East Midlands Councils Member Development Skills Portal Survey February 2012.
Councillor mentoring Councillor Development Network, East Midlands Councils 30 Sept 2010 I .
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Transcript of Councillor mentoring Councillor Development Network, East Midlands Councils 30 Sept 2010 I .
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Councillor mentoring
Councillor Development Network,
East Midlands Councils
30 Sept 2010 Iwww.local.gov.uk/improvementanddevelopment
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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
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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’
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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
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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
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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
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Benefits of mentoring – recent researchMentee• 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
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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
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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
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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
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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
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Managing mentoring in practiceCouncil• Identifying need for mentoring• Explaining the benefits to potential participants• Contract management – ‘client side’• Initial diary management (mentor / mentee usually take on)• Assisting with evaluationLG 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)
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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
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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)
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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, [email protected] or tel. 07887-706960
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Any questions?