Coaching and mentoring have a key role to play in enabling colleagues throughout our system to meet the health, social and economic challenges that we currently face.
At its simplest, coaching and mentoring provide support to individuals, adding to their personal flexibility and resilience. They both help to:
- Develop self-awareness
- Clarify or find a sense of purpose and balance
- Help the individual to manage and enhance the impact of self on their work relationships and environment
Having a coach or mentor can also help people to greater support to others, instilling in themselves a coaching style when working with peers, their team, and their line managers.
For more information on coaching and mentoring across the LLR Health and Social Care System please follow the link below
Coaching Vs Mentoring
Coaching and mentoring are terms that are often used interchangeably but intrinsically different.
COACHING
01
A relationship that tends to have a set duration, agreed at the beginning, during contracting. The timeframe can be reviewed and reset
02
Structured, with regular, scheduled meetings
03
Short term, (sometimes time-limited) and focused on specific areas of development
04
The coach is not required to have direct experience of the coachee’s role and may not be more senior.
05
Focus is generally on personal and professional development issues at work
06
Agenda is set by the coachee around the achievement of specific goals
07
The expectation that coaches have a specific qualification and have ongoing supervision
MENTORING
01
Usually, an ongoing relationship which can last for long periods of time, sometimes as long as the employee life cycle.
02
More informal; meeting as and when the mentee needs advice, guidance, and support
03
More long term with a broader view of the person
04
The mentor is usually more experienced and/or qualified than the mentee. Often a senior person in the organisation or profession who can pass on knowledge, experience and open up new opportunities.
05
Tends to focus on professional/career development
06
The agenda is set by the mentee; the mentor provides guidance… Not necessarily goal-based.
07
Mentors may be senior people from within the organisation but may not have a specific qualification or training in mentoring; they have built up their skills through experience.
Note: It is important to remember that mentoring is not counseling or therapy – through the mentor may help the mentee to access more specialised avenues of help if it becomes apparent that this would be the best way forward. If you are still unsure whether you would benefit more from coaching or mentoring, then please feel free to get in touch. See the back page for further information detailing organisational, regional, and national offers.
Our Pool of Coaches and Mentors
We are currently recruiting coaches and mentors and are looking to hear from anyone working within LLR who has mentoring qualifications or who is qualified at ILM5 (or equivalent) in coaching.
You will be offered CPD as a member of the pool.
In order to measure activity and take-up we will also require you to feedback the number of coaching /mentoring hours you undertake each month as well as any emerging themes as this may influence future work within other workstreams.
If you would like to get involved
Request a Coach / Mentor
If you would like further information on the Academy Coaching / Mentoring scheme or are interested in accessing one of our coaches, please contact us. Our coaching coordinator will be in touch with you soon!