1. Helen Challis Department of Human Resources
GROW Mentee training
Helen Challis
Department of Human Resources

2. Purpose:
To introduce you to the GROW mentoring programme, explore your understanding and expectations of the programme and to provide you with the opportunity to network.
23/04/2017
© The University of Sheffield

3. Objectives: By the end of this session you will be able to:
Outline your expectations of the programme
Describe what you are looking for from a mentor
Identify what your responsibilities are within the programme
23/04/2017
© The University of Sheffield

4. Speed dating instructions
In pairs tell each other
Name and role in department
Expectations/hopes for today
Experience of mentoring
2 mins per pair
Move when the buzzer sounds!
23/04/2017
© The University of Sheffield

5. The programme Mentor/mentee exchanges
Mentors/ Mentees Workshops
Mentor/ Mentee Application Form
Matching Process
Mentor/Mentee ‘contracting’
Circles for mentors
Mentor/mentee exchanges
Evaluation and monitoring
Forms:
Forms: Mentoring Agreement and Learning log

6. 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

7. Some thoughts….. ‘Big sister or brother approach Seeking guidance
Turning moaning into something positive
Confidence building
Being a sounding board
Reflection
Self evaluation
Resolving uncertainties
Sharing experiences
Making the person think about what
they want and how to achieve it
Informal

8. What skills are required – exercise brief
Identify the skills needed for successful mentoring relationship (both the mentor and/or the mentee)
Write up on flipchart
10 minutes
23/04/2017
© The University of Sheffield

9. Mentoring skills(OU study)
Strong interpersonal skills:
Listening, providing feedback, interviewing skills, questioning, motivation and self- awareness
Organisational skills:
time management, evaluating, maintaining boundaries plus working with learning contracts
(OU-Quality support centre study 1995)

10. Skills continued...... Drawing out Silence Suspending judgement
Recognising and expressing feelings
Paraphrasing
Sounding board
Critical friend
Challenging

11. Expectations Write down your expectations of:
Yourself
Your mentor
Share your thoughts with the other members of your group.
23/04/2017
© The University of Sheffield

12. Common Expectations of Mentors
OF SELF AS MENTOR:
To help others
To share with others my experiences
To encourage and support
To facilitate
To listen
To respect confidentiality
To build confidence
To learn from mentee

13. Common Expectations of Mentors
OF MY MENTEE:
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

14. What do Mentors get from a mentoring relationship?
SYFEN Mentoring
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”
Inova Consultancy: All Rights Reserved

15. What do Mentees get from a mentoring relationship?
SYFEN Mentoring
What do Mentees get from a mentoring relationship?
“Mentoring is not simply task-orientated, but is more about self perception”
“There is somewhere out there I can go to”
“I feel I am in control of my own career…the difference between before and now is huge!”
“I have gained a trusting friend whose opinions I value”
Inova Consultancy: All Rights Reserved

16. 4 Phases of Mentoring Process
Establishing rapport
Direction Setting
Progress making
Moving on
(Adapted from Megginson & Clutterbuck 1995)
23/04/2017
© The University of Sheffield

17. Establishing rapport Suspend judgement
Be open to different paradigms, hints and concerns
Clarity about what must be open and what can be left out
Establish formal contract and agree way of working
Set up details of future meetings
Achieve rapport
23/04/2017
© The University of Sheffield

18. Direction Setting Use and interpret diagnostic tools
Encourage thinking through of implications of diagnosis
Set up gaining information from third parties
Help selection of initial area for work
Give feedback/set objectives/plan
Be clear about next step
23/04/2017
© The University of Sheffield

19. Progress Making Monitoring progress
Relationship review and renegotiation
Recognizing achievements/objectives attained
Timing and managing the evolution of the relationship
Enabling self-reflection
23/04/2017
© The University of Sheffield

20. Moving On Address feelings of loss Develop next phase and/or
Orchestrate a good ending
Think through and generalise learning and establish way forward
23/04/2017
© The University of Sheffield

21. Mentoring Life Cycle MENTORING CYCLE Gaining Commitment
Getting Involved
Getting Together
Getting to know each other
Working together
Learning together
Review & Evaluation
Saying goodbye
RELATIONSHIP CYCLE
Looking for a partner
‘going out’
‘meeting’
‘courting’
‘engagement’
‘marriage’
‘memories’
‘parting through death, divorce, etc
23/04/2017
© The University of Sheffield

22. THANK YOU
AND
GOOD LUCK!
23/04/2017
© The University of Sheffield