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The mentoring relationship

Mentoring as part of the CILIP chartership process: Tina Hohmann (Subject Librarian, Writtle College) Matthew Lawson (Site Manager, King’s College London). The mentoring relationship. What is Chartership?. Follows from information studies qualification or Certification

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The mentoring relationship

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  1. Mentoring as part of the CILIP chartership process:Tina Hohmann (Subject Librarian, Writtle College)Matthew Lawson (Site Manager, King’s College London) The mentoring relationship

  2. What is Chartership? • Follows from information studies qualification or Certification • Recognised as commitment to undertake continuing professional development and highest standards of professional practice • Usually takes one or two years • Some organisations reward chartered staff with higher pay

  3. Why mentoring? • Many institutions use some form of mentoring: • for new staff • Someone to talk to about problems/issues • Since August 2006 it has been compulsory for Chartership candidates but optional for Certification candidates • Mentors provide support to candidates through the Chartership process • Indirect benefits likely such as increased involvement in the profession and professional development of all those involved in the process

  4. Chartership and the mentoring process • Mentors and mentees apply via CILIP website • Meet and discuss the relationship • Review arrangements regularly • Complete PPDP and submit • Meet regularly and keep track • Gather evidence for the portfolio. • Write personal statement

  5. Responsibilities of the mentor • Have an informed and current overview of the profession, the challenges and the opportunities • Have experience of developing people and the skills which accompany this • Have specific personal qualities and interpersonal skills • Have a real desire to help develop colleagues • Respect their Mentee(s) and value their uniqueness and individuality • Have the willingness to commit time to the process • Have a good track record of personal achievement within the profession

  6. Role of the mentor • What specific benefits do you think a mentor might bring to a member of staff? • In pairs spend 10 minutes thinking of ways in which a mentor might help you or a member of your staff

  7. Role of the mentor • Discipline of regular meetings, deadlines • Neutral perspective (not threatening) • Outside view • Identifying main topics for PPDP • Source of encouragement and support • Support teamwork (inside) • Prevent isolation • ‘own critical friend’

  8. The role of the mentor • Provide guidance, access to information analysis & identification of learning needs • Encourage development of self-awareness • Ensure goals meet SMART criteria • Encourage mentee to plan ahead & anticipate needs for implementing PDP • Build self-confidence & motivation • Help develop a positive attitude and a will to complete PDP • Encourage learners to arrange formal evaluations with line-managers • Help learners prepare for formal evaluation

  9. The role of the mentor • Encourage self-assessment and peer-assessment • Use reflective questioning to help analysis of causes, barriers to learning and benefits gained • Give clear explanations & reminders of range of support available • Be a ‘sounding board’ not a ’trouble shooter’ • Maintain strict confidentiality • Adopt strict genuinely objective and impartial role • Help mentee learn from mistakes & setbacks • Celebrate success

  10. Benefits for the mentor • Opportunity to give something back • Development of new skills, e.g. counselling or strategic thinking • Opportunity to support the development of the profession and oneself • Transferable skills to managing people generally

  11. Role and responsibilities of the mentee • Preparation before going to meetings with a Mentor • Carrying out necessary activities/tasks between meetings • Recording and reflecting on activities • Maintaining appropriate (agreed) level of communication with their Mentor • Gathering evidence • Preparing draft documentation • Attending appropriate workshops

  12. Benefits for the mentee • Opportunity to develop a planned approach to professional development • Opportunity to discuss issues and needs with someone outside one’s own organisation or immediate work environment. • Advice and support in taking on new responsibilities • Professional contacts for wider networking • Can choose who to have as a mentor

  13. Benefits for the employer • Improved staff motivation and retention • Enhanced creativity and commitment • Cost-effective staff development • Increased efficiency • Leadership development • Development of the learning organisation

  14. Benefits to the profession • Development of reflective practitioners • Enhancement of professional standing of the sector • Sharing the values of professional practice (of the highest standards) • Sharing and disseminating good practice

  15. Thank you Questions and comments? Mentorship and lists of mentorswww.cilip.org.uk/qualificationschartership/FrameworkofQualifications/mentor/ Matthew.Lawson@kcl.ac.uk Tina.Hohmann@writtle.ac.uk

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