+ coaching and mentoring: a new concept? kathryn jones july 2012 nopt conference

Kathryn Jones July 2012 NOPT conference

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Coaching and mentoring: a new concept?


2+What interests me and informs my thinking …

Skills and attributes associated with mentoring and coaching

Good fit to practice learning

“ feels like something I do already”

Personal satisfaction in helping people achieve change

I find the mentoring model and framework a useful tool

Reflecting upon my own experience of being a mentor

Experience and reflection on teaching PE stage 1 and stage 2 and the introduction of the mentor to support trainee practice educators


3+Increasing use of the term…

Mentors within other professions e.g. teaching, nursing

Practice education

Supporting training PE’s

Supporting Black African students who are failing to adjust( University of Northampton)

Learner guide ( Step up to SW)

NQSW/ ASYE

Whatever the role title there is a shared commonality : change, be it of thinking, behaviour, attitude or performance


4+

What does the term “mentor” or “coach” mean to you ?

Would you consider yourselves to be mentors and coaches ?


5+

Coaching typically may be considered as coaching someone to improve their skills, ie fast track graduates, learn to improve a particular skill e.g. teaching

Mentoring typically may be considered as one person having knowledge and experience and providing information to another person, or helping them find solutions to their problems

A thought ! Could someone with less experience be a mentor ?


6+Mentoring :Beginnings in Greek Mythology

Odysseus entrusted his son Telemachus to the Goddess Athens , who disguised herself in human form as Mentor (old friend of Odysseus. Function to act as wise counsellor and helper to the youth

Mentoring became common practice in apprenticeships

Beginnings of coaching

Modern coaching literature Hughes (2003) suggest that it has its origins in ancient Greece and links to Socratic dialogue

Brunner(1998:516) “would coaching thus be a modern version of the Socratic dialogue?”


7+Similarities/differences

Shared influences

the significance of historical links of folk wisdom and meaning.

“both mentoring and coaching are dyadic partnerships”

(Garvey, Stokes and Megginson 2010,p 19)

Dyadic :

Dyad meaning group of 2

Dyadic relationship; a relationship between two parties in which both have the power to influence the other .


8+Conversational learning

Methodology : drawn from learning and development theories

Importance of narratives and social context in human development

Differing levels of dialogue

Need for improved performance urge people to learn from and with another person

Erikson’s (1995) concept of generativity


9+Conversations

“Coaching and mentoring conversations are one vehicle for such meaningful dialogue and here in our view , is the potential power of learning conversations to lead, shape and build changing attitudes , behaviours and performance in the workplace”

(Garvey, Stokes and Megginson 2010,p 99)


10+So remember socratic questioning exploring the hidden....

Listen carefully to what is been said

Reframe or restate and summarize what a person has said to enable them to explore their statements more carefully

Question to elicit understanding and challenging the taken for granted assumptions that lay behind these (tfg’s) – Called Socratic questioning Remember Kiplings rhyme

I had six honest serving me They taught me all I knew Their names were what and why and when And how and where and who

See Brockbank and McGill 2006

Encourage reflection- understand this as a learning process


11+Mentor-coach competencies Pask & Joy (2007)

RationalCompetencies

Intellect,Analysis,Problem-solving

EmotionalCompetencies

Personal awareness

and understanding

in working with self and others

EthicalCompetenciesValues, Meaning,

Dreaming, Creativity

Knowledge,Understanding,

Skills,Informed

application,Practice


12+

Centre for the Use of Research and Evidence in Education (CUREE) (2005)


13+

What qualities and skills do you think mentors and coaches have ?

Similarities to Practice Educators ?


