GROW Mentee training Helen Challis Department of Human

GROW Mentee training Helen Challis Department of Human Resources

2 Purpose: To introduce you to the GROW mentoring programme, explore your understanding and expectations of the programme and to provide you with the opportunity to network. 12/2/2020 © The University of Sheffield

3 Objectives: By the end of this session you will be able to: • Outline your expectations of the programme • Describe what you are looking for from a mentor • Identify what your responsibilities are within the programme 12/2/2020 © The University of Sheffield

4 Speed dating instructions • In pairs tell each other • Name and role in department • Expectations/hopes for today • Experience of mentoring • 2 mins per pair • Move when the buzzer sounds! 12/2/2020 © The University of Sheffield

The programme Mentors/ Mentees Workshops Mentor/ Mentee Application Form Matching Process Mentor/Mentee ‘contracting’ Circles for mentors Evaluation and monitoring Forms: • Mentors/ Mentees Workshops • Mentor/ Mentee Application Form • Matching Process • Mentor/Mentee ‘contracting’ • Mentor/mentee exchanges • Evaluation and monitoring • Forms: Mentoring Agreement and Learning log

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

Some thoughts…. . Seeking guidance ‘Big sister or brother approach Turning moaning into something positive Confidence building Being a sounding board Resolving uncertainties Sharing experiences Informal Reflection Self evaluation Making the person think about what they want and how to achieve it

8 What skills are required – exercise brief • Identify the skills needed for successful mentoring relationship (both the mentor and/or the mentee) • Write up on flipchart • 10 minutes 12/2/2020 © The University of Sheffield

Mentoring skills(OU study) • Strong interpersonal skills: Listening, providing feedback, interviewing skills, questioning, motivation and self- awareness • Organisational skills: time management, evaluating, maintaining boundaries plus working with learning contracts (OU-Quality support centre study 1995)

Skills continued. . . • Drawing out • Silence • Suspending judgement • Recognising and expressing feelings • Paraphrasing • Sounding board • Critical friend • Challenging

11 Expectations • Write down your expectations of: • Yourself • Your mentor • Share your thoughts with the other members of your group. 12/2/2020 © The University of Sheffield

Common Expectations of Mentors • OF SELF AS MENTOR: To help others To share with others my experiences To encourage and support To facilitate To listen To respect confidentiality To build confidence To learn from mentee

Common Expectations of Mentors • OF MY MENTEE: To be open To respect confidentiality To have mutual trust To take responsibility for their decisions To set realistic goals To be self-critical To drive the process/ take ownership To be prepared

What do Mentors get from a mentoring relationship? “I feel energised by being around the enthusiasm and raw potential of my mentee” “I have become aware of the strength and power of mentoring and can see its relevance in any aspect of business life” “It has proven to me that one plus one is more than two” “As a mentor I feel reenergised and excited about my own career again”

What do Mentees get from a mentoring relationship? “There is somewhere out there I can go to” “Mentoring is not simply task -orientated, but is more about self perception” “I have gained a trusting friend whose opinions I value” “I feel I am in control of my own career…the difference between before and now is huge!”

16 4 Phases of Mentoring Process v. Establishing rapport v. Direction Setting v. Progress making v. Moving on (Adapted from Megginson & Clutterbuck 1995) 12/2/2020 © The University of Sheffield

17 Establishing rapport v Suspend judgement v Be open to different paradigms, hints and concerns v Clarity about what must be open and what can be left out v Establish formal contract and agree way of working v Set up details of future meetings v Achieve rapport 12/2/2020 © The University of Sheffield

18 Direction Setting v Use and interpret diagnostic tools v Encourage thinking through of implications of diagnosis v Set up gaining information from third parties v Help selection of initial area for work v Give feedback/set objectives/plan v Be clear about next step 12/2/2020 © The University of Sheffield

19 Progress Making v Monitoring progress v Relationship review and renegotiation v Recognizing achievements/objectives attained v Timing and managing the evolution of the relationship v Enabling self-reflection 12/2/2020 © The University of Sheffield

20 Moving On v Address feelings of loss v Develop next phase and/or v Orchestrate a good ending v Think through and generalise learning and establish way forward 12/2/2020 © The University of Sheffield

21 Mentoring Life Cycle MENTORING CYCLE • Gaining Commitment • Getting Involved • Getting Together • Getting to know each other • Working together • Learning together • Review & Evaluation • Saying goodbye 12/2/2020 © The University of Sheffield RELATIONSHIP CYCLE • Looking for a partner • ‘going out’ • ‘meeting’ • ‘courting’ • ‘engagement’ • ‘marriage’ • ‘memories’ • ‘parting through death, divorce, etc

22 THANK YOU AND GOOD LUCK! 12/2/2020 © The University of Sheffield