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Mentoring

As an Organisational Development team we advocate the use and impact of experiential learning such as Mentoring and Coaching. The aim of this site is to act as a dynamic central hub which consolidates a range of resources and acts as a one stop shop for individuals, teams and departments wishing to establish Mentoring support within their area of work.

Mentoring is a developmental relationship which involves a more experienced party imparting their knowledge and career reflections on the Mentee through support, advice and guidance. Coaching is less directive and performance/target oriented. They are both excellent methods of learning through others that we encourage staff to engage with at least once throughout their career. 

Here you can find the necessary resources to set up a Mentoring programme at a departmental level. Mentoring is about listening to understand and to support Mentees to establish and reach their goals.

Please watch this video for an explanation of the difference between Mentoring and Coaching

Establishing departmental programmes
 

Before setting up a Mentoring programmes, it is important that departments have a clear set of objectives supporting their purpose, and the need to resource these accordingly.

There are six key steps to establish an effective Mentoring programme

  1. Identify your working group membership and establish who holds responsibility.  Clarify the objectives of the group, and agree on the preferred duration of Mentor/Mentee relationships.  We would advise that six or twelve month relationships should be sufficient, depending on needs.
  2. Address diagnostic questions on how to set up a Mentoring programme. See Mentoring learning guide
  3. Secure appropriate operational resource to support the Mentor/Mentee recruitment process and logistics. Structure is key to successful Mentoring relationships.
  4. Ensure that Mentors and Mentees undertake training before they commence. Our Mentoring toolkit offers recommendations on relevant e-learning material, for example: 
     - Training for Mentors

     - Training for Mentees

    Mentors can also assess themselves in the role by accessing a diagnostic in the Mentoring learning guide
  5. Engage Mentors/Mentees in the use of the Mentoring contract to outline goals and developmental objectives.  A  contract template can be found in the  
  6. Evaluate the relationship and measuring outcomes. If you do not have a template, please email coachatucl@ucl.ac.uk to ask for an experiential learning evaluation form.

UCL wide mentoring initiatives