2. Mentoring 9 th June 2010 David Murphy Senior Leadership & OD Manager, NLIAH

3. Exploring Mentoring

4. What Mentoring Isn’t!

5. What is Mentorship? Mentorship refers to a personal development relationship where an experienced or knowledgeable person helps a less experienced or less knowledgeable person. The receiver of mentorship was traditionally referred to as a protégé or apprentice, but is today most often referred to as a "mentee". "Mentoring is a process for the informal transmission of knowledge, social capital, and the psychosocial support that is of value to the recipient in their career and/or professional development. (Bozeman, Feeney, 2007).

6. Exploring e-Mentoring Competencies

7. …a learning process that anybody can use to help them learn and sharpen their abilities, deliver results and grow as a person and a leader.

8. Mentor Competences

10. Communication Influence 55% 38% 7%

11. Power of Facebook and Social Networking Sites

15. Why e-mentoring? Individual’s need for “me” time Solving complex problems Identify a solution to respond to geographic and time constraints

16. How? Supported by training guide and reflective question framework Technology as enabler Webcam (Skype), face-to-face, e-mail, telephone Matching mentor process Blended model to support process m-Learning: Laptop, PDA, PDA Netbook

17. The Mentored Learning Cycle (Kolb)

18. Double Loop Learning

19. Visualisation

20. MENTORING & DIVERSITY Webster's Dictionary defines diversity as ‘the condition of having distinct or unlike elements’. In the workplace, this means the variety among people related to factors such as age, culture, education, function, gender, physical appearance, race, religion, sexual orientation, and thinking styles or abilities. All too often, society and corporate culture fails to recognise and value the full range of differences that exist and their potential contribution to organisational effectiveness.

21. MENTORING CAN REDRESS THE BALANCE Valuing diversity means recognising that there are always other ways of seeing the world, solving problems and working together. Mentoring can support diversity by promoting inclusion, creating an environment where differences are valued, and people are supported to develop their unique skills and abilities. This approach makes sound business sense as it enables organisations to tap their employees’ full potential

22. As we deal with tomorrow, our task is not to try to make perfect plans. Our task is to create organizations that are efficiently flexible and versatile that they can take our plans and make them work in execution. That is the essential character of the learning organization. (Harper and Sullivan, 1996) Mentoring can play an important part in the learning organisation

23. Thank you david.murphy@wales.nhs.uk www.nliah.wales.nhs.uk www.caretolead.tv