1. Building Relationships: The Language of Mentoring Nicola Englyst John PerryJanuary 2013

2. Programme Welcome What is mentoring and what makes a good mentor/mentee? The GROW model Lunch (approx. 12.30) Practical mentoring (restart at approx. 1) The benefits of mentoring Grant bodies and mentoring

3. What’s in a name? Mentor Pastor Pastoral tutor Personal tutor Life coach Mentee Skills discussed today are relevant to all!

4. Off-line help by one person to another in making significant transitions in knowledge, work or thinking Mentoring is more than ‘giving advice’- its about motivating and empowering the other person to identify and resolve their own issues and goals. An informal and supportive relationship whereby a more experienced member of staff undertakes to help a new member of staff to learn his/her job and understand its context within the University. Concise Oxford Dictionary: an experienced person in an institution who trains and counsels new employees or students Trusted advisor, friend, teacher, wise person What is mentoring or a mentor today? A system of semi-structured guidance whereby one person shares their knowledge, skills and experience to assist others to progress their own lives and careers All mentoring relationships are different!

5. What makes a good mentor?

6. Mentor checklist: Are you interested in helping others succeed? Even bypass you? Are you reliable, honest, trustworthy, confidential? Are you capable of active listening? Are you empathetic? Are you able to question someone sensitively whilst empowering them to explore their own issues? Can you pass on your knowledge and expertise, encouraging and helping

7. What makes a good mentee?

8. A good mentee… Is honest Seizes the initiative Thinks about the questions they want to ask Is open to receiving advice Understands that the mentor can help them reach a solution but won’t dictate a solution to them- this might involve work by the mentee! Is prepared to act on any plans they make Comes on time!

9. Mentoring in Faculty of Medicine 4 types available: –Long term mentoring –One stop mentoring –Mentoring workshops –Peer mentoring Mentoring database

10. Choosing a mentor Database on https://www.som.soton.ac.uk/learn/postdoc/mentori ng/ https://www.som.soton.ac.uk/learn/postdoc/mentori ng/ Looking and asking around Introductory mentor scheme for postdoctoral researchers

11. Getting started…. Contact your mentor…by email, phone, face to face Don’t be put off if they say no- ask someone else! Arrange a good time and place to meet Sometimes, awkward beginnings –Ideas for Successful Mentoring sheet on PDA site –Practical exercises….GROW model

12. Bits ‘n’ bobs Confidentiality. You may need to enlist specialist help. Keeping records (may be needed for grant bodies) e.g. what was discussed, agreed and objectives for next meeting. Long term mentoring relationships have a beginning, middle and often an end. You can have more than one mentor. You can be a mentor and a mentee! Tell us about your mentoring experiences.

13. John Perry Principal Teaching Fellow in Healthcare Communication in the School of Medicine. His background and qualifications are in the areas of counselling, coaching and psychotherapy and he has a particular interest in stress and stress management. GROW model

14. Towards Solutions! The GROW Model G represents your GOALS – What do you want to achieve? R represents your REALITY – What is happening right now? O represents your OPTIONS – What could you do? W represents your WILL – What WILL you do?

15. Wheel 1: Your life as it is now Health & Wellbeing Security Learning / personal development Friendship / Personal relationships Choose a category Home & Family Fun & recreation Career www.cfel-uk.net

16. Wheel 2: Your life as you would like it to be Health & Wellbeing Security Learning / personal development Friendship / Personal relationships Choose a category Home & Family Fun & recreation Career

17. Wheel Of Life: Example Health & Wellbeing Security Learning / personal development Friendship / Personal relationships Choose a category Home & Family Fun & recreation Career www.cfel-uk.net

18. Lunch time Good chance to network! Good chance to suss out a mentor! Good chance to eat food! At 1.00, we’ll reconvene to put what you’ve learned today into practice…. MENTOR DATABASE AVAILABLE FOR SEARCHING OVER LUNCH

19. Now it’s your turn! Get into pairs (generally works best with people you don’t know well!) 3 common scenarios- choose the one you like best! Common threads Take 5 mins to read through and think about the challenges noted in each scenario, then another 15 mins to role play You can start another scenario if time allows.

20. What was good? What was a barrier to communication

21. Mentoring and funding bodies Funding bodies like mentoring schemes! Wellcome Trust: What kind of support for fellows do you expect from the host institution? The host institution will be expected to provide you with appropriate facilities, infrastructure and space for the work to be undertaken as well as support and mentoring where appropriate. Wellcome Trust Senior Investigators Awards: have a strong training record supporting the development and mentoring of less experienced researchers.

22. MRC In the MRC application form for fellowships the proposed Head(s) of Department of the applicant is required to: –commit to putting in place arrangements for the Fellow’s mentoring in the event of an award being made, and –provide brief details of what these arrangements are likely to be (including what arrangements may already be in place in the Research Organisation). Information on the effectiveness of mentoring arrangements must be included in the final report on the Fellowship.

23. Mentees: What’s in it for you? Encourage and empower personal development. Help to achieve career goals Help identify and correct gaps in generic skills and knowledge. Increases confidence. Develops and maintains a broader perspective on career options and opportunities Access to a senior role model/ networking. Insight into University culture. Funding bodies are increasingly placing value on active mentoring schemes.

24. Mentors: What’s in it for you? Recognised involvement in a programme of strategic importance. New perspectives and insight into The Faculty. Potential for networking. Additional experience in staff management and development. Transferable skills development. Opportunity for self reflection, and personal satisfaction. Opportunity to give something back. Funding bodies increasingly value an active mentoring programme.

25. What’s in it for the Faculty? Improving academic performance through staff development. Improving communication between individuals/groups/units. Reinforcing The Faculty’s commitment to learning and development. Creating a breeding ground for fresh ideas and innovations. Enhancing the Faculty’s reputation through improved career destinations of its research staff. Being at the forefront on mentoring in the UK- great for grant applications.

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