Information Presentation

Women in Universities Mentoring Scheme

(WUMS)

What is mentoring?

Mentoring is to support and encourage people to manage their own learning in order that they maximise their potential, develop their skills, improve their performance and become the

person they want to be

Eric Parsloe, The Oxford School of Coaching and Mentoring

What is mentoring?

• A method of enhancing personal development of individuals

• One to one relationship between an individual and a more senior or experienced person

• Increasingly used to develop staff to their full potential

• Confidential

A helpful relationship, based on mutual trust and respect, which gives an

individual the opportunity to overcome obstacles to career progression and to

become proactive in maximising on learning and development opportunities.

Why a mentoring scheme?

• Described by SET FAIR Greenfield Report as a key mechanism for increasing the participation and progression of women in science, engineering and technologyGreenfield SET FAIR Report (2007), www.set4women.gov.uk/set4women/research/greenfieldreport.pdf

• Recognised as most proven method of professional development in the workplace todayClutterbuck Associates (2005) www.clutterbuckassociates.com

How can WUMS help?

• Encouragement• Advice• Support• Build confidence• Increase visibility of senior HEI women staff• Reduce feelings of isolation• Institute of Management report found that women

tend to be far more optimistic about their own prospects when they can see women directors and managers working above them

Institute of Management, ‘Focussed Females Forge Ahead’, press release (London: Institute of Management, 20th September 2001)

How does WUMS work?

Application process

• Application stage and deadlines• The matching process • Matching criteria• Establishing contact• Induction and training for mentees and mentors• Evaluation of matched partnership• Support available from Project Coordinator or

Steering Group member

Deadlines for 2011/12

Mentee applications - 31st July 2011

Mentor applications - 15th September 2011

Mentee training

• Expectations: What mentees should get out of the experience?

• Identifying personal weaknesses and strengths

• Help set personal and professional goals• Difference between coaching and

mentoring

Mentor training• Purposes and value of mentoring • Role and responsibilities of mentors and

mentees • Mentees’ needs, characteristics and possible

goals • Relationships and personality influences on

mentoring • Mentoring skills

Mentoring meetings

• Face to face• Tele-conferencing• Video-conferencing• Skype

Mentoring meetings

• Number of mentoring meetings is left up to participants; WUMS suggests at least three

• The timescale of the relationship is open-ended; WUMS suggests 10-12 months

Possible discussion topics for mentoring meetings

• Career aims • CVs and interview techniques• Interpersonal and communication skills• Assertiveness• Time management and prioritisation• Obtaining membership of professional bodies• Part-time lecturing• Team working• Appraisal• Managerial language

Benefits to mentees:

• Increased self-confidence, motivation and assertiveness

• Improved research, career development and personal skills

• Career enhancement• Critical self-appraisal and career planning• Enhanced networking opportunities• Reduced feeling of isolation in male dominated

departments• Access to senior women role models

Benefits to mentors:

• Expanded networking opportunities• Renewed self-confidence and recognition• Improved relationships with other senior women• Enhanced interpersonal and people management

skills• Personal satisfaction• New perspectives• Improved listening skills• Feeling of ‘giving something back’

Advantages of external mentors

• Creates networking opportunities• No preconceptions• No internal politics• No power struggles/relationships• Provides wider horizons• Mentees have opportunity to see a different

environment• Confidentiality

Benefits to institutions:

• Opportunities for collaborative research• Improved motivation of staff• Better networking opportunities• More constructive relationships between

HEIs

Flexible approach

• Allow relationships to develop organically and without undue supervision or intrusion

• Make the scheme responsive and customisable to the needs of the participants

• Cultivate a relaxed, open and approachable culture that is receptive to changing circumstances

How do we know if it works?

Feedback and monitoring allows us to:

• Gauge how you think your mentoring relationship is progressing

• Assess if we need to make any changes to the project administration or logistics

• Receive critical feedback and suggestions for change and improvement

FAQs

• When will I know if my application has been successful?• Can I be a mentor and a mentee at the same time?• Can I meet my mentor/mentee before we have attended an

induction and training event?• Does WUMS only accept applications from female mentors

and mentees?• Am I able to claim travel and subsistence expenses for

meetings with my mentor/mentee?• I have not heard from my mentor/mentee/ the relationship

has broken down. What should I do?

Any Questions?

Thank You

Diolch yn fawr

Dr Claire Flay-PettyProject Coordinator/Cydlynydd Prosiect

Women in Universities Mentoring Scheme (WUMS)/

Cynllun Mentora Menywod mewn PrifysgolionUniversity of Glamorgan/Prifysgol Morgannwg

TreforestPontypriddCF37 1DL

Tel/Ffôn: 01443 654503Email/E-bost: wums@glam.ac.ukWebsite: http://wums.glam.ac.uk