Mentoring for Staff
Mentoring Programme: Developing You - Developing a Culture of Openness, Flexibility and Co-operation
In its broadest sense, mentoring describes a relationship in which an experienced person (the mentor) assists another (the mentee) to develop specific skills and capability that will enhance the less-experienced person’s professional and personal growth.
Download a copy of our Mentoring Handbook.
The traditional mentoring model is a formal one-on-one relationship. The University continues to provide this one-on-one mentoring service as part of its wider mentoring programme. This programme recognises that mentoring also occurs informally with our peers, in groups of interest and with line managers or other senior colleagues. Some examples are provided below.
Mentoring in all guises is recognised as an effective professional development activity, assisting with achieving goals, career development, managing relationships, developing leadership and in personal growth.
Mentoring Programme | ||
Mentoring groupsThese can either be one person providing advice to a group or a group of mentors and mentees. Activity examples include:
| Peer conversationsMembers provide knowledge and guidance to each other. A group may form around a single issue that needs to be addressed. Activity examples include:
| One-on-one mentoringIndividually tailored mentor and mentee for specific developmental purpose, problem solving, etc. Activity examples include:
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| A mentoring activity is deliberate and sustainable and will exist for as long as people are drawing value from it. | ||
We are keen to develop a database of mentoring staff across the University and plan to run some mentoring workshops to develop staff with suitable expertise to become capable mentors. Watch this space for details.
For further information or to express an interest in becoming a universty staff mentor please contact [email protected] or phone extension 9930.