1. Futures Mentoring Workshop

2. Futures mentoring
Our ambition is to develop a fully inclusive University community which encourages everyone to flourish and reach their potential within a positive and supportive culture.
The aim of the Futures programme is to increase the pool of female and BAME academics contributing in roles and grades at the University where they are currently under-represented.
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3. Purpose
To introduce you to the Futures programme, explore your understanding and expectations of the programme.
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4. In pairs In pairs tell each other: Name and role in dept
What is mentoring
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5. What is Mentoring?
“The process of change and growth brought about by the interaction of two people”
“ A method of achieving personal goals faced by different people with unique concerns”
D. Clutterbuck and D. Megginson
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© The University of Sheffield

6. Common Expectations of Mentors
To help others
To share with others my experiences
To encourage and support
To facilitate
To listen
To respect confidentiality
To challenge supportively
To be non-judgmental
To build confidence
To learn from mentee
To offer feedback
To offer guidance
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© The University of Sheffield

7. Common Expectations of Mentees
To be open
To respect confidentiality
To have mutual trust
To take responsibility for their decisions
To set realistic goals
To be self-critical
To drive the process/ take ownership
To be prepared
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© The University of Sheffield

8. 4 Phases of Mentoring Process
Establishing rapport
Direction Setting
Progress making
Moving on
(Adapted from Megginson & Clutterbuck 1995)
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© The University of Sheffield

9. Establishing rapport Be open to different perspectives, and concerns
Clarity about what will be open and what can be left out
Agree confidentiality
Establish agreed ways of working
Set up details of future meetings
Putting the mentee at ease

10. Direction Setting Agree goals and desired outcomes
Identify key challenges or barriers
Understand/explore motivations
Encourage thinking through of implications of diagnosis
Identify opportunities for support eg: shadowing, connections etc
Be clear about next step
Direction Setting

11. Progress Making Monitoring progress Sharing and providing experiences
Giving feedback (2-way)
Relationship review and renegotiation
Recognising achievements/objectives attained
Enabling self-reflection
Planning next steps
Progress Making

12. Moving On Review learning throughout the mentoring
Review against objectives and recognise achievements
Identify how the mentee will obtain future support
Plan future actions/progress
Orchestrate a good ending

13. Things to consider: Unconscious bias Additional support 18/11/2018
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14. Q’s to consider: What do I want from the mentoring process?
What can I offer as a mentee/mentor?
How can I manage any unconscious bias?
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15. What do Mentors get from a mentoring relationship?
“It has proven to me that one plus one is more than two”
“I feel energised by being around the enthusiasm and raw potential of my mentee”
“I have become aware of the strength and power of mentoring and can see its relevance in any aspect of business life”
“As a mentor I feel re-energised and excited about my own career again”
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© The University of Sheffield

16. What do Mentees get from a mentoring relationship?
“My mentor helped challenge my own beliefs about myself and what is possible ”
“There is someone out there I can go to”
“I have gained a trusting friend whose opinions I value”
“I feel I am in control of my own career…the difference between before and now is huge!”
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© The University of Sheffield

17. What is the process?
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