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Mentorship presentation

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Mentorship

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Mentorship presentation

  1. 1. Mentoring Presentation Angela D Hook Facilitating Education in your Workplace April 2002
  2. 2. Morton-Cooper & Palmer 2000 <ul><li>“ It has been argued that the utilitarian, socio-economic rationale of training to carry out a specific function, or education to minimum standards for future employment is giving way to a more holistic and visionary view of education as a life-long process” (p23) </li></ul>
  3. 3. Background <ul><li>Learning support cannot turn beginners into experts and doesn’t automatically lead to best practice </li></ul><ul><li>Can help to admit fears and weaknesses without judgement and gain personal strategies </li></ul><ul><li>Morton-Cooper & Palmer 2000 </li></ul>
  4. 4. Introduction <ul><li>Using Quality Support Centre (1995) models </li></ul><ul><ul><li>Apprenticeship </li></ul></ul><ul><ul><li>Competence </li></ul></ul><ul><ul><li>Reflective </li></ul></ul><ul><ul><li>Informal </li></ul></ul><ul><li>Using Hawkins & Shohet (1989) functions of mentoring </li></ul><ul><ul><li>Educative </li></ul></ul><ul><ul><li>Supportive </li></ul></ul><ul><ul><li>Managerial </li></ul></ul>
  5. 5. Who <ul><li>New staff </li></ul><ul><ul><li>Mentor role volunteered (based on workload) </li></ul></ul><ul><li>Personal Tutor </li></ul><ul><ul><li>Expected as part of role (serendipity) </li></ul></ul><ul><ul><li>Random allocation of numbers </li></ul></ul><ul><li>Project Manager </li></ul><ul><ul><li>Allocated by shared specialty/experience </li></ul></ul>
  6. 6. Where Am I Now <ul><li>New staff </li></ul><ul><ul><li>Informal </li></ul></ul><ul><ul><li>Supportive </li></ul></ul><ul><li>Personal Tutor </li></ul><ul><ul><li>Competence/apprenticeship </li></ul></ul><ul><ul><li>Educative/Supportive/Managerial </li></ul></ul><ul><ul><li>Career Mentor (Dodgson cited Caldwell & Carter (ed) (1997) </li></ul></ul><ul><li>Project manager </li></ul><ul><ul><li>Reflective/apprenticeship </li></ul></ul><ul><ul><li>Supportive/educative/managerial </li></ul></ul>
  7. 7. SW(OT) analysis <ul><li>Strengths </li></ul><ul><ul><li>Committed to development </li></ul></ul><ul><ul><li>Sharing experiences </li></ul></ul><ul><ul><li>Accessible </li></ul></ul><ul><ul><li>Offer constructive comment </li></ul></ul><ul><ul><li>Assist reflection </li></ul></ul><ul><ul><li>Desire to motivate others </li></ul></ul><ul><li>Weaknesses </li></ul><ul><ul><li>Tendency to control session </li></ul></ul><ul><ul><li>Novice mentor in this environment </li></ul></ul><ul><ul><li>Use a set agenda </li></ul></ul><ul><ul><li>Tendency towards apprenticeship model </li></ul></ul>
  8. 8. (SW)OT Analysis <ul><li>Opportunities </li></ul><ul><ul><li>Many different roles to develop </li></ul></ul><ul><ul><li>Train mentees in how to use mentors </li></ul></ul><ul><ul><li>Mentor-mentee matching </li></ul></ul><ul><ul><li>Peer support </li></ul></ul><ul><li>Threats </li></ul><ul><ul><li>Timetable </li></ul></ul><ul><ul><li>Other roles and responsibilities </li></ul></ul><ul><ul><li>Lack of training </li></ul></ul><ul><ul><li>Pressure of work </li></ul></ul><ul><ul><li>Selection process </li></ul></ul>
  9. 9. Where do I need to be? <ul><li>“ An experienced professional nurturing and guiding the novitiate, be they student or established professional” (Butterworth et al 1992 p12) </li></ul><ul><li>A Critical friend/Concerned advisor/caring listener (Baird in Caldwell & Carter 1997) </li></ul><ul><li>“ To structure mentoring in terms of the cognitive and affective components of shared adventure ….through a process of collaborative reflection” (Baird in Caldwell & Carter 1997)(p58) </li></ul>
  10. 10. How am I going to get there? <ul><li>Move away from the apprenticeship model towards the reflective model </li></ul><ul><li>Consider Induction stages and training students in how to seek and use mentors (Illot 1995) </li></ul><ul><li>Discuss the selection of mentors with the team (Burnard 1988) </li></ul><ul><li>Move mentees from a surface to deep learning by more collaboration and reflection on issues and by challenging the mentee (Jacobi cited Baird in Caldwell & Carter (1997)). </li></ul><ul><li>Mentoring should not be linked to appraisal (Thody in Caldwell&Carter 1997) </li></ul><ul><li>Consider mentoring of part-time students in the workplace .(Illot 1995) </li></ul>

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