The Judicial Studies Board for Northern Ireland Induction Seminar 22 nd November 2007

Mentoring

Mentoring – what it is NOT Not about babysitting, or looking after the new kids on the block Not about babysitting, or looking after the new kids on the block Not about monitoring performance Not about monitoring performance Not about learning the legal ropes Not about learning the legal ropes Not a luxury there isnt time for Not a luxury there isnt time for Not about criticising decisions Not about criticising decisions Not a cosy chat Not a cosy chat

What is mentoring? Mentoring is the process whereby an experienced member of an organisation acts as a confidential adviser to one or more recently appointed members in order to help them understand the workings of the organisation and their role within it. A mentor provides support, advice and guidance, and gives the new appointee someone experienced and independent with whom to discuss difficult issues. Mentoring is an opportunity.

The Benefits of Mentoring

Benefits For the mentee – Provides practical and professional support in becoming familiar with and managing the judicial role Provides practical and professional support in becoming familiar with and managing the judicial role Helps to develop an overview of his/her own role and gives confidence in a way that supplements training Helps to develop an overview of his/her own role and gives confidence in a way that supplements training Helps to develop an understanding of procedures and systems within the court system Helps to develop an understanding of procedures and systems within the court system Encourages reflection on practice Encourages reflection on practice Identifies areas of development Identifies areas of development Enhances self confidence and self-esteem Enhances self confidence and self-esteem Provides a sense of being supported (and reduces any sense of isolation or stress) Provides a sense of being supported (and reduces any sense of isolation or stress) Provides a role model and a sounding board Provides a role model and a sounding board Offers personal support Offers personal support

Benefits For the mentor: Improves role satisfaction Improves role satisfaction Helps develop specific skills Helps develop specific skills Encourages self reflection Encourages self reflection Leads to developments in the mentors own practice Leads to developments in the mentors own practice Helps to develop relationships Helps to develop relationships Enhances peer recognition Enhances peer recognition Assists career development Assists career development

Benefits For the justice system: Enhances the induction process and assists the integration of the mentee into the justice system Enhances the induction process and assists the integration of the mentee into the justice system Enhances communication Enhances communication Motivates individuals Motivates individuals Enables the new appointee to enhance the quality of the justice system Enables the new appointee to enhance the quality of the justice system The service provided to the court user is improved The service provided to the court user is improved

Mentoring – what is required from you?

Mentoring tasks Negotiating and agreeing Negotiating and agreeing Identifying learning needs Identifying learning needs Observing Observing Recording Recording Giving feedback Giving feedback Reviewing Reviewing Problem-solving Problem-solving Giving information and advice Giving information and advice Target setting Target setting Clarifying strategies and actions Clarifying strategies and actions

The mentors skills Showing respect Showing respect Showing empathy and understanding Showing empathy and understanding Active listening Active listening Questioning Questioning Exploring and clarifying Exploring and clarifying Reflecting Reflecting Challenging stereotypes, discriminating or inappropriate remarks Challenging stereotypes, discriminating or inappropriate remarks Summarising Summarising Observing Observing Giving and receiving feedback Giving and receiving feedback Action planning Action planning Decision making Decision making Self reflection Self reflection Non judgmental Non judgmental

The mentees skills Self-reflection Self-reflection Self-assessment Self-assessment Active listening Active listening Questioning Questioning Reviewing Reviewing Observing Observing Giving and receiving feedback Giving and receiving feedback Being assertive Being assertive Decision making Decision making Clarifying values and beliefs Clarifying values and beliefs

The JSB Mentoring System Advice and Guidance

Duration Starts now! Starts now! Court observations before early December Court observations before early December Initial meeting within next 2-3 months Initial meeting within next 2-3 months Mentor should make himself/herself available to respond to queries during mentees first year Mentor should make himself/herself available to respond to queries during mentees first year May be of benefit to the mentee to maintain the relationship informally over succeeding years May be of benefit to the mentee to maintain the relationship informally over succeeding years

Observations Recommend at least 3 observations before sitting in court (early/mid December) Recommend at least 3 observations before sitting in court (early/mid December) Preferably 2 to be with mentor Preferably 2 to be with mentor Judicial Services Group (JSG) will arrange Judicial Services Group (JSG) will arrange If helpful, mentor may observe mentee once sittings commence If helpful, mentor may observe mentee once sittings commence

Meetings Mentor should contact mentee as soon as possible after this seminar to arrange initial meeting, to take place before or after the first sitting as a deputy Mentor should contact mentee as soon as possible after this seminar to arrange initial meeting, to take place before or after the first sitting as a deputy At the initial meeting, parties should clarify understanding of the purposes of mentoring and agree what they hope to achieve through the experience At the initial meeting, parties should clarify understanding of the purposes of mentoring and agree what they hope to achieve through the experience Agree a basic framework – what way might the mentor support the mentee, frequency of meetings, opportunities for review Agree a basic framework – what way might the mentor support the mentee, frequency of meetings, opportunities for review Suggest 2 review meetings during the year Suggest 2 review meetings during the year Additional meetings at the request of the mentee Additional meetings at the request of the mentee The mentor takes responsibility for monitoring the process and ensuring contact is appropriately managed The mentor takes responsibility for monitoring the process and ensuring contact is appropriately managed Ensure the mentee is familiar with or has access to various Bench Books and guidelines so that the mentee is well prepared to deal with a range of issues Ensure the mentee is familiar with or has access to various Bench Books and guidelines so that the mentee is well prepared to deal with a range of issues Dont forget the phone and ! Dont forget the phone and !

Its probably a silly question…Ill look stupid No its not and no you wont No its not and no you wont Your mentor is the person of whom you can ask the silly question Your mentor is the person of whom you can ask the silly question Volume of work, personalities in court, court staff, personal litigants, difficult decisions and situations, who to speak to about…, where to find…, how do I get a cup of tea, what to wear. Volume of work, personalities in court, court staff, personal litigants, difficult decisions and situations, who to speak to about…, where to find…, how do I get a cup of tea, what to wear. It can be a lonely job – its good to talk It can be a lonely job – its good to talk

Suggestions for good practice Use active listening skills - good eye contact, summarising and paraphrasing Use active listening skills - good eye contact, summarising and paraphrasing Ask open questions Ask open questions Allow mentee to do most of the talking Allow mentee to do most of the talking Encourage confidence and responsibility Encourage confidence and responsibility Use constructive and supportive language Use constructive and supportive language If problems occur, mentor to ask mentee to explain what happened, reflect back and ask themselves what other course of action they would have taken If problems occur, mentor to ask mentee to explain what happened, reflect back and ask themselves what other course of action they would have taken Encourage mentees to think for themselves Encourage mentees to think for themselves Be non judgmental at all times Be non judgmental at all times

Looking ahead Mentors to stress that they are available as a sounding board and for informal advice but not to make arrangements for the mentee – the aim of mentoring is to empower the mentee to develop and think for themselves Mentors to stress that they are available as a sounding board and for informal advice but not to make arrangements for the mentee – the aim of mentoring is to empower the mentee to develop and think for themselves Mentees should be encouraged to take sole responsibility for decision making but the mentor may give objective support and advice Mentees should be encouraged to take sole responsibility for decision making but the mentor may give objective support and advice Judicial independence Judicial independence

The good… Mentor support can be powerfully positive and enabling, developing a greater sense of confidence and enhancing the personal and professional skills of both mentor and mentee alike.

…the bad… A less effective mentoring relationship can be inhibiting, encouraging dependency and reducing self- confidence and a sense of autonomy on the part of the mentee.

…and the ugly.