two people” “ A method of achieving personal goals faced by different people with unique concerns” D. Clutterbuck and D. Megginson
What do Mentors get from amentoring relationship? I am learning from this I enjoyed meeting my mentee and experience and getting as passing on my knowledge and much from it as I hope my experience of the university mentee is. system. She appears to have realistic career goals and expectations. I would like to see her succeed. The most worthwhile aspect of the meeting for me was the I felt that we were well realization that although my matched and the first session mentee is a high achiever and was relaxed and enjoyable. a very confident and capable individual she could still benefit from a mentoring relationship.
What do Mentees get from amentoring relationship? I felt quite excited when I left (the No-one has ever mentoring meeting) and nursed a demonstrated such an real sense of possibility for future interest or invested so much change; that maybe I could time in my career progress my career in a direction progression – thank you! which felt both appropriate and worthwhile. For me the single most productive outcome was the fact that in order to progress from lecturer to senior The 2 hours taken out of my lecturer it isn’t simply a matter of work load to meet with my ticking enough boxes in terms of mentor has far ranging teaching/admin etc. It is about influences on the rest of my quality and innovative teaching, and working experience. I value therefore how my CV is structured to her advice and I feel that my ‘sell’ those points is really important. strategic vision has This whole session was excellent. improved.
TRANSFORMATIONAL CHANGE Ways of seeing Movement Progress
Ways of seeing….
Ways of seeing….
Summary of Benefits Respondents report that they have benefited from: The chance to reflect on their own practice Seeing their own situation from another perspective Greater insight and information about the wider systems in which they work Being in a learning partnership – it works both ways.
3 models of Mentoring Skills approach What skills do people need? How The are they developed? Business Case To improve (coaching) organisational performance Consciousness To reflect on own seeking (reflective Practice) practice and identify areas for development Megginson 2004
UK Experiences 1: Lessons Learnedfrom Past Mentoring Programmes forWomen
4 Phases of Mentoring Process Establishing rapport Direction Setting Progress making Moving on Makesure that all Mentors, Mentees and Mentoring Co-ordinators are aware of the Mentoring Process Phases
Establishing rapport Suspend judgement Be open to different paradigms, hints and concerns Clarity about what must be open and what can be left out Establish formal contract and agree way of working Set up details of future meetings Achieve rapport
Direction Setting use and interpret diagnostic tools encourage thinking through of implications of diagnosis set up gaining information from third parties help selection of initial area for work give feedback/set objectives/plan be clear about next step
Progress Making monitoring progress relationship review and renegotiation recognizing achievements/objectives attained timing and managing the evolution of the relationship Enabling self-reflection
Moving on address feelings of loss develop next phase and/or orchestrate a good ending think through and generalize learning and establish way forward
Mentoring Life Cycle MENTORING CYCLE RELATIONSHIP CYCLE Gaining Commitment Looking for a partner Getting Involved ‘going out’ Getting Together ‘meeting’ Getting to know each other ‘courting’ Working together ‘engagement’ Learning together ‘marriage’ Review & Evaluation ‘memories’ Saying goodbye ‘parting through death, divorce, etc
Flexibility Paperwork (not obligatory) Mentoring Circles originally only for mentors but also for mentees now Considertime needed to manage a programme carefully Each pair that meets has 2 forms to complete, arranging Circles, matching etc. Highly resource intensive
Considerusing outside facilitators for Mentoring Circles Mentors & Mentees have valued external facilitation for confidentiality reasons Perhaps utilising past Mentors/Mentees to facilitate sessions? Consider longer mentoring relationships Many mentees want longer mentoring relationships with mentors- consider resource implications of this
Be open to matches outside field Some Mentors were concerned that they wouldn’t have specific knowledge, but matches outside area have turned out to be a good thing Consider meeting venue carefully Sometimes cafes are too distracting Can be intimidating for mentee to come into mentor office Confidentiality/anonymity issues
Consider having 4 meetings instead of 3 First meeting is a ‘hello’ & get to know you Second meeting starts true mentoring process Be open to using paperwork to help with structuring sessions Whilst initially reticent about paperwork, some pairs have found it useful for focus
Importance of attending Circles Individuals(particularly mentees) have found these useful for group support & meeting other women Mentors have found these useful to share ideas about mentoring process
Suggestions for FurtherDeveloping a Scheme More visibility for the pilot programme would be appreciated by mentors and could help to recruit new mentors within the university e.g. internal newsletters, bulletin boards, events, quotes from mentees/mentors etc. Managers need to recognise mentors and include this aspect in appraisals Tap into enthusiasm and commitment to scheme of past Mentees (becoming Mentors) Consider using male Mentors
Suggestions for FurtherDeveloping a Scheme cont.. Consider using grassroots management e.g. BT example Presentation ceremony to give certificates in recognition of time/commitment for Mentors & Mentees Funding/grants for development of the scheme? Cascade mentoring possibilities?
UK Experiences 2: Sharing BestPractice in Running MentoringProgrammes for Women
Running a Mentoring Scheme:The Process (1 Stage) st
Raising Awareness/Recruitment Recruitment Opportunities Referrals/recommendations Mentees turning into future Mentors Tapping into development events/training in organisation Marketing flyers in staff rooms, intranet
Mentoring Roles Be aware of the multiple roles a Mentor can have when recruiting potential Mentors: Coach Critical Friend Listener Counsellor Careers advisor Sounding board Networker
Mentoring Life Cycle The Programme Manager works with Mentors & Mentees throughout the different stages of the cycle: MENTORING CYCLE RELATIONSHIP CYCLE Gaining Commitment Looking for a partner Getting Involved ‘going out’ Getting Together ‘meeting’ Getting to know each other ‘courting’ Working together ‘engagement’ Learning together ‘marriage’ Review & Evaluation ‘memories’ Saying goodbye ‘parting through death, divorce, etc
Matching Try and meet all mentors and mentees prior to matching to gain more in-depth information Consider intra-faculty/department matching and related issues Consider personal interests and hobbies to help individuals build rapport quickly
Running a Mentoring Scheme(2 Stage) nd
Evaluating Outcomes Email each pair on completion for overall evaluation comments Organise Final Event to celebrate outcomes and recruit new mentors/mentees Put outcomes on marketing materials to encourage new participants to join Decide if measurement of quantitative indicators is possible e.g. Number of mentees applying for promotion, making board applications etc.
Mentoring Training Examplesfrom Past Inova MentoringProgrammes
Testing out the Skills Approach What are the skills needed for a successful mentoring relationship? Self-diagnosis of skills How are these skills developed?
Some further skills(OU study) Strong interpersonal skills incl.. Listening, providing feedback, interviewing skills, questioning, motivation and self-awareness Organisational skills: time management, evaluating, maintaining boundaries plus working with learning contracts
Some example of skills: Giving and receiving feedback Drawing out Silence Suspending judgement Recognising and expressing feelings Paraphrasing
Mentoring in Practice 1. Divide into groups of 3: 2. Agree roles – Mentor, Mentee Observer and take turns to play each role for 15 minutes 3. a) As mentee, discuss a situation from your past or present with your mentor b) As mentor – respond appropriately to what you hear The aim of the exercise is to help the mentee: c) As observer – Observe! To identify where they are now Where they want to go How they get there OR choose a phase to work on
Contact details Mentoring: Inova Consultancy Marina Larios – Emma Parry Tel 44 114 2799091 email@example.com www.inovaconsult.com