1. Mentor Me - Mentor You
Heather Pickard
Liz Gee

2. What we wanted to do ….
Design a peer to peer mentoring scheme as part of the scheduled extra curricular Career Planning activities. These are sessions specifically devised to enhance employability and operate in years 1 and 2.

3. This was a pilot project to explore the possibility of embedding such a scheme in the Career Planning scheme of work
Our aim was to ensure the mentoring was:
relevant
transferrable and scale able across courses
student focused
engaging
Methodology

4. Methodology The aim was achieved via a stepped process:
Train the tutor
Tutors recruit and then work with students to become mentors
Students operate as mentors
Mentees become mentors
Ongoing process

5. What we did…………………
Developed a training programme and resources Hosted ‘train the trainer ‘ workshops Recruited mentors…………. How? Hosted mentoring skills training session Recruited mentees….. How? Matched mentees with mentors….. How? Provided mentoring supervision Hosted an evaluation workshop

6. Powerful questions
Your participation

7. What participants said……………………….
Feedback
What participants said……………………….

8. Mentor reflections:
‘the importance of developing these skills to be effective in the workplace’;
‘learning new skills and especially related to, and the importance of listening’;
‘increased confidence’ and
‘it was interesting to use using the OSCAR model to structure the approach and interaction with my mentee.’

9. Further evaluations
The final workshop provided an opportunity to implement a focus group method of research.
The Focus Group identified the key impacts on mentors including:
the opportunity to ‘put skills into practice’,
Identification of learning skills that can be used in the workplace
recognition that the skills can be applied to a wide range of situations.
the value of adding this experience ‘on to my’ CV was highlighted.
Several students indicated that having to write a reflective review after each mentoring session reminded them of the importance of this activity in their own personal development.

10. Strengths Weaknesses Opportunities Threats Key considerations
Greater understanding of UAL processes
Integration between year groups
Weaknesses
Crossing the mentee/ mentor boundaries
Difficult to obtain feedback
Timing + availability of mentee/mentor
Opportunities
Application of theory to practice
Reinforced effectiveness of the reflective process
Threats
Pressure on the mentor to ensure the mentee succeeded
Mentees not committed

11. What we did…. Created and agreed a project brief
Developed training programmes and resources
Hosted ‘train-the-trainer’ workshops
Recruited mentors
Hosted mentoring skills workshop
Recruited mentees
Provided mentoring supervision
Hosted an evaluation workshop

12. What resources we developed……….
Scheme of work Session plans Learner/ mentor workbook Reading lists Worksheets Mentor- Mentee agreements Self- assessment tools

13. What we want you to do ….
With the person sitting next to you spend 4-5 minutes discussing
What is the potential for a similar programme in your area of work? and then
What might be the challenges if you were to implement such a programme?
THEN turn your conclusions into 1 or 2 key questions that you want to ask

14. What are your questions….???
Q and A

15. Where can I find out more?…….
Contact details: Heather Pickard Liz Gee

16. Resources Garvey, B; Stokes, P; and Megginson D (2014)
Coaching and Mentoring Theory and Practice 2nd Edn. London: SAGE
Gilbert, A and Whittleworth, K (2010).OSCAR Model of Coaching. Monmouth: Worth Consulting Ltd.
Hawkins,P.(2012). Creating a coaching culture: developing a coaching strategy for you. Maidenhead: Open University Press
Whiteworth,L; Kimsey-House,H; and Sandahl,P (1998) Coactive Coaching. London: Davies Black Publishing
Journal of Evidence Based Coaching and Mentoring
Resources
Garvey, B; Stokes, P; and Megginson D (2014)
Coaching and Mentoring Theory and Practice 2nd Edn. London: SAGE
Gilbert, A and Whittleworth, K (2010).OSCAR Model of Coaching. Monmouth: Worth Consulting Ltd.
Hawkins,P.(2012). Creating a coaching culture: developing a coaching strategy for you. Maidenhead: Open University Press
Whiteworth,L; Kimsey-House,H; and Sandahl,P (1998) Coactive Coaching. London: Davies Black Publishing
Journal of Evidence Based Coaching and Mentoring

17. Additional resources.
CLUTTERBUCK, D. (2004) Everyone needs a mentor : fostering talent in your organisation.4th ed. London : Chartered Institute of Personnel and Development.
HAWKINS,P.(2012) Creating a coaching culture: developing a coaching strategy for you. Maidenhead: Open University Press.
LAMPSHIRE, J. and LEWIS, L. (2008) Coaching and mentoring. HR study, no 897. London: IDS.
Chartered Institute of Personnel and Development, Coaching CIPD toolkit. London:
CLUTTERBUCK, D. (2013) Teaming up for a coaching culture. Training Journal. February. pp65-69.
DUNNETT, R. (2012) Mentoring matters. Director. Vol 65, No 6, February. pp50-53.
MARRIS, B. (2012) Leaders - when are you coaching, mentoring or consulting? Human Resources (New Zealand).Vol 17, No 4, October/November. pp 
 
MURPHY, W.M. (2012) Reverse mentoring at work: fostering cross-generational learning and developing millennial leaders. Human Resource Management. Vol 51, No 4, July/August. pp
WOLFF, C. (2012) How to deliver an employee coaching programme: the 2012 Xpert HR survey. IRS Employment Review. 7 March., 9pp.
WOLFF, C. (2012) How to make a success of employee coaching: the 2012 Xpert HR survey. IRS Employment Review. 7 March pp