CO3 Mentoring Programme An Overview

1. CO3Mentoring ProgrammeAn Overview Wendy McCulla Aspire Learning & Development Supported by the Lloyds TSB Foundation And the Building Change Trust

2. Mentoring • Definition of Mentoring • What makes a Good Mentor and Mentee? • What is involved? • Benefits of Mentoring

3. Definition of Mentoring “The purpose of mentoring is to support and encourage people to manage their own learning in order that they may maximise their potential, develop their skills, improve their performance and become the person they want to be” Eric Pasloe, Oxford School of Coaching and Mentoring

4. Why Mentoring works • Senior roles – development vs. training • Increased pressure in jobs (time, performance, stakeholders) • Work-life balance difficult in practice • Need for continuous improvement • Importance of career planning

5. What is Mentoring? • Develops the whole person • Increases competence and confidence • Good during periods of rapid change • Like climbing the side of a mountain • Once insight is gained, it cannot be lost • “Personal Reflective Space”

6. A ‘good’ Mentor is • Supportive • Trustworthy confidant • Critical friend • Catalyst • Organisational understanding (politics) • Role Model – shares experience • Networker

7. What a Mentor should NOT do • Supervise / tell mentee what to do / give the answer • Protect the mentee from learning from his/her ..own mistakes • Interfere in ‘line’ relationship • Get the mentee promoted (US-type sponsorship!) • Provide therapy

8. Mentees: making the most of your Mentor! • Identify clear objectives • Be open and honest about your strengths and weaknesses • Be willing to learn from another perspective • Take time to prepare before, and reflect after, each meeting • Drive the relationship

9. Previous Mentee objectives: • Interpersonal • Senior management team; Board; Chair • Organisational • Strategic thinking; direction; structure; change • Personal • Safe space; support; self confidence; resilience; work-home balance • Mentor experience • NI political scene; fundraising; social enterprise; finance

10. Previous Mentors: • Former CEO’s: • Age Concern/Help the Aged • Big Lottery • Duke of Edinburgh Award • BBC • BT • Coca Cola • Grafton • Exec Coaches • Consultants • NI Assembly • Driver Vehicle Agency • Dept for Social Development • NI Social Care Council

11. What is involved? • Profiling Form • Briefing for mentors and mentees • Matching process • Monthly meetings for approx. 1 hour for one year.. • E-mail/phone support between meetings as agreed • Ongoing support from Wendy/CO3 • Involvement in evaluation to inform future Programmes: • - 6-month and 12-month review

12. Programme Timeline • Recruitment and Training – Dec 2013 /Jan 2014 • Matching – by end Jan 2014 • Commencement – Feb 2014 • 6 month Review – early Sept 2014 • 12 month Evaluation – Feb 2015 • Good Practice Guide • Support available from CO3 and Co-ordinator

13. Mentor Profile Form Career Background: Can you give examples of up to 3 main challenges/issues/opportunities you have successfully dealt with that would equip you to support others in a mentoring role? What do you feel are your main strengths, skills and qualities which would benefit a mentee? Ideally, what sort of issues would you like to help a mentee work through? What are your personal goals to achieve in the mentoring relationship? (we will ask you on completion of the Programme if you feel you have achieved these goals) What would a work colleague or member of staff say about you as a person? What are your main interests outside work?

14. Mentee Profile Form Career Background: What would you see as the three most career-shaping events during you working life? What do you feel are you main strengths in your current role? What are the main challenges in your current role where you feel a mentor could support you? What skills and qualities are you looking for in your mentor? What are your personal and professional goals to achieve in the mentoring relationship? What would a work colleague or member of staff say about you as a person? What are your main interests outside work?

15. Benefits of Mentoring • For the Mentee: • A trustworthy confidant not linked to the issues • Gain space to think about these issues and talk them through ‘safely’ • Increases self-confidence and self-awareness • A ‘critical friend’ • Improved Interpersonal and communication skills • Improved Goal-setting and problem-solving skills

16. Benefits of Mentoring • For the Mentor: • Encourages them to think about how they would deal with a similar situation • Improves listening and coaching skills. These can then be used with the mentor’s own team • Different relationship to that of a direct report – liberating • Helps them reflect on own personal development • Feeling of satisfaction in making a difference

17. Benefits of Mentoring • For the Mentor/Mentee Organisations: • Continuous improvement • Development of additional skills • Wider perspective • Instils ‘best practice’ • Ethically good • Develops networks and co-operation

18. “Many people have gone further than they thought they could because someone else thought they could”