1. Undertaking Mentoring in the Workplace and an Introduction to Reflective Practice

2. Objectives Understand the principles of professional development
Be able to create a development plan for your mentee
Understand the importance of feedback on practice and identify how to use this effectively
Be able to identify methods to reflect on mentoring practice
Review evidence for unit 305 assignment

3. Present Let’s Think
Think about the range of professional development activities that you and your mentee have participated in over the last 3 months.
Are they informal activities as well as the more formal training events?
What are the top 5 Professional development activities in your profession?

4. Professional development is a planned process of improving and increasing capabilities of staff

5. Development Planning
The areas(s) for development: what do they need to learn?
How the learning might be achieved: training, on-the-job learning, secondment or a combination of appropriate interventions?
The support or resources that will be required to enable learning to take place:
How much it will cost the organisation and/or the individual to complete the learning;
Success criteria, the criteria by which it will be determined whether the learning has been successful: achievement of objectives, appraisal, obtaining a qualification?
Dates -The proposed start and end dates and review dates, which will enable progress to be assessed

7. Setting Criteria Activity

8. Review Activity

9. Review Professional Development Plan Templates
Activity -PDP Review
Review Professional Development Plan Templates
What is the purpose?
Who is involved?
How is it reviewed?
What should it look like?
What should it contain?

10. how to create a development plan

11. Development Needs and Skills Gap Analysis
ROGUE
Development Needs and Skills Gap Analysis
The ROGUE approach (KW Hamilton, 2012) requires managers to:
Review … team members' job descriptions
Observe… team members at work
Gather… additional information (e.g. performance)
Understand and unpick… the information, sifting it to determine what is important
Engage… with team members to agree a Personal Development Plan

12. Discuss the potential barriers to professional development for your staff member and how you can overcome this

14. Feedback to Improve Practice

15. People who receive regular feedback are more likely to perform at a higher level

16. Clip
feedback

17. Feedback on Performance
Feedback on your performance at work can give valuable insights in to where you may need to concentrate your personal and professional development.
This could be informal feedback or more formal feedback from sources such as performance questionnaires, your annual appraisals or 360 degree feedback.

18. Review mentee feedback form together

19. Accepting Feedback
No ego - They have a point to make so let them make it and try not to get defensive.
Accept – This doesn’t mean that you have to agree, but you do need to show you listened
Acknowledge – Where the feedback you have received is valid, acknowledge it.
Clarify – If you don’t understand the feedback you’re getting or need more information, ask questions to clarify. “Can you give me an example”
Build – Build from what they have told you. This might mean saying what you plan to do differently or putting your perspective over but in a way that doesn’t dismiss what they have told you.
Start talking – Don’t dwell or introspect for too long. Start responding

20. Feedback Activity Complete a self assessment review activity sheet
Feedback and discuss

21. Kobl
Kobl theory

22. Kobl’s Experimental Learning Theory

23. Present-Kobl Example The experience Reflection
The mentee is upset as they feel they are not to able to meet their work objectives.They have not completed all the tasks given and have come to you.
Reflection
Why did the mentee become upset about this? What was the cause of the issue? Could I have done something differently? Is it a training issue?

24. Making Sense New Approach
The mentee did not have the time given to do the task within their role. This was because of poor planning and work allocation. They were given too much to do in their shift.
New Approach
Consider a new approach to ensure work tasks are reduced and delegated fairly. This will enable the mentee to complete their work objectives and feel happier.

25. Assignment

26. Assignment Planning
Plans of regular mentoring sessions
Action plans with SMART targets
Development plan for mentee
Mentoring contract
Mentoring diary and notes
Feedback from mentee
Some reflection and review of own performance in relation to mentoring

27. Observation for Reflection