Pilot Mentoring Programme

Launch date: 21st September 2021 at this SeptembRSE Session

The mentoring scheme is now open!
Volunteer as a mentor at https://bit.ly/3EzERVV or sign up as a mentee at https://bit.ly/3zBnyAh. Please take the time to think carefully about your responses — if you are a mentee and would like some time to think before submitting the survey please get in touch with Ania Brown ([email protected]) with your name and email address to reserve a place. The final deadline to fill out the survey is 12th October 2021.

Additional information

The Society is really excited to announce that we’re organising our first pilot mentoring programme and we’re launching it on the 21st September during SeptembRSE. Come along to hear all about it at the link above. We are looking for mentors and mentees to join the programme and if you are interested in participating, after the launch, an application form will be available until 13th October with the programme kicking off early November.

This 9 month pilot scheme will support up to 20 mentees this year with plans to expand next year based on your feedback. You must be a Society member to sign up as a mentee. You can become a member at https://society-rse.org/join-us/.

Mentoring is a developmental dialogue between two people and can be a powerful developmental relationship. It is a process of ongoing support and development, which can tackle issues and problems identified by the mentee. Anybody at any stage of their life or career can benefit from having a mentor, whether it is deep personalised learning with someone with substantially more experience or having a sounding board with a peer.

Often individuals can benefit from having more than one mentor in their life if they are going through a period of intense change. Mentoring taps into a basic instinct most people share – the desire to pass on their learning or to support development and help another person fulfil their potential.

Mentoring is also a confidential, offline (not with your line manager) partnership between two people based on understanding and trust. Its chief aim is to build on self-reliance and self-confidence in the mentee. It is a positive, developmental relationship which is driven primarily by the mentee, but it is also a two-way learning relationship and an effective mentor will learn so much from the relationship as well.

Training and support to both mentors and mentees will all be delivered through interactive online briefings. Initially the mentoring programme will run and be supported for 9 months but some mentoring relationships may continue after this period if they wish to.

What are the characteristics of Developmental Mentoring?

  • A need by the mentee to achieve some form of change – for example, in their ability, their understanding, or their circumstances
  • A high level of trust and openness, which allows mentor and mentee to address difficult and sometimes uncomfortable issues
  • Being out of the authority line – effective mentoring relationships usually require the mentor to have little, if any, power over the mentee, or direct interest in their success
  • Generosity on the part of the mentor, in their time, energy, interest in the development of someone else
  • Recognition of the value of learning together, even though mentor and mentee may have very different levels of experience.
  • It is a two-way learning relationship with a good mentor often learning as much as their mentee.

Roles of a Mentor

  • Commitment is vital
  • Help identify and address the mentee’s development needs
  • Clarify the mentee’s expectations and your own right from the start
  • Support the mentee towards goal achievement
  • Have regular mentoring sessions with your mentee, show respect and don’t cancel sessions
  • Share your knowledge and personal experiences with your mentee where it is relevant and with their permission
  • Empower your mentee – don’t give them solutions, ask questions to help them reach their own solutions

Roles of a Mentee

  • Have clarity as to what both your expectations of the relationship are from the beginning
  • Take ownership for yourself and your future – arrange the mentoring sessions
  • Have a positive attitude towards mentoring and development
  • Be open to feedback from your mentor and their ideas/ suggestions
  • Have regular mentoring sessions with your mentor, show respect and don’t cancel sessions
  • Keep a mentoring journal, reflect on and record key lessons learned and most importantly, ways to apply learning

We’re very pleased to be partnering with Coach Mentoring who are specialists in mentoring programmes with a wealth of experience and expertise to lead us through this pilot programme. We’ve been really impressed with Coach Mentoring and are looking forward to working with them more during the next 12 months.

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