Role of the mentor


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CILIP Chartership Workshop June 2012

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  • First time. Thanks to Val Walker for slides. If success – her. If rubbish – me.Contact details. Say a bit about self and career.First lot of training in Scotland 2005. Route A before that.Mentees – FE, Schools, joint public / school. All but one unknown before we started. One ongoing, one just submitted portfolio, but before she did that, she produced something much more interesting ….
  • Ava Grace!Not sure how much the portfolio weighed but she was 7lb 5oz – aww factor!First talk about what mentors are and what they should do, then look at specifics of finding one and communicating when you have done so.
  • What is a mentor? Origins. From Word a Day. Adviser? Told never to do that!
  • Why does CILIP need mentors? If here you probably know that! Process is all set out in Mentor Scheme Guidelines on CILIP webpage. Point out support type words.
  • Some definitions. Again, point out support type words. Glad you don’t have to dazzle! Remember, process is supposed to be mainly led by the mentee – need to go to meetings prepared to talk about certain issues. It’s non-directive, it’s not coaching. Should not expect your mentor to tell you what to do or solve your problems for you, though recognise that this can be quite difficult for a mentor to resist! Ideally, a mentor will ask you questions which get you to talk through things so that you work out what you need to do for yourself. Up to individual to take control of own development.
  • Summary of the types of things a mentor should do. Most important thing is to have access to the right kind of support when you need it., someone to pass on information and knowledge. Of course, 2 way street. An opposite for each of those things – you also have to listen, accept feedback, check your understanding, share thoughts, be open etc.
  • Put these and other reading together and came up with this Wordle. Chocolate! Came from chartership chat on Twitter. Will talk about that later.
  • To sum up what mentors do……. And before you think we are all such paragons able to do this for you, ask what’s in it for us? Requires commitment and responsibility, but many mentors feel they are giving something back to the profession, also they will be developing their own skills and networks so a cpd experience for them too. Also, organisations benefit – those of both mentor and mentee. Staff development, heightened morale. Profession also gets more focused individuals and improved networks.
  • Back to CILIP guidelines. How to find a mentor. Go through the steps. Seen suggestion from some mentees that worth emailing a person even if web site says full – might not be quite up-to-date yet. How did mine find me? Knew Paul. Others thought my interests would be a good match – children’s books. Don’t think I would like to have a mentor in my own organisation – inhibiting? If external can be disinterested – no conflict of interests. Same sector or different? No rules. In an external relationship, don’t start with a joint shorthand of the organisation. Diverse experience useful to compare and contrast – mentor can learn too, relationship is not just a one way street. Gain insight into each others’ work and give new perspectives. But whatever the individuals feel comfortable with. Nearby or virtual / long-distance? Talk a bit more about that later.
  • First meeting. Mentoring agreement. Doesn’t need to be complex. Both sides should have thought through what they want to get out of the relationship. Could be for discussion, guidance, reading portfolio etc. Maybe have a draft PPDP ready to go through together and act as possible ice-breaker?Important to get the contracting bit right at the beginning. Lay down the ground rules – absolute confidentiality, regular meetings, advance notice of cancellations / amendments, how long the relationship will go on for etc. Effectively a business relationship so setting out the terms of reference at the start means you both know what’s expected of you, though of course things can change, by mutual agreement, if necessary. Totally entitled to renegotiate at any point, so if things aren’t working the way you expected them to, discuss with your mentor. A good one should care about receiving your feedback and do something about it. Ideally, should end up with an infrastructure of defined meetings (importance of advance planning) and action points in which to achieve clearly defined goals, with the help and guidance of another person’s experiences and knowledge.
  • Communication. How often? Mentioned that part of contract process should determine this. Whatever suits the partnership. Needs to work for both mentor and mentee. Best to keep in regular contact – gives deadline to work towards. Didn’t meet face to face all that often but liked to have an email at end of each month with progress report / any drafts to read over. Always found meetings became more frequent as portfolio neared completion – easier face to face, hand round bits of paper and scribble notes. Sometimes, face to face not possible. Long distance = different ways of organising, more reliant on phones and email and tools such as Dropbox. Always sure have the current version if it’s in there rather than in multiple email attachments. Google Docs another possibility. Social media – met one mentee through Twitter.
  • Social media. Chartership chat on twitter. Every other Thursday. One specifically about mentoring (April 12). Mentors join in too so you get their views. Link leads to wiki with tweet archives and write ups of all chats (good piece of chartership evidence if you do one), blog and Twitter links for other candidates and useful links to resources recommended in the chats. Cpd23 – lots of chartership candidates blogging there. Also mentoring appears as Thing 10 (week beginning 9th July) so might pick up some useful insights there. Or even a mentor!
  • Once you’ve found your mentor, these are the sorts of things he or she can be expected to help with.
  • Be prepared for these questions. Lots of Whys? Lots of 3 whats: What? So, what? Now, what?
  • The end? You might think you’ll never get there.At this stage it might seem daunting and confusing. Everybody feels like that. I do every time because I’ve forgotten the procedure! But everyone I’ve mentored has a noticeable light bulb moment where it all becomes clear and the portfolio stats falling into place. If you’ve followed the steps and found your mentor, made your agreement, communicated appropriately at suitable intervals and finally got your portfolio together, it’s time to review. Used question mark, because many relationships continue informally.Sign off completion form. Submit portfolio and, with a lot of hard work and a little bit of luck, at the end you’ll be able to celebrate a well-deserved success.
  • Role of the mentor

