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

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Benefits of Coaching and MentoringIn many industries coaching and mentoring are well establishedin the organisational culture, with benefits for the employerby improved company performance and productivity and theemployee in terms of job satisfaction. In a large study of USbusiness school graduates, those experiencing extensivementoring relationships <strong>report</strong>ed receiving faster promotion, higherincomes, and were more satisfied with their pay and benefits thanindividuals experiencing less extensive mentoring relationships.(Dreher, Ash 1990).A review of the literature on the subject (Garvey B, Garrett-HarrisR, 2005).concluded that the main advantages for those beingmentored were:• Improved performance and productivity• Career opportunity and advancement• Improved knowledge and skills• Greater confidence and wellbeing<strong>The</strong>se benefits have been <strong>report</strong>ed in studies of mentoring andcoaching in medicine. Mentoring as an undergraduate and asa trainee helped with individuals’ career choice and satisfaction(Ramanan et al 2006). An analysis of six NHS mentoring schemesacross England identified three overarching areas of benefit:professional practice, personal well-being and development.Benefits appeared to go beyond a doctor’s professional role tocross the personal-professional interface (Steven et al, 2008).<strong>The</strong> Case For A Bespoke Service ForDoctors And DentistsDoctors currently face numerous uncertainties and challenges:policy initiatives by government to reduce NHS spending, changesin the career structure, reduced hours of work by trainees, betterinformed patients demanding higher standards of care andrevalidation. (Abbasi, 2008). Life as a junior doctor can be stressful,and the increasing intensity of work may leave little time to reflecton and discuss concerns as they arise (Paice et al 2002, Iversen etal 2008). Stress levels among consultants also run high (Ramirezat al 1996). Given the benefits identified above, it is not surprisingthat a number of <strong>report</strong>s, papers and royal college websites haverecommended improved access to coaching and mentoring forsome or all doctors, with similar arguments applying to dentists.<strong>The</strong> guidance paper Mentoring for Doctors (Department ofHealth, 2004) <strong>report</strong>ed on the views of a number of doctorswho had been mentored and concluded that the process hadreal benefits for both mentees and their mentors. Menteescommented on improved reflection skills; support for dealing withspecific problems; strategies for coping with change or crisis intheir professional lives; improved self confidence and more jobsatisfaction. Mentors also <strong>report</strong>ed increased job satisfactionand improved relationships with patients, colleagues and familymembers. <strong>The</strong> benefits for the NHS as a whole are clear. <strong>The</strong><strong>report</strong> therefore recommended that:• <strong>The</strong>re is a well publicised contact point forinformation about mentor availability in eachtrust, postgraduate Deanery and medicalroyal college.• Organisations that do not provide their ownmentoring arrangements should facilitatedoctors’ access to appropriate programmesand schemes.8London Deanery Coaching and Mentoring Service
Doctors as mentees value primarily the“dedicated time for reflection during whichsomeone they trust listens ‘actively,’ challengestheir thinking but does not problem solve ontheir behalf. <strong>The</strong>y work through their problems ina situation of assurance of absolute confidencebut within the ethical framework accepted byall doctors.”(Mentoring for Doctors, Department ofHealth, 2004)A questionnaire survey, open to all doctors in the UK, about whatwould most improve their working lives revealed that improvedaccess to mentoring was important to junior doctors, staff andassociate specialist grades, and doctors from black and ethnicminority groups (Dornhurst et al, 2005)Since the London Deanery service was established, threeimportant <strong>report</strong>s have called for mentoring to be made morewidely and readily accessible within the health service.RECOMMENDATIONS ABOUTMENTORING FROM RECENT REPORTSWomen Doctors: Making a Difference<strong>report</strong> of the Chair of the NationalWorking Group on Women in Medicine,Department of Health, 2009Improve access to mentoring and career“advice. In the next round of contractnegotiation there should be an explicit facilityfor appropriately trained and skilled doctors(usually consultants) to undertake mentoringor career counselling as a programmedactivity within their job plan.”Invisible Patients: Report of theWorking Group on the health ofhealth professionals, Department ofHealth, 2010Mentoring and support can be especially“important at points of career transition, forprofessional development and to enableflexible working arrangements. <strong>The</strong> availabilityof mentors and supervisors throughout ahealth professional’s period of rehabilitationfollowing sickness absence helps to ensurean effective return to work. Those involved inmentoring and supervisory roles need to beappropriately trained and supported.”Time for Training: A review of theimpact of the European Working TimeDirective on the quality of training.Sir John Temple, 2010“Newly appointed consultants requirementoring and support. Mentoring andsupport for trainees must be improved.”London Deanery Coaching and Mentoring Service 9
Page 1: Coaching and MentoringThe</
Page 7: The London Deanery
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 and 24: Previous experience of mentoringApp
Page 25 and 26: The MenteesDemogra
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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