1 training … consultancy … advice and support mentoring care alliance workforce development

1training … consultancy … advice and support

Mentoring

Care Alliance

Workforce Development


HousekeepingFire InstructionsAccidents and injuriesToiletsMobile phonesBreaksCatering arrangements


Hopes and Fears What are your hopes for the course – and in

relation to mentoring? And what are your fears in relation to the

course and to mentoring? Write your hopes and fears anonymously on

the post it notes provided – one idea per post it note - and stick them on the appropriate flipchart sheet

You can write as many (or as few!) as you wish


AimsBy the end of the session you will be

equipped with the basic skills required to successfully mentor young people on the adult social care apprenticeship programme


ObjectivesBy the end of the session you will be

able to:Explain the similarities and differences

between coaching and mentoringIdentify development goals that can be

met through mentoringDescribe the role responsibilities and

characteristics of the effective workplace mentor


Objectives cont.Explain the key concepts, principles

and practices of mentoringDescribe the role and responsibilities

of the menteeAssess your own ability to use a

variety of interpersonal communication strategies and provide supportive feedback to mentees on their development


ActivityIn your small groups define what we

mean by mentoringWhat are the similarities and

differences between mentoring, coaching, counselling and therapy?

Record your definition and the similarities and differences on the flipchart and nominate a spokesperson to feedback


ActivityIn what situations could mentoring be

used?What development goals could

mentoring help to achieve?


Competency Model

Unconscious Incompetence

Conscious Incompetence

Conscious Competence

Unconscious Competence


Matching of Mentors and MenteesWhat factors might we take into

account when matching mentors and menteees?


ContractingClarifies expectations, roles and

responsibilitiesWhat might be included in the

contract?


Equality and DiversityEquality - means ensuring that everyone has

equal opportunity to participate, contribute to and benefit from activities and opportunities presented at work

Diversity - goes beyond fair and equal treatment to recognise and appreciate the benefits that different peoples’ talents bring to an organisation. Society is diverse in many different ways. Embracing and celebrating diversity helps create an environment where everyone feels included and valued


Ethics in MentoringWhat ethical factors do we need to

consider?


The Basic Helping Styles

Telling Manipulating

Advising Counselling

Excludes Client

Problem Centred Client Centred

Includes Client


Coaching Conversations:The Coaching Path

1. Establish conversation

2. Identify topic and goal

3. Surface understanding/insight

4. Shape agreements/conclusions

5. Completion/close

Starr,J. (2008 p188)


Fundamental Coaching and Mentoring SkillsBuilding rapport or relationshipDifferent levels of listeningUsing intuitionAsking questionsGiving supportive feedback

Starr,J. (2008 p61)


Key CompetenciesWhat are the key competencies for

mentors?


GROW Model


Building RapportPhysical appearance/clothesBody language/physical gesturesQualities of voiceLanguage/words usedBeliefs and values


TrustThe 4 pillars of trust:PresenceDisclosureEnquiryCommitment


EmpathyWhat do we mean by empathy?How is it different to sympathy?


Questioning SkillsClosedOpenProbingLeadingMultiple


Listening SkillsThe 5 levels of listening:

1. Waiting for our turn to speak

2. Giving our own experience

3. Giving advice

4. Listening and asking for more

5. Intuitive listening

Wilson,C (2007 p21)


Another take on levels of listening

1. Cosmetic listening

2. Conversational listening

3. Active listening

4. Deep listening

Starr, J. (2008, p86)


3 basic rules for accurate reading of body language

1. Read gestures in clusters

2. Look for congruence

3. Read gestures in context


Giving supportive feedbackPotential benefits could include:Has a positive impact on learningOffers useful information or

perspectivesEncourages or motivates the menteeConfirms or compares views or

opinionsPrompts insights or ideas

Starr, J, (2008)


Feedback should be:Given with a positive intentionBased on fact and behaviourConstructive and beneficial

Starr, J. (2008, p126)


Motivational FeedbackMotivational feedback is used to praise

someone for something they have done well


Developmental FeedbackDevelopmental feedback is used to

provide constructive feedback when something has gone wrong

Think about the language you use when giving feedback e.g. weaknesses or areas for improvement?


Why Reflective Practice? ‘You cannot reflect on learning

experiences you cannot remember.’

Minton,D (1997)


David Kolb’s Learning CycleConcrete

Experience

Reflective Observation

Abstract Conceptualis

ation

Active Experimentat

ion


Donald Schon

Practitioners consciously think about their own practice to develop themselves and their practice further with the aim to improve


Schon cont.Suggested that the capacity to

reflect on action so as to engage in a process of continuous learning was one of the defining characteristics of professional practice

www.infed.org

http://www.infed.org/


Gibbs’ Cycle of Reflective Practice

Describe what

happened Feelings – what

were you thinking and feeling

Evaluation – what was good or bad about it?

Analysis – what sense can you

make of the situation?

Conclusion – what else could you have done?

Action plan – if it arose again, what

would you do?


SupervisionSupervision sessions are a place for the

coach / mentor to reflect on the work they are undertaking, with another more experienced coach / mentor. It has the dual purpose of supporting the continued learning and development of the coach / mentor, as well as giving a degree of protection to the person being coached / mentored

Bluckert, 2004


Key Features of Successful Young Peoples Mentoring SchemesMonitoring of programme

implementationScreening of prospective mentorsMatching of mentors and mentees on

relevant criteriaBoth pre-match and on-going trainingSupervisionSupport for mentors


Key Features of Successful Young Peoples Mentoring Schemes cont.Structured activities for mentors and

menteesParental support and involvementFrequency of contactLength of relationship


Any Questions?

1 training … consultancy … advice and support mentoring care alliance workforce development

Documents

training consultancy

support hopes

support objectives

support activity

support equality

feedback slide

support housekeeping

support contracting