Outcome 1
1.3 - Present the case for using coaching or mentoring to benefit individuals and organisation performance
What are the benefits of mentoring?
The benefits which staff report are:
For mentees:
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Provides impartial advice and encouragement
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Develops a supportive relationship
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Assists with problem solving
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Improves self-confidence
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Offers professional development
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Encourages reflection on practice
In the 2009 survey on Mentoring at Durham University mentee respondents stated that the support they gained from their mentors ranged as follows:
"my mentor provided an extended induction...covering policy and procedure and...some cultural guidance"
"understanding the university and dealing with staff"
"supported me in working more constructively with team members"
For mentors:
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Opportunity to reflect on own practice
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Enhances job satisfaction
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Develops professional relationships
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Enhances peer recognition
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It uses your experience, making it available to a new person
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It widens your understanding of the organisation and the way it works
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It enables you to practice interpersonal skills
In addition
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Affirmation of professional competence.
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Opportunity to build your leadership and management skills.
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Opportunity to give back to your industry.
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Opportunity to build an enduring career network.
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Gain insights and different perspectives from future members of your profession.
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It provides personal satisfaction through supporting the development of others
The Benefits of Mentoring
1.1 - Context, definition and difference
1.2 - Barriers to using coaching
1.3 - The case for coaching
2.1 - Knowledge, skills and behaviour
2.2 - Effective communication
2.3 - Responsibilities to manage relationships
3.1 - Review a model or process
3.2 - Rationale for contracting
3.3 - Exploring expectations and boundaries
3.4 - Rationale for supervision
4.1 - Review elements required for integrated coaching
4.2 - Analyse how benefits evaluated