1. Councillor mentoring Councillor Development Network, East Midlands Councils 30 Sept 2010 I www.local.gov.uk/improvementanddevelopment www.local.gov.uk/improvementanddevelopment

2. Areas to cover What is mentoring The benefits it can bring Different types of councillor mentoring available Where it is likely to be successful Mentoring in practice

3. Definitions ‘Mentor – a wise and trusted adviser or guide’ ‘Mentoring – a personal, developmental relationship in which a more experienced or knowledgeable person helps a less experienced or knowledgeable person’

4. Mentoring – what it is A well established developmental technique For groups, not just individuals An effective way to improve political and community leadership – can lead to ‘step change’ A way for councils to help each other A two way process – both mentee and mentor learn Based on developing good relationships Delivered by accredited peer mentors

5. Mentoring – what it isn’t For poorly performing councils only An admission of weakness A solution for every problem Easy to do Just a ‘cosy chat’ Always successful (depends on building effective relationships) For councillors only –an established development technique for managers too in many organisations

6. Where mentoring can help Where councillors are taking on a new role (eg. a new portfolio such as Children’s Services) Where there has been a change in political control To improve a particular function such as scrutiny Where a council or councillor is facing particular challenges It introduces new ways of thinking, fresh perspectives and examples of what works elsewhere

7. Benefits of mentoring – recent research Mentee Clarity about role More effective Greater confidence Additional skills Wider perspective – ‘fresh pair of eyes’ Strategic vision  Helps deal with the step learning curve that goes with change in politics Mentor Wider knowledge, new ideas, satisfaction, network and reputation

8. Benefits of mentoring – case studies Leader of Northumberland CC – fresh perspective and confidence to make change Group leader, Mendip DC – asking the right questions as a young member NE Derbyshire Council – new leader of a then struggling council. Benefited from advice of an experienced leader (CPA excellent in 2008) Chair of O&S, North Dorset DC – adapting to a change of role for former leader Coventry City Council – mentoring for all cabinet members taking control after nearly three decades in opposition People often stay in touch after formal mentoring ends – and become mentors too! From ‘Someone to watch over me’, IDeA

9. What makes mentoring work Potential mentees understand the intended purpose and benefits Participants take part willingly Careful selection of appropriate mentor – agreed with council / individuals –usually from same political party Development of learning agreement / objectives early in mentoring relationship Confidentiality Training / accreditation of peer mentors

10. Types of mentoring available One to one mentoring –preparing for a new role including leadership or other challenges Role mentoring –for a small group of councillors with a common role, eg. planning or overview & scrutiny Political group mentoring –change of control, for both new ruling groups and opposition or other challenges Induction mentoring –for newly elected councillors, can include ‘buddying’ by more experienced councillors trained in-house

11. Methods of mentoring Face to face sessions Telephone / e-mail Individual or group sessions Meeting observation – feedback / challenge Comments on reports Facilitating Group meetings, joint meetings with senior officers etc. Flexible to meet needs of mentee

12. Managing mentoring in practice Council Identifying need for mentoring Explaining the benefits to potential participants Contract management – ‘client side’ Initial diary management (mentor / mentee usually take on) Assisting with evaluation LG Improvement & Development Suggesting benefits of mentoring / agreeing scope Identifying potential mentors for agreement Accrediting and managing peers Supporting peer mentors run workshops where appropriate Monitoring delivery Arranging evaluation (based mainly on assessment of mentor / mentee)

13. Fees and charges Depends on the nature of the mentoring project Charge for peer mentor fees (usually £300 per day) –plus necessary expenses May need to charge for project management One to one mentoring might typically include six peer mentor days

14. Wider councillor development offer Mentoring is one of a range approaches … Leadership Academy – developing those in leadership positions, recognised by Institute of Leadership & Management Leadership Academy focused programmes (eg. Leading place, Climate change, Cultural, Fire & Rescue, Adult and Children’s services etc) Leadership Academy young councillors weekend Local Leadership Academy and councillor workbooks Local Leadership Conference, 9 Nov 2010 (Bristol)

15. Further information Knowledge website – click on ‘services’ then ‘development programmes’ www.local.gov.uk/improvementanddevelopment www.local.gov.uk/improvementanddevelopment Leaflet on councillor mentoring programme - http://www.idea.gov.uk/idk/core/page.do?pageId=433262 http://www.idea.gov.uk/idk/core/page.do?pageId=433262 Case studies ‘Someone to watch over me’ - http://www.idea.gov.uk/idk/core/page.do?pageId=737964 http://www.idea.gov.uk/idk/core/page.do?pageId=737964 To discuss mentoring requirements for your council – Paul Clarke, Senior Improvement Manager, paul.clarke2@local.gov.uk or tel. 07887-706960 paul.clarke2@local.gov.uk

16. Any questions?