14+Current research: suggests common competencies

Process

Domain specific knowledge, expertise and focus

Professionalism and building practice

Self

Skills

Values and approach

Communication

Facilitating

(Willis,2005.mentoring and coaching standards undertaken by European Mentoring and Coaching Council)


15+Qualities and skills of mentors/ coaches

Listening

Restating

Questioning

Empathy

Summarizing

Reflection

Being able to Feedback(McGill and Brockbank 2006)


16+Model of mentoring-coaching cycle Pask & Joy (2007)

Contracting

6. Action

5. Deciding

4. Future3.

Responsibility

2. Issues

1. Context

Evidence


17+

Directive – mentor takes primary responsibility for managing the relationship: content; times; goals

Non-directive – mentee sets agenda, initiates meetings, supported to come to own conclusions

Barham and Conway’s (1998) study of the influence of cultural factors on mentor behaviour found that:

where managers expect their role to be that of expert the style of the mentoring relationship is more didactic

Where they see themselves as facilitators there is a greater focus on mutual learning and empowerment

Dimensions of mentoring Clutterbuck (2004)


18+Dimensions and styles of helping Clutterbuck (2004)

Directive

Non-directive

Stretching Nurturing

COACHING GUIDING

NETWORKING COUNSELLING COACHINGCOUNSELLING

GUIDINGNETWORKING


19+Some definitions: a mentor is someone who

“off-line help from one person to another in making significant transitions in knowledge ,work or thinking” Clutterbuck,D .(2004)

“Facilitates learning , and supervises and assesses students in practice settings” Gopee, N. (2011)


20+And more..

“A mentor is the person who helps another learn from their experience in the workplace” Hay 1995 in Morrison p.37

“Mentoring is a developmental alliance between equals in which one or more of those involved is enabled to increase awareness identify alternatives, initiate actions and develop themselves”. Hay 1995 Morrison p.37

Mentors help mentees step “outside the box of his or her job and personal circumstances, so they can look in together. It is like standing in front of a mirror with someone else, who can help you see things about you that have become too familiar to notice “(Clutterbuck and Megginson 1999 cited in Bolton p.193)


21+

I learnt ...


22+I also learnt …

Its no disgrace for a man even a wise man

To learn many things and not be too rigid.

You’ve seen trees by a raging winter torrent,

How many sway with the flood, and salvage every twig,

but not the stubborn- they’re ripped out roots and all.

Bend or break....

Its best to learn from those with good advice.

( Sophocles 1982 p.95-6)


23+And one more thing…

“The prime factor in determining the role is the person.” (p188). Roles may be interpreted in different ways by different actors (cf a Shakespearean role; the role of a parent).

Roles may be consciously or unconsciously adopted and/or projected.

Personal growth contributes to the dynamic nature of roles.

“Culture shift permits role development” (p193).

“Defining the concept of mentor-coach may help but is not the same as finding the role” (p194).

A mentor-coach should not automatically assume the role that their client expects or thinks they want of them.

“Advice, guidance and direction actively deny the client a role.” (p196).

(Pask and Joy 2006)


24+And finally…

Practice learning can benefit from the skills and attributes associated with coaching and mentoring

However we must use caution …we are not coaches and mentors in the true sense

Skills of self awareness, a commitment to adult learning, an ability to hold those “difficult” conversations, clarity and negotiating purpose of involvement ,and a passion to enable people to achieve change are essential.


25+

Thank you for listening ,

Kathryn


26+Reference list

Clutterbuck,D .(2004) Everyone needs a mentor .Fostering talent in your organisation., Wiltshire, Cromwell Press.

Garvey, R, Stokes P.Megginson D. (2010) Coaching and mentoring. Theory and Practice. London, Sage.

Gopee, N. (2011) Mentoring and Supervision in Healthcare, London. Sage Hawkins, P and Smith N. (2006) Coaching and mentoring and organizational consultancy. Maidenhead: Open University Press

McKimm,J, Jollie, C, Hatter, M (2007) Mentoring :theory and practice. Developed from Preparedness to practice, mentoring scheme. July 1999.NHSE/ Imperial College school of Medicine.

Pask, R. & Joy, B. (2007) Mentoring-coaching: a guide for education professionals Berkshire: OU Press

+ coaching and mentoring: a new concept? kathryn jones july 2012 nopt conference

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