In the newsletter this month we welcome new President Dean Royles, hear from two new branch vice-
Mentoring is relatively widespread in the NHS with a large proportion of staff taking part in mentoring related activities. Past experience shows that mentoring offers practicing HR professionals incredible benefits and facilitates both personal and professional development
What is a Mentor?
“The purpose of mentoring is always to help the Mentee to change something – to improve their performance, to develop their leadership qualities, to develop their partnership skills, to realise their vision, or whatever. This movement from where they are, (here), to where they want to be (there).”
Mike Turner – www.mikethementor.co.uk/articles.php
The role of the Mentor is to provide guidance and support in the overall direction of the Mentees’ career. The Mentor will support the Mentee in reaching their potential, through a series of face-to-face meetings.
The Mentor will also actively champion and promote the cause of the Mentee.
• Respectful: The relationship must be based on a high degree of trust, mutual regard and respect.
• Structured: Mentors and Mentees meet regularly for set periods with the aim of fostering the learning, development and growth of the Mentee. There will be opportunity for exploration, developing and consolidating understanding and perhaps formal or informal action planning.
• Confidential: Giving the Mentee an opportunity to share experiences and issues unique to the Mentee in an open and supportive environment.
• Purposeful: A relationship that enables the Mentee to identify and work to meet personal and/or work orientated goals.
• Developmental: A relationship that enables the Mentee to make significant transitions in a number of areas including knowledge, self-awareness, political awareness and though processes.
• Facilitating: A process in which the Mentor helps the Mentee to realise their own potential.
• Non-judgemental: Allowing the Mentee to freely express development needs without fear of impact on progression.
• Challenging: Mentoring by its very nature will often require a Mentee to look at things in a different light, take a new direction, face and resolve difficult work or personal problems.
• Open ended: The duration of the mentoring relationship will vary considerably and some relationships continue indefinitely. The important thing is that both Mentor and Mentee agree the parameters for reviewing their relationship.
To view the MentorGuidance Document then please click here
To view the those who have showed an expression of interest please click here