Planning and Managing a Mentoring Programme in Sport 2


and approaches to mentoring may be confusing. However, although mentoring may be difficult to pin down in one universally accepted definition, you should think of this as a strength rather than a weakness. Despite the variety of definitions and approaches, mentoring simply involves a one-to- one relationship supporting a coach’s individual development. The concept can be as broad as necessary and should be as inclusive as possible.


Value and Benefits of Mentoring


Evidence suggests that effective mentors help to accelerate the development of their coaches. For mentoring to have the greatest value and impact, it should be seen as a development strategy, rather than just a way of passing on information to improve knowledge. Mentors are not just information givers; they should take a real interest in their coaches and be committed to supporting the individual’s development. Quality mentoring should be dynamic, engaging and individualised. Effective mentoring relationships are characterised by a caring and guiding quality.


When asked ‘What has been the most important aspect of the project for you?’ coaches on the pilot programme responded with the following:


The opportunity to improve my performance based on my individual needs and desire to improve.


Opportunities to meet with different coaches and working with individuals from a recreation level to elite performance level.


I have learnt how to employ basic video analysis, working with individuals from a recreation level to elite performance level. I would like to take this form of analysis to the next stage.


To reflect more on how I approach aspects within my coaching role.


Being able to bounce ideas around with someone more experienced than myself.


The relationship and someone to bounce ideas off. Also benefited from other people he introduced me to.


Opportunities to ask questions.


I have developed personal goals and have begun developing my skills to improve as a coach. Having expert guidance has been significant in this development.


In addition, at a review session, coaches identified the following benefits of the programme:


• increased awareness of performance issues


• the value of being taken beyond the sport-specific/technical aspects of coaching


• the benefits of a critical friend.


Although the primary purpose of mentoring would be the development of the individual coach, it is worth noting that the mentor can also benefit from the experience.


Benefits for the mentor include the following:


• practising, renewing and developing interpersonal and communication skills


• opportunities to reflect on own practice


• enhanced job satisfaction and personal satisfaction through supporting the development of others


• developing professional relationships • enhanced peer recognition


• wider understanding of the organisation and the way it works


• highlighting areas for future development


• enhanced motivation and a sense of achievement when their mentee succeeds


• the mentee can update the mentor on current issues as they happen.


When asked ‘What was the most important part of the project for you?’ a mentor on the pilot project answered:


I was the questioner rather than the teller. I relished the chance to listen to the coach’s thoughts, challenge her ideas and allow her to bounce new ones off me.


The following additional benefits were identified by mentors at a review meeting:


• It was great to see young, enthusiastic coaches raising and addressing real issues.


• It was satisfying to be able to provide technical knowledge when it was needed and when coach was ready for it.


• I made good relationships and friendships.


• It made mentor think more about own practice.


• It made mentor self-assess themselves. Benefits for coaches/mentees include the following:


Increased


confidence and self-esteem


Improved self-


reflection and problem solving


Mentee


Coach and


Reduced feelings of isolation


Enhanced


professional development


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