Councillor mentoring

1. Councillor mentoring Councillor Development Network, East Midlands Councils Iwww.local.gov.uk/improvementanddevelopment 30 Sept 2010

2. Areas to cover • What is mentoring • The benefits it can bring • Different types of councillor mentoring available • Where it is likely to be successful • Mentoring in practice

3. Definitions • ‘Mentor – a wise and trusted adviser or guide’ • ‘Mentoring – a personal, developmental relationship in which a more experienced or knowledgeable person helps a less experienced or knowledgeable person’

4. Mentoring – what it is • A well established developmental technique • For groups, not just individuals • An effective way to improve political and community leadership – can lead to ‘step change’ • A way for councils to help each other • A two way process – both mentee and mentor learn • Based on developing good relationships • Delivered by accredited peer mentors

5. Mentoring – what it isn’t • For poorly performing councils only • An admission of weakness • A solution for every problem • Easy to do • Just a ‘cosy chat’ • Always successful (depends on building effective relationships) • For councillors only • an established development technique for managers too in many organisations

6. Where mentoring can help • Where councillors are taking on a new role (eg. a new portfolio such as Children’s Services) • Where there has been a change in political control • To improve a particular function such as scrutiny • Where a council or councillor is facing particular challenges • It introduces new ways of thinking, fresh perspectives and examples of what works elsewhere

7. Benefits of mentoring – recent research Mentee • Clarity about role • More effective • Greater confidence • Additional skills • Wider perspective – ‘fresh pair of eyes’ • Strategic vision • Helps deal with the step learning curve that goes with change in politics Mentor • Wider knowledge, new ideas, satisfaction, network and reputation

8. Benefits of mentoring – case studies • Leader of Northumberland CC – fresh perspective and confidence to make change • Group leader, Mendip DC – asking the right questions as a young member • NE Derbyshire Council – new leader of a then struggling council. Benefited from advice of an experienced leader (CPA excellent in 2008) • Chair of O&S, North Dorset DC – adapting to a change of role for former leader • Coventry City Council – mentoring for all cabinet members taking control after nearly three decades in opposition • People often stay in touch after formal mentoring ends – and become mentors too! From ‘Someone to watch over me’, IDeA

9. What makes mentoring work • Potential mentees understand the intended purpose and benefits • Participants take part willingly • Careful selection of appropriate mentor – agreed with council / individuals • usually from same political party • Development of learning agreement / objectives early in mentoring relationship • Confidentiality • Training / accreditation of peer mentors

10. Types of mentoring available • One to one mentoring • preparing for a new role including leadership or other challenges • Role mentoring • for a small group of councillors with a common role, eg. planning or overview & scrutiny • Political group mentoring • change of control, for both new ruling groups and opposition or other challenges • Induction mentoring • for newly elected councillors, can include ‘buddying’ by more experienced councillors trained in-house

11. Methods of mentoring • Face to face sessions • Telephone / e-mail • Individual or group sessions • Meeting observation – feedback / challenge • Comments on reports • Facilitating Group meetings, joint meetings with senior officers etc. • Flexible to meet needs of mentee

12. Managing mentoring in practice Council • Identifying need for mentoring • Explaining the benefits to potential participants • Contract management – ‘client side’ • Initial diary management (mentor / mentee usually take on) • Assisting with evaluation LG Improvement & Development • Suggesting benefits of mentoring / agreeing scope • Identifying potential mentors for agreement • Accrediting and managing peers • Supporting peer mentors run workshops where appropriate • Monitoring delivery • Arranging evaluation (based mainly on assessment of mentor / mentee)

13. Fees and charges • Depends on the nature of the mentoring project • Charge for peer mentor fees (usually £300 per day) • plus necessary expenses • May need to charge for project management • One to one mentoring might typically include six peer mentor days

14. Wider councillor development offer Mentoring is one of a range approaches … • Leadership Academy – developing those in leadership positions, recognised by Institute of Leadership & Management • Leadership Academy focused programmes (eg. Leading place, Climate change, Cultural, Fire & Rescue, Adult and Children’s services etc) • Leadership Academy young councillors weekend • Local Leadership Academy and councillor workbooks • Local Leadership Conference, 9 Nov 2010 (Bristol)

15. Further information • Knowledge website – click on ‘services’ then ‘development programmes’ www.local.gov.uk/improvementanddevelopment • Leaflet on councillor mentoring programme - http://www.idea.gov.uk/idk/core/page.do?pageId=433262 • Case studies ‘Someone to watch over me’ - http://www.idea.gov.uk/idk/core/page.do?pageId=737964 • To discuss mentoring requirements for your council – Paul Clarke, Senior Improvement Manager, paul.clarke2@local.gov.uk or tel. 07887-706960

16. Any questions?