Mentoring

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Mentoring

• An introduction to mentoring skills
• Facilitators

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Outcomes

• By the end of the course you will be able to
• Define mentoring
• Understand the values of a good mentor
• Understand core mentoring principles
• Understand learning styles
• Create the right climate for successful mentoring
• Understand the CILIP Mentoring Scheme

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Mentoring defined

• To help and support people to manage their own
  learning in order to maximise their potential,
  develop their skills, improve their performance
  and become the person they want to
  be. Parsloe 1992
• Mentoring includes coaching, counselling and
  networking. It is not necessary to dazzle the
  protégé with knowledge and experience. The
  mentor just has to provide encouragement by
  sharing his enthusiasm for his job.
• Clutterbuck 1991

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Learning Styles
Pragmatist
Activist
Reflector
Theorist
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Mentoring Styles
Directive
Stretching Challenging
Nurturing Supporting
Mentoring
Non-Directive
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Role of the Mentor

• Role of the Mentor is to and
• listen
• question, find facts
• guide on career develpmt
• pass on info knowledge
• offer diff perspectives
• offer support, encouragmt
• take lead (initially)
• confront difficult issues
• celebrate success

• to encourage mentee to
• listen
• check their understanding
• share their thoughts
• review reflect on learning
• be open to new perspectives
• take resp for own develpmt
• get the most from the relationship
• celebrate success

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Mentoring Process
Stage 1 Confirm Personal Professional Development
Plan (PPDP)
Stage 2 Encourage the self-management of learning
Stage 4 Assist in evaluation of success
Stage 3 Provide support during the PPDP process
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Being a Mentor

• Key Skills
• Active Listening
• Questioning
• Giving Feedback

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Giving Feedback

• The fuel that drives improved performance
• Feedback
• gives info about how behaviour is perceived by
  others effect it has on them
• helps to learn by increasing awareness about what
  we are doing and how we are doing it
• greatly increases self-awareness
• helps monitor progress of LD

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Mentor Qualities

• Integrity
• Honesty
• Reliability
• Non-judgmental attitude
• Objectivity
• Seeing potential

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Being a Mentor

• Major Dangers
• own natural preferences
• bias
• giving advice suggestions to appear helpful
• thinking you can do it all
• allowing dependency to develop

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Mentors

• Enable
• Encourage
• Enthuse

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Why a Cilip scheme?

• The Mentor Scheme has one key purpose
• to support individual CILIP members through the
  Framework of Qualifications processes. The key
  outcome of all mentoring partnerships within the
  scheme will be the successful completion of a
  CILIP qualification.

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CILIP and mentoring

• For the purposes of the CILIP scheme
• mentoring is defined as
• supporting the professional development of
  others in the library and information sector in
  order to maximise their potential, develop their
  skills and develop the profession to meet the
  needs of service users now and in the future.
• YMLAC Mentoring Toolkit

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Who Benefits
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The Mentoring Process

• Stages
• confirm the PPDP and goals (mentee submit
  Mentoring form and PPDP)
• identify activities and encourage self-management
  of learning
• provide support through the PPDP process
• assist in evaluation of success

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The Mentoring Agenda

• First Meeting
• establish expectations
• check what confidentiality means to each of you
• agree meetings schedule emergency contact
• determine boundaries
• how will you evaluate at the end of the process

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The Mentoring Agreement

• Doesnt need to be very complex
• Consider objectives of the mentee - this will
  differ according to the needs of the mentee may
  include discussion, guidance, reading portfolio
  etc.
• Discuss contact information - how frequently are
  you happy for the mentee to contact you?
• Write names on bottom of form (not just
  signature)

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The Mentoring Agenda

• Future meetings - preparation for Mentee
• What do you want to discuss today?
• What successes/achievements have you experienced
  since the last meeting?
• What targets have you not met?
• What insights, conclusions, lessons have you
  noted?
• What challenges are you facing?
• At end note - What actions need taking before the
  next meeting?

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PPDPs

• Personal Professional Development Plan
• Self-appraisal - SWOT
• Colleague appraisals - SWOT
• Assess goals
• What skills/knowledge/experience is needed to
  meet these goals?
• What is the gap between what you need and what
  you have now?
• Identify learning activities to help bridge gap

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PPDP
Training Proposed Anticipated Expected
Actual Devl Need Action Outcome
Timescale Outcome
Training Trainers Confident March
Skills Course delivery of
2007 Shadowing training to
staff
22
Portfolios

• Read the Regulations!
• Critical items
• contents table
• CV (annotated can be useful)
• PPDP (completed)
• Organisational Chart (where appropriate)
• Evidence of participation in Mentoring Scheme
• Evaluative Statement (1000 words)
• explains why material chosen
• includes outcomes of activity evaluation of how
  they have contributed to development
• cross referenced to evidence

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Selecting the Material

• Quality not quantity
• Concentrate on last 2-3 years (use annotated CV
  as necessary)
• Evidence is to show development - include
  comparators as appropriate
• Personal Statement is a map to the evidence
• Labelled and showing criteria it meets
• Look at Assessment Form on website
• And so what? Check everything for its purpose
  and what it is proving

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Ending the Relationship

• Review what has been delivered in terms of
  expected and unexpected outcomes for both parties
• Review what has not been delivered
• Explore what is expected next - informal?
• Explore where the mentee may find support in
  other areas
• Celebrate their Chartership!

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The Mentoring Checklist

• Check yourself against the questions
• Tick against each item you feel you meet
• Dont panic if you dont feel you have everything
  you need
• Think through what you might do to feel
  confident/improve any area- enter action(s)
• If you tick all 10 - fill in a Mentor Appn form!

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Contact Details

• Carol Campbell-Hayes - 01629 585135
• carol.campbell-hayes_at_derbyshire.gov.uk
• CILIP
• Qualifications and Professional Development Dept
• quals_at_cilip.org.uk
• 020 7255 0613