    1. 1. Role of the Mentor Anabel Marsh
    2. 2. Ava Grace
    3. 3. What is mentoring? Named after Mentor, the name of young Telemachus’s adviser in Homer’s Odyssey Earliest documented use 1750
    4. 4. Why does CILIP need mentors? The Mentor Scheme has one key purpose: “ to support individual CILIP members through the Framework of Qualifications processes. The key outcome of all mentoring partnerships within the scheme will be the successful completion of a CILIP qualification” The overall purpose of all CILIP qualifications is to develop “ reflective practitioners”
    5. 5. Mentoring defined “To help and support people to manage their own learning in order to maximise their potential, develop their skills, improve their performance and become the person they want to be. “ Parsloe 1992 “Mentoring includes coaching, counselling and networking. It is not necessary to dazzle the protégé with knowledge and experience. The mentor just has to provide encouragement by sharing his enthusiasm for his job “ Clutterbuck 1991 “ Learning by association with a relevant role model” Biddy Fisher
    6. 6. Role of the Mentor •Provide support, encouragement, feedback •Listen •Ask open questions •Take the lead initially •Guide on career development •Confront difficult issues •Keep on task •Offer a different perspective •Suggest networking and share contacts
    7. 7. Mentors Enable Encourage Enthuse!
    8. 8. How do you find a mentor? •Look on CILIP website •Which sector? •E-mail mentor with Mentee information form •Discuss needs / requirement •If helpful, exchange CVs •Agree first meeting if both happy to accept •If not, mentee starts again
    9. 9. First Meeting •Mentoring agreement •Establish expectations •Determine boundaries •Check what confidentiality means to each of you •Agree meetings schedule •Decide how will you evaluate at the end of the process
    10. 10. Communication •Face to face •Telephone / Skype •Email •Social media •Tools such as Dropbox
    11. 11. Social Media #chartership chats – one on mentors #cpd23, @cpd23 – meet other mentees / mentors
    12. 12. Mentoring Process Stages: •Confirm PPDP and goals •Identify activities and encourage self- management of learning •Provide support through the PPDP process •Assist in evaluation of success
    13. 13. Mentoring Agenda At meetings you might be asked: •What do you want to discuss today? •What achievements since last meeting? •What targets have you not met? •What lessons have you learned? •What challenges face you? •What actions are needed for the next meeting?
    14. 14. The end? • Review what has been delivered – or not delivered • Explore what is expected next – informal? • Explore other sources of support
    15. 15. Celebrate success!