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Towards a RANCH Mentoring Program ( David Perry & Sue Birch)

Towards a RANCH Mentoring Program ( David Perry & Sue Birch). Community Development in Action Engaging the membership in the planning process. Who participated in the research?. What should RANCH focus on in 2018/2019?. Develop and implement a coordinator mentoring program (3.47)

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Towards a RANCH Mentoring Program ( David Perry & Sue Birch)

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  1. Towards a RANCH Mentoring Program(David Perry & Sue Birch) Community Development in Action Engaging the membership in the planning process

  2. Who participated in the research?

  3. What should RANCH focus on in 2018/2019? • Develop and implement a coordinator mentoring program (3.47) • Continue to develop the RANCH website by creating resource packages and information to support the work of RANCH NHs (3.33) • Develop a communication strategy and processes to improve communication across the RANCH (3.31) • Investigate the feasibility of providing formal accredited training in community development using delivery methods developed specifically to meet the needs of NH staff, volunteers and Committee members from RANCH member houses. (eg on line modules, regular face to face workshops, action based assessments focussing on actual projects and CD activities) (3.29)

  4. What should RANCH focus on in 2018/2019? • Provide NH Committees of Management with opportunities to increase their understanding of the importance of collaboration and active engagement with the NH sector through cluster groups, RANCH and NHVic (3.24) • Develop and implement strategies to strengthen relationships with local MPS (3.22) • Develop and implement a Professional Supervision program (3.15) • Develop and implement strategies to share examples and stories of good practice across RANCH Neighbourhood Houses (3.11) • Recruit volunteers from the RANCH membership to take on specific tasks on behalf of the RANCH CoM (eg manage the RANCH FB page, marketing, website resource development etc.) (2.91)

  5. What should we do at RANCH meetings? • Opportunities for working collaboratively on issues, projects, campaigns etc. relevant to RANCH houses   (2.58) • Updates on issues affecting the sector e.g. reports to departments, legislative changes etc   (2.57) • Members practice examples - examples of good practice in Neighbourhood House community development   (2.55) • Collective planning to maximise our collective effectiveness   (2.50) • Professional development sessions   (2.47) • Community development stories   (2.37)

  6. What should we do at RANCH meetings? • Around the Houses - Community Development stories from members   (2.16) • Business arising from members meeting  (2.14) • Stakeholder presentations e.g. DHHS   (2.09) • Networkers' Reports   (1.98) • Treasurer's/finance Report   (1.93) • RANCH General Business   (1.86) • Questions from RANCH members about the previous RANCH Committee meeting minutes   (1.82) • President's Report (1.80)

  7. Today’s workshop? • Provide an opportunity for working collaboratively on issues, projects, campaigns etc. relevant to RANCH houses • Begin the process of developing and implementing a coordinator mentoring program

  8. What is a mentoring program? Mentoring is most often defined as: “a professional relationship in which an experienced person (the mentor) assists another (the mentoree) in developing specific skills and knowledge that will enhance the less-experienced person’s professional and personal growth.” What is the difference between “mentoring” and “professional supervision” ?

  9. What is the difference between “formal” and “informal mentoring”? Informal mentoring: • Goals of the relationship are not specified • Outcomes are not measured • Access is limited and may be exclusive • Mentors and mentorees self-select on the basis of personal chemistry • Mentoring lasts a long time; sometimes a lifetime • The organization benefits indirectly, as the focus is exclusively on the mentoree

  10. What is the difference between “formal” and “informal mentoring”? Formal mentoring: • Goals are established from the beginning by the organization and the employee mentoree • Outcomes are measured • Access is open to all who meet program criteria • Mentors and mentorees are paired based on compatibility • Training and support in mentoring is provided • Organization and employee both benefit directly.

  11. Types of mentoring programs • One-on-One Mentoring • Group Mentoring • Short-Term or Goal-Oriented Mentoring • Peer-to-peer Mentoring • Reverse Mentoring

  12. How can we establish a Mentoring Program ?

  13. What will we need to do to design a Mentoring Program ?

  14. What do we want to achieve? Why is the development of a Coordinator Mentoring Program the RANCH membership’s top priority? What issues/needs do NHs think can be addressed by a mentoring program?

  15. What type of program do we need? How can the program be coordinated? How can we recruit and maintain mentors? What resources will be needed to implement and support the program? How can the program be sustainable?

  16. What additional issues should RANCH consider in relation to the establishment of a mentoring program?

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