TRAINING AND DEVELOPMENT Mentoring Qualities
to mentors to aid session focus and their guidance of a mentee, though it is important to understand that a solely academic or model-based approach to mentoring is by no means the most beneficial.
GROW model
feel at odds with a desire to form a natural, relaxed working relationship with an individual, mapping out ground rules allows both parties to be clear on expectations and boundaries. It is precisely in laying the foundations for a beneficial dynamic that the pairing can be empowered to progress in a secure and supportive environment. In addition to contracting, broad options
for meeting structure will be covered in detail within the IHEEM Mentor training programme. For many, these themes will be familiar from everyday working life, but it is important to consciously enter into each mentoring session with these skills
comfortably to hand. Active listening, the ability to question and challenge one another, to re-frame situations, and identify learning opportunities, are all tools required of coaches and mentors alike. A more structured, common model seen
in many developmental scenarios which can support mentors in guiding mentees from a vision to an actionable way forward is the GROW model. By identifying the specific nature and current status of a goal, mentors and mentees work together to home in on viable options and, ultimately, incremental steps required to reach the desired end. This is one of scores of models available
The interpersonal dynamic within a mentoring relationship is crucial, with the mentor themselves able to adopt their role in a range of different styles, exhibited through the way they interact with their mentee. The mentor should self-reflect and notice the ways in which they support a mentee, as the security and authenticity of the mentor- mentee relationship is paramount, over and above the skills or academic models a mentor may have at their disposal. We can understand trust in a mentoring
context based on the following model. Credibility here speaks to the mentee’s confidence in their mentor as a sound source of information and professional guidance. Reliability can be considered plainly in sticking to calendar commitments, but also being present and consistent in delivery during sessions, and honouring agreements made throughout the period of the relationship. Intimacy, the more abstract of the three, is necessarily built together by mentor and mentee, but might be led by
Get involved The Institute is accepting rolling applications from members looking to become an IHEEM Mentor, or those seeking mentorship via the programme, and future training dates for IHEEM Mentors will be publicised to all members in due course. If you would like to become involved in either capacity via the Institute, please contact
14 Health Estate Journal February 2024
Professional Development Manager, Zanna Mercer at
zanna.mercer@
iheem.org.uk. More information on the training course and IHEEM Mentor scheme can be expected in due course, and members are encouraged to keep an eye on the IHEEM website and future editions of the HEJ for further updates.
Page 1 |
Page 2 |
Page 3 |
Page 4 |
Page 5 |
Page 6 |
Page 7 |
Page 8 |
Page 9 |
Page 10 |
Page 11 |
Page 12 |
Page 13 |
Page 14 |
Page 15 |
Page 16 |
Page 17 |
Page 18 |
Page 19 |
Page 20 |
Page 21 |
Page 22 |
Page 23 |
Page 24 |
Page 25 |
Page 26 |
Page 27 |
Page 28 |
Page 29 |
Page 30 |
Page 31 |
Page 32 |
Page 33 |
Page 34 |
Page 35 |
Page 36 |
Page 37 |
Page 38 |
Page 39 |
Page 40 |
Page 41 |
Page 42 |
Page 43 |
Page 44 |
Page 45 |
Page 46 |
Page 47 |
Page 48 |
Page 49 |
Page 50 |
Page 51 |
Page 52 |
Page 53 |
Page 54 |
Page 55 |
Page 56 |
Page 57 |
Page 58 |
Page 59 |
Page 60 |
Page 61 |
Page 62 |
Page 63 |
Page 64 |
Page 65 |
Page 66 |
Page 67 |
Page 68 |
Page 69 |
Page 70 |
Page 71 |
Page 72 |
Page 73
