Coach-Mentee Handbook - Mentoring - London Deanery

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CONTENTS Introduction for Coach-Mentees 3 What skills do the Mentee and Coach/Mentor need? 3 Benefits of Coaching and Mentoring 4 Choosing a Coach/Mentor 4 How to join the programme 5 Ground Rules for Mentees 6 Mentee Guidelines 7 Ethical Framework for Coaches and Mentors 8 1. Competence 8 2. Professionalism 8 3. Integrity 9 Mentoring Agreement and Declaration 10 Coaching and Mentoring Agreement and Declaration 11 London Deanery Professional Support Unit
INTRODUCTION FOR COACH-MENTEES (Please make sure that you have read the overview first) People do grow, learn, thrive and excel when organisations make provisions for particular and specific interpersonal support at key times (Cross 1998). You may find coaching and mentoring particularly helpful if you are at a crossroads in your career or have suffered a setback in your ambitions and are having to consider new options for the future. Or you may simply want to explore ways of further fulfilling your potential. The programme enables you to talk to your Coach/Mentor in complete confidence about professional or career issues. Your Coach or Mentor will be an experienced and trained individual. You can take up to four sessions over six months to spend on your personal development. This is a mentoring service which applies coaching skills and techniques, so we use the terms coaching and mentoring interchangeably. So what does a Coach/Mentor do? “Coaching and Mentoring are learning relationships which help people to take charge of their own development, to release their potential and to achieve results which they value.” Connor and Pokora, 2007 “Mentors are people who, through their action and work, help others to achieve their potential” Shea 1992 What makes coaching and mentoring work? The success of coaching and mentoring is in the establishment of an effective relationship, based upon mutual respect, honesty and understanding. A Coach or a Mentor doesn’t necessarily have to be someone senior to you in the organisation, but rather needs to have the motivation and training to support you (the Mentee) in your development. It goes without saying that other qualities such as a varied career and life experience, a wide professional network and commitment to their own development will enrich the mentoring relationship. The Coach/Mentor would need to have “something” (quality / skill / experience) that you see as being helpful to you in your personal or professional life. Not advice but help A Coach/Mentor does not give advice, but rather helps the Mentee to weigh up situations using a process of reflection, questions, challenge and feedback allowing the Mentee to come to a decision themselves. It is crucial to remember that in any mentoring relationship it is the Mentee who drives the agenda, not the Coach or the Mentor. What skills do the Mentee and Coach/Mentor need? Table 1: Basic competencies for Coaches/Mentors and Mentees • Communication skills to articulate problems and ideas London Deanery Professional Support Unit Coach-Mentee Handbook 3
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Coach-Mentee Handbook - Mentoring - London Deanery

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