The First 500 - A report on London Deanery's Coaching ... - Mentoring

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CHART 3. BENEFIT TO MENTOR INMANAGING SELFENCOURAGE OTHERS TO FIND WAYS OF DEALINGWITH PROBLEMS AND/OR ANXIETIESCAREFULLY MANAGE MY OWN RESPONSESAND REACTIONS WHEN FACED WITH ADEMANDING SITUATIONTAKE CONSCIOUS STEPS TO MANAGEMY EMOTIONS AND PRESSURESPACE MY EFFORTS FOR THE LONG HAUL,SEEKING SUPPORT AS NECESSARY0 10 20 30 40 50 60 70 80 90 100% AGREEING0CHART 10 4. 20BENEFIT 30 40TO 50 MENTOR 60 70 IN 80 90 100MANAGING CHALLENGING % AGREEING SITUATIONSLISTEN TO THE VIEWS OF OTHERS0 10 20 30 40 50 60 70 80 90 100% AGREEING0 10 20 30 40 50 60 70 80 90 100% AGREEINGFEEL COMFORTABLE INVOLVING OTHERS INSUPPORTING MEDRAW ON MY OWN EXPERIENCES AND AMOPTIMISTIC THAT I WILL ACHIEVE GOALSHAVE CONFIDENCE IN MY OWNCAPABILITIESRELISH THE CHALLENGE AND FEEL ABLETO SUCCEEDBE PREPARED TO CHALLENGE THE STATUS QUOIN ORDER TO ACHIEVE SERVICE IMPROVEMENTMANAGE MY OWN ANXIETY ANDAPPEAR CONFIDENT24London Deanery Coaching and Mentoring Service
<strong>The</strong> MenteesDemographics of menteesFemales made up 62% of applicants for mentoring. 52% werewhite and the remainder from a variety of ethnic backgrounds;75% were aged 40 or less. Just under half the applicants weretrainees, distributed fairly evenly across the grades (Chart 5).<strong>The</strong>y came from a wide variety of specialties and employingorganisations across London.Reasons for applying to be mentoredApplication reasons were dominated by dilemmas over careerdecisions, progression and development. <strong>The</strong>y ranged from thevery general to the very specific. In a few cases the main or onlyreason given was that they had been referred, ie someone else hadrecommended they apply, whether a friend, supervisor, trainingprogramme director or even the GMC (Charts 6 and 7).I recognise not only in myself but in colleagues“that there are currently many questions aboutmotivation with regards to our vocation, andbelieve strongly in the mutual need for supportamong doctors.”(New consultant)I am at the point in my training where I have to“decide what path I want my career to take. I amfinding this decision very challenging and I’vebeen struggling with it for some time. I’d likea mentor as an objective sounding board so Ican work through my options. Conversationswith consultants in my field always end up withadvice rather than what I actually need.”(Specialty trainee)I would like advice on issues surrounding“consultations, and patient doctor relations.”(GP trainee)CHART 5. CAREER LEVEL OF APPLICANTSCONSULTANT8%GP24%NOT WORKING4%FOUNDATION13%SAS GRADEHIGHER SPECIALTY16% 21%CHART 6. REASON FOR APPLYINGCAREER ENHANCEMENT44%NO ANSWER1%WORK/LIFE BALANCE6%REFERRED6%CORE SPECIALTY14%PROBLEM OR HURDLE12%CRISIS OR CHANGE13%CAREER DECISION18%London Deanery Coaching and Mentoring Service 25
Page 1: Coaching and MentoringThe</
Page 7 and 8: The London Deanery
Page 9 and 10: Doctors as mentees value primarily
Page 11 and 12: The Deanery believ
Page 13 and 14: SECURING RESOURCESThe</stro
Page 15 and 16: Monitoring, evaluation and reviewAs
Page 17 and 18: • It is the responsibility of men
Page 19 and 20: Supervision and development
Page 21 and 22: THE PARTICIPANTS21London Deanery Co
Page 23: Previous experience of mentoringApp
Page 27 and 28: Outcome of applicationAs of March 2
Page 29 and 30: Considerations forthe Future29Londo
Page 31 and 32: Poor performance vs High performanc
Page 33 and 34: ConclusionThe firs
Page 35 and 36: 18.19.20.Megginson D, Clutterbuck D
Page 37: I am addressing my training and edu

The First 500 - A report on London Deanery's Coaching ... - Mentoring

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