Management STAMINa Mentoring Network ICCaMs Oxford Brookes - - PowerPoint PPT Presentation

RESE RESEARCH ARCH REPORT REPORT LAUNCH LAUNCH 2019 2019 Many Many Things Things to Many to Many People: People: Formal Mentoring Schemes and their Management

STAMINa Mentoring Network ICCaMs Oxford Brookes Business School

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Giles Orr Head of CPD, Consultancy & Training Oxford Brookes Business School

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HelloBrookes rookes @MentorNetwork1 @ICCAMS @brookesBS #ManyThings2ManyPeople #FormalMentoringSchemes

Today’s schedule

• PRESENTATION OF THE MAP AND REPORT – Part 1

Purpose – led by Drs Judie Gannon and Rhianon Washington BREAK

• PRESENTATION OF THE REPORT – Parts 2 and 3

Practicalities and People – led by Drs Judie Gannon and Rhianon Washington LUNCH

• PROGRAMME OF SUPPORT AND RESOURCES FOR

MSCs – led by Dr Carmelina Lawton-Smith

• PLENARY – led by Dr Judie Gannon

CLOSE

Background to the Study

▪ History of Mentoring research – the ‘shift’ ▪ Limited empirical research ▪ Following in the footsteps of Abbott and colleagues (2010) ▪ Methodology

▪Sample, SurveyMonkey and Interviews

▪ Results – Purpose, Practicalities and People ▪ FLINGA – https://flinga.fi What’s your priority?

Access code FXFU69T Join link https://flinga.fi/s/FXFU69T

Part 1 Purpose & Map

▪ Purpose of schemes ▪ Sustainability - durability ▪ Origins and development ▪ Funding ▪ Context ▪ Size and scale ▪ Nature of mentors and mentees

Part 1 Purpose & Map

10 20 30 40 50 60

Figure 1.1 The Purpose of Formal Mentoring schemes

Part 1 Purpose & Map

Part 1 Purpose & Map: Size and Scale

0% 5% 10% 15% 20% 25% 30% 35%

• a. None
• b. Less than 20
• c. 21 - 50
• d. 51 - 100
• e. 101 - 500
• f. Over 500

Figure 1.7 Currently how many mentoring pairs are working together on your scheme

Part 1 Purpose & Map

Part 1 Purpose & Map

▪ How might the map be used by practitioners? ▪ How do we support the funding challenges formal mentoring schemes face?

Part 2 Practicalities & People

▪ Nature of formal mentoring

▪ Forms of Mentoring ▪ Frequency and Types of interactions ▪ Features of Mentoring schemes ▪ Recruitment ▪ Matching ▪ Administration ▪ Monitoring and Support ▪ Training ▪ Evaluation ▪ Influencers and Governance

Part 2 Practicalities: Forms of Mentoring

0% 10% 20% 30% 40% 50% 60% 70%

• a. One to one dyadic

mentoring (between an experienced mentor and a less experienced mentee)

• b. Group mentoring

(where multiple mentors and mentees can interact in a group setting)

• c. E-mentoring (at a

distance through technology)

• d. Reverse mentoring

(where a junior colleague mentors a senior colleague)

• e. Peer mentoring

(between individuals in equivalent positions or with similar experiences)

• f. Speed mentoring (a

series of short, focused interactions with multiple partners)

Figure 2.1 The Forms of Mentoring Adopted

Part 2 Practicalities: Forms of Mentoring

0% 10% 20% 30% 40% 50% 60% 70% Mentors receive briefing notes/session Mentors receive training Mentees receive briefing notes/session Mentees receive training Mentees and Mentors are trained together Mentors participate in learning, networking

• r conferencing

events Mentees participate in learning, networking

• r conferencing

events

Figure 2.4 Formats for offering Mentoring guidance and training

Face 2 Face Online Not offered

Part 2 Practicalities: The Big 6

▪ FLINGA

Access code FHFXHTT Join link https://flinga.fi/s/FHFXHTT

TOP THREE?

▪ Recruitment ▪ Matching ▪ Administration ▪ Monitoring and Support ▪ Training ▪ Evaluation

Part 3 People

▪ Mentoring Scheme Coordinators

▪ Who are they? ▪ What they do ▪ Skills needed ▪ Challenges

Part 3 People

Part 3 People

0% 10% 20% 30% 40% 50% 60% 70% 80% 90% I had realistic expectations I had relevant previous experience Role is more challenging than anticipated Enjoy the diversity of the role Skills are used effectively in the role The role is isolating

Figure 3.4 Experience of the Role of Mentoring Scheme Coordinator

Agree Neither agree not disagree Disagree

Part 3 People

Skills area 1 Skills area 2 Skills area 3 Organisational skills Time management Flexibility Communication skills People/social skills Relationship management skills Mentoring and coaching knowledge and skills Empathy Matching skills and knowledge Leadership Listening skills Networking skills

Table 3.1 Top Three Main Skills areas for Mentoring Scheme Coordinators

Podcast Launch and Lunch!

▪ Isolated but fulfilling – how can we address this as Mentoring scheme coordinators? ▪ How can STAMINa Mentoring Network best support Mentoring scheme coordinators! ▪ The Doctors of Mentoring podcasts – what topics should we cover?

• Dr. Carmelina Lawton Smith

Associate Lecturer

SUPPORTING SUPPORTING MENTORING MENTORING SCHEME SCHEME CO CO-ORDINATO ORDINATORS RS

How can we support you?

Option 1 – On-line resources

▪ On-line modules of 90-120 mins ▪ Including:

▪ Presentation ▪ Reading ▪ Tools ▪ Best Practice ▪ Forum

▪ Quarterly Drop-in

▪ Scheduled ▪ Submit questions ▪ Topic led ▪ Action Learning ▪ Sharing space

Option 2 - Conference

▪ 1.5 day Conference ▪ Day 1 – Half day workshop/training (1-5) ▪ Day 2 - Conference (9.30-4?)

▪ Content? ▪ Scheme Stories ▪ Challenges ▪ Sharing Best Practice ▪ Building a community of practice

Discussion

▪ What do you think of the 2

• ptions?

▪ What might be the barriers to engagement? ▪ What improvements would you make?

What topics would you like more information about? What issues cause you most grief?

Plenary

• Report Key

conclusions

• Evidence base for

Formal Mentoring Schemes

• Workshop

Contributions

• Next steps?

Plenary

• Podcasts
• Case studies
• Support Network and Training

for Mentoring Scheme coordinators

• Build the research base -

biennial survey

• Sharing and connecting with

us and rest of the community

• f mentoring scheme

coordinators