1. Implementing a coaching/mentoring scheme
SU Conference 2014
Amanda Stanford
Learning and Development Consultant

2. This session will cover:
The difference between coaching and mentoring
Benefits of mentoring
Key considerations in setting up a scheme
Setting up a scheme
Resources

3. Coaching and mentoring
In small groups, discuss and record your thoughts on the following questions:
“What is coaching?”
“What is mentoring?”
Be prepared to feedback in 5 minutes

4. Coaching or mentoring? The difference
It is possible to draw distinctions although in practice the terms are often interchangeable
Coaching is…
A skilled activity
Non-directive form of development
Focus on improving performance and development
Mentoring is…
More experienced colleague supporting the development of someone less experienced
Longer relationship than that of a coaching one
Move beyond the directive approach – learn from one another

5. Mentoring is…
Mentor is: “a wise, trusted advisor, teacher or coach” (Goldsmith and Wheeler, 2014)
Mentor is “simply someone who helps someone else learn something that would otherwise be learned less well, more slowly or not at all” (Goldsmith and Wheeler, 2014)
A mentor is “a person who can be a sounding board, someone of experience who can listen and help development, but not lose sight of reality” (Dale, 2014)

6. Videos

7. Benefits Mentoring impact
Organisation:
Increased staff engagement
Improves communication within the organisation
Practical conversations that improve on the job learning
Mentee:
Increases confidence
Enhancing professional knowledge
Develops critical thinking skills
Increased visibility in the organisation
Increased feelings of support and friendship
Mentor:
Growing future leaders
Acquisition of new skills
Better understanding of others’ work styles
Improvement in their coaching skills
Satisfaction from passing their knowledge onto others
More than 71% of organisations in the UK use mentoring to attract, develop and retain talent (CIPD, 2009)

8. Any questions?

9. Key considerations in setting up a mentoring scheme
Are there less experienced staff that could be inspired to progress in their role and up the career ladder?
Do you have enough experienced staff who could mentor them, but who they don't report to?
Do you know what you want to achieve and do you have tools to help measure your results?

10. Key considerations in setting up a mentoring scheme
Can you spare the time for both mentor and mentee to meet?
Will you give yourself some time to embed such a scheme into the organisation?
Do you have a department/person who will administer this for you? If not, can you find an external programme people can join?

11. Setting up a mentoring scheme
Who should receive mentoring? Application process? Inclusive of all or some?
How should a mentor and mentee be paired?
What training should mentors receive?
How long should the formal mentor relationship last?
What if the mentoring relationship is not mutually satisfying?
How can you evaluate mentoring programmes?

12. Steps in setting up a scheme
Think about how you match mentee with mentor so they both get the best from the relationship
Ensure a mentor agreement is in place
Make sure there is someone to evaluate the process and also that the mentor exit phase has been discussed
Don't expect instant results. It takes a few meetings for both parties to understand one another, build trust and know what to focus on
Evaluate the scheme regularly and ensure there is a review of the process by both mentee and mentor

13. Resources Get mentoring www.getmentoring.org MentorsMe
Aspire Foundation
The coaching and mentoring network:
European Mentoring and Coaching Council

14. Any questions?