News and Events

Read all the latest news within the Division of Psychology and Language Sciences.


PALS_Silver_SWAN_Small

Read more about the PALS Swan Silver Award


Divisional Subject Pool

Access and sign up for the Divisional Subject Pool.


Green Issues

The Division has won the Silver Award for the UCL Green Impact scheme


CPD@PaLS Courses

The Division runs Continuing Professional Development courses.


Mentoring Scheme

The PaLS Mentoring Scheme

This pilot mentoring scheme aims at helping PaLS support staff with their professional development.

The scheme is confidential and it aims to match individual staff needs to the skills of other colleagues from across the University so they can provide the necessary support.

Staff can become a mentor or mentee at any stage of their career and do not need experience of being mentored or of being a mentee to join the scheme.

If you are willing to mentor PaLS colleagues or you are looking for a mentor please get in touch with Cristina Gardini c.gardini@ucl.ac.uk ext. 24203 who would be able to advise you and provide you with further information about Mentoring.

What is Mentoring

Mentoring is a supportive form of training, learning and development which enables an individual to manage their career progression and personal growth. It is a voluntary, two-way communication process in which a more experienced or senior member of staff shares their experience and knowledge with a newer or less experienced team member in order to facilitate the development of capabilities and potential. It is a proven and cost-effective method for helping people learn, grow and develop in the workplace by enabling the long-term transmission of support, guidance and advice. Mentoring may help both the mentor and the mentee/client develop new and creative ways of thinking, improve their decision-making and problem-solving skills and increase their ability to successfully implement action plans.

Mentoring has been shown to convey significant, measurable benefits to an organisation, particularly within areas such as recruitment and retention, productivity at work, job satisfaction, adapting to the challenges of change and promoting the organisation’s image both internally and externally. By encouraging and enabling collaborative learning, the sharing of ideas and experiences and the reinforcement of ‘life-long’ learning, an organisation can develop the talent of its employees, improve career progression and secure more effective team working. A well-mentored workforce is a more self-aware, reflective, collaborative and goal-orientated one that will substantially contribute to the long-term functionality and success of an organisation.

Benefits for the Mentee

As the main focus of the system, the mentee accrues considerable benefits. Mentoring is a process of active, self-directed learning which prompts the mentee to set their own objectives and assume responsibility for their own motivation, learning and development. Mentoring provides mentees with the skills to pursue and achieve their personal and work-related goals, developing wisdom and personal and organisational insight along the way. A mentee may secure greater self-confidence, recognition and personal satisfaction – thus becoming more self-aware, reflective and confident in decision marking – while delivering technical and behavioural improvements and accelerating their job and career potential. An employee with a set of skills and qualities which allows them to meet current and future challenges and changes is an obvious asset to any organisation.

Benefits to the Mentor

As mentoring is a two-way communication process, it provides considerable advantages to the mentor as well. Seizing the opportunity to guide a colleague into new territory and to share wisdom, knowledge and experiences is a rewarding process that often deepens a mentor’s understanding of the processes and issues confronting others within an organisation, leads to peer recognition and respect for their knowledge and achievements and fulfils a desire to help others and ‘give something back’ to the organisation that has nurtured them. Acting as mentor enhances and extends a wide range of interpersonal skills, such as active listening, deep questioning, sensitivity, objectivity, patience and empowering others through dialogue. Feedback from the mentee can provide learning and development opportunities and increases the mentor’s awareness of, and critical reflection on, how they interact with others. Line managers and HR staff, in particular, can benefit from better employee focus and engagement and mentoring allows the mentor to develop techniques which can apply to other contexts, such as giving constructive feedback, offering support and advice and effectively managing other members of staff or a team.

See also the CIPD web page

http://www.cipd.co.uk/subjects/lrnanddev/coachmntor?IsSrchRes=1

SHARE@UCL Mentoring Pilot Scheme