Building Relationships: The Language of Mentoring Nicola Englyst John PerryJanuary 2013.
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Transcript of Building Relationships: The Language of Mentoring Nicola Englyst John PerryJanuary 2013.
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Building Relationships: The Language of Mentoring
Nicola Englyst
John Perry January 2013
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Programme
• Welcome
• What is mentoring and what makes a good mentor/mentee?
• The GROW model
• Lunch (approx. 12.30)
• Practical mentoring (restart at approx. 1)
• The benefits of mentoring
• Grant bodies and mentoring
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What’s in a name?• Mentor
• Pastor
• Pastoral tutor
• Personal tutor
• Life coach
• Mentee
Skills discussed today are relevant to all!
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•Off-line help by one person to another in making significant transitions in knowledge, work or thinking
Mentoring is more than ‘giving advice’- its about motivating and empowering the other person to identify and resolve their own issues and goals.
An informal and supportive relationship whereby a more experienced member of staff
undertakes to help a new member of staff to learn his/her job and
understand its context within the University.
•Concise Oxford Dictionary: an experienced person in an institution who trains and counsels new employees or students
Trusted advisor, friend, teacher,
wise person
What is mentoring or a mentor today?
A system of semi-structured guidance whereby one person shares their knowledge, skills and experience to assist others to progress their own lives and careers
All mentoring relationships are different!
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What makes a good mentor?
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Mentor checklist:
• Are you interested in helping others succeed? Even bypass you?
• Are you reliable, honest, trustworthy, confidential?
• Are you capable of active listening?
• Are you empathetic?
• Are you able to question someone sensitively whilst empowering them to explore their own issues?
• Can you pass on your knowledge and expertise, encouraging and helping
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What makes a good mentee?
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A good mentee…• Is honest
• Seizes the initiative
• Thinks about the questions they want to ask
• Is open to receiving advice
• Understands that the mentor can help them reach a solution but won’t dictate a solution to them- this might involve work by the mentee!
• Is prepared to act on any plans they make
• Comes on time!
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Mentoring in Faculty of Medicine
• 4 types available:
– Long term mentoring
– One stop mentoring
– Mentoring workshops
– Peer mentoring
• Mentoring database
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Choosing a mentor• Database on
https://www.som.soton.ac.uk/learn/postdoc/mentoring/
• Looking and asking around
• Introductory mentor scheme for postdoctoral researchers
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Getting started….• Contact your mentor…by email, phone, face to face
• Don’t be put off if they say no- ask someone else!
• Arrange a good time and place to meet
• Sometimes, awkward beginnings
– Ideas for Successful Mentoring sheet on PDA site
– Practical exercises….GROW model
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Bits ‘n’ bobs• Confidentiality.
• You may need to enlist specialist help.
• Keeping records (may be needed for grant bodies) e.g. what was discussed, agreed and objectives for next meeting.
• Long term mentoring relationships have a beginning, middle and often an end.
• You can have more than one mentor.
• You can be a mentor and a mentee!
• Tell us about your mentoring experiences.
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John Perry• Principal Teaching Fellow in Healthcare
Communication in the School of Medicine.
• His background and qualifications are in the areas of counselling, coaching and psychotherapy and he has a particular interest in stress and stress management.
• GROW model
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Towards Solutions!
The GROW Model
G represents your GOALS – What do you want to achieve?
R represents your REALITY – What is happening right now?
O represents your OPTIONS – What could you do?
W represents your WILL – What WILL you do?
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Wheel 1: Your life as it is now
Health & Wellbeing
Security
Learning / personal development
Friendship / Personal relationships
Choose a category
Home & Family
Fun & recreation
Career
www.cfel-uk.net
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Wheel 2: Your life as you would like it to be
Health & Wellbeing
Security
Learning / personal development
Friendship / Personal relationships
Choose a category
Home & Family
Fun & recreation
Career
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Wheel Of Life: Example
Health & Wellbeing
Security
Learning / personal development
Friendship / Personal relationships
Choose a category
Home & Family
Fun & recreation
Career
www.cfel-uk.net
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Lunch time• Good chance to network!
• Good chance to suss out a mentor!
• Good chance to eat food!
• At 1.00, we’ll reconvene to put what you’ve learned today into practice….
MENTOR DATABASE AVAILABLE FOR SEARCHING
OVER LUNCH
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Now it’s your turn!• Get into pairs (generally works best with people you
don’t know well!)
• 3 common scenarios- choose the one you like best!
• Common threads
• Take 5 mins to read through and think about the challenges noted in each scenario, then another 15 mins to role play
• You can start another scenario if time allows.
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What was good?
What was a barrier to communication
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Mentoring and funding bodies• Funding bodies like mentoring schemes!
• Wellcome Trust: What kind of support for fellows do you expect from the host institution?
• The host institution will be expected to provide you with appropriate facilities, infrastructure and space for the work to be undertaken as well as support and mentoring where appropriate.
• Wellcome Trust Senior Investigators Awards: have a strong training record supporting the development and mentoring of less experienced researchers.
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MRC• In the MRC application form for fellowships the proposed Head(s) of
Department of the applicant is required to:
– commit to putting in place arrangements for the Fellow’s
mentoring in the event of an award being made, and
– provide brief details of what these arrangements are likely to be
(including what arrangements may already be in place in the
Research Organisation).
• Information on the effectiveness of mentoring arrangements must be
included in the final report on the Fellowship.
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Mentees: What’s in it for you?
• Encourage and empower personal development.
• Help to achieve career goals
• Help identify and correct gaps in generic skills and knowledge.
• Increases confidence.
• Develops and maintains a broader perspective on career options and opportunities
• Access to a senior role model/ networking.
• Insight into University culture.
• Funding bodies are increasingly placing value on active mentoring schemes.
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Mentors: What’s in it for you?• Recognised involvement in a programme of strategic
importance.
• New perspectives and insight into The Faculty.
• Potential for networking.
• Additional experience in staff management and development.
• Transferable skills development.
• Opportunity for self reflection, and personal satisfaction. Opportunity to give something back.
• Funding bodies increasingly value an active mentoring programme.
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What’s in it for the Faculty?• Improving academic performance through staff development.
• Improving communication between individuals/groups/units.
• Reinforcing The Faculty’s commitment to learning and development.
• Creating a breeding ground for fresh ideas and innovations.
• Enhancing the Faculty’s reputation through improved career destinations of its research staff.
• Being at the forefront on mentoring in the UK- great for grant applications.
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