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The Judicial Studies Board for Northern The Judicial Studies Board for Northern IrelandIreland
Induction SeminarInduction Seminar
2222ndnd November 2007 November 2007
MentoringMentoring
Mentoring – what it is NOTMentoring – what it is NOT
Not about babysitting, or looking after Not about babysitting, or looking after the ‘new kids on the block’the ‘new kids on the block’
Not about monitoring performanceNot about monitoring performance Not about learning the legal ropes Not about learning the legal ropes Not a luxury there isn’t time forNot a luxury there isn’t time for Not about criticising decisionsNot about criticising decisions Not a cosy chatNot a cosy chat
What is mentoring?What is mentoring?
Mentoring is the process whereby an Mentoring is the process whereby an experienced member of an organisation acts experienced member of an organisation acts as a as a confidentialconfidential adviser to one or more adviser to one or more recently appointed members in order to help recently appointed members in order to help them understand the workings of the them understand the workings of the organisation and their role within it. A organisation and their role within it. A mentor provides support, advice and mentor provides support, advice and guidance, and gives the new appointee guidance, and gives the new appointee someone experienced and independent with someone experienced and independent with whom to discuss difficult issues.whom to discuss difficult issues.
Mentoring is an opportunity.Mentoring is an opportunity.
The Benefits of The Benefits of MentoringMentoring
BenefitsBenefits
For the mentee – For the mentee – Provides practical and professional support in Provides practical and professional support in
becoming familiar with and managing the judicial rolebecoming familiar with and managing the judicial role Helps to develop an overview of his/her own role and Helps to develop an overview of his/her own role and
gives confidence in a way that supplements traininggives confidence in a way that supplements training Helps to develop an understanding of procedures and Helps to develop an understanding of procedures and
systems within the court systemsystems within the court system Encourages reflection on practiceEncourages reflection on practice Identifies areas of developmentIdentifies areas of development Enhances self confidence and self-esteemEnhances self confidence and self-esteem Provides a sense of being supported (and reduces any Provides a sense of being supported (and reduces any
sense of isolation or stress)sense of isolation or stress) Provides a role model and a sounding boardProvides a role model and a sounding board Offers personal supportOffers personal support
BenefitsBenefits
For the mentor:For the mentor: Improves role satisfactionImproves role satisfaction Helps develop specific skillsHelps develop specific skills Encourages self reflectionEncourages self reflection Leads to developments in the mentor’s Leads to developments in the mentor’s
own practiceown practice Helps to develop relationshipsHelps to develop relationships Enhances peer recognitionEnhances peer recognition Assists career developmentAssists career development
BenefitsBenefits
For the justice system:For the justice system: Enhances the induction process and assists Enhances the induction process and assists
the integration of the mentee into the justice the integration of the mentee into the justice systemsystem
Enhances communicationEnhances communication Motivates individualsMotivates individuals Enables the new appointee to enhance the Enables the new appointee to enhance the
quality of the justice systemquality of the justice system The service provided to the court user is The service provided to the court user is
improvedimproved
Mentoring – what is required Mentoring – what is required from you?from you?
Mentoring tasksMentoring tasks
Negotiating and agreeingNegotiating and agreeing Identifying learning needsIdentifying learning needs ObservingObserving RecordingRecording Giving feedbackGiving feedback ReviewingReviewing Problem-solvingProblem-solving Giving information and adviceGiving information and advice Target settingTarget setting Clarifying strategies and actionsClarifying strategies and actions
The mentor’s skillsThe mentor’s skills
Showing respectShowing respect Showing empathy and understandingShowing empathy and understanding Active listeningActive listening QuestioningQuestioning Exploring and clarifyingExploring and clarifying ReflectingReflecting Challenging stereotypes, discriminating or inappropriate Challenging stereotypes, discriminating or inappropriate
remarksremarks SummarisingSummarising ObservingObserving Giving and receiving feedbackGiving and receiving feedback Action planningAction planning Decision makingDecision making Self reflectionSelf reflection Non judgmentalNon judgmental
The mentee’s skillsThe mentee’s skills
Self-reflectionSelf-reflection Self-assessmentSelf-assessment Active listeningActive listening QuestioningQuestioning ReviewingReviewing ObservingObserving Giving and receiving feedbackGiving and receiving feedback Being assertiveBeing assertive Decision makingDecision making Clarifying values and beliefsClarifying values and beliefs
The JSB Mentoring SystemThe JSB Mentoring System
Advice and GuidanceAdvice and Guidance
DurationDuration
Starts now!Starts now! Court observations before early DecemberCourt observations before early December Initial meeting within next 2-3 monthsInitial meeting within next 2-3 months Mentor should make himself/herself available Mentor should make himself/herself available
to respond to queries during mentee’s first to respond to queries during mentee’s first year year
May be of benefit to the mentee to maintain May be of benefit to the mentee to maintain the relationship informally over succeeding the relationship informally over succeeding yearsyears
ObservationsObservations
Recommend at least 3 observations before Recommend at least 3 observations before sitting in court (early/mid December)sitting in court (early/mid December)
Preferably 2 to be with mentorPreferably 2 to be with mentor Judicial Services Group (JSG) will arrangeJudicial Services Group (JSG) will arrange
If helpful, mentor may observe mentee once If helpful, mentor may observe mentee once sittings commencesittings commence
Meetings Meetings
Mentor should contact mentee as soon as possible after this seminar Mentor should contact mentee as soon as possible after this seminar to arrange initial meeting, to take place before or after the first to arrange initial meeting, to take place before or after the first sitting as a deputysitting as a deputy
At the initial meeting, parties should clarify understanding of the At the initial meeting, parties should clarify understanding of the purposes of mentoring and agree what they hope to achieve purposes of mentoring and agree what they hope to achieve through the experiencethrough the experience
Agree a basic framework – what way might the mentor support the Agree a basic framework – what way might the mentor support the mentee, frequency of meetings, opportunities for reviewmentee, frequency of meetings, opportunities for review
Suggest 2 review meetings during the yearSuggest 2 review meetings during the year Additional meetings at the request of the menteeAdditional meetings at the request of the mentee The mentor takes responsibility for monitoring the process and The mentor takes responsibility for monitoring the process and
ensuring contact is appropriately managedensuring contact is appropriately managed Ensure the mentee is familiar with or has access to various Bench Ensure the mentee is familiar with or has access to various Bench
Books and guidelines so that the mentee is well prepared to deal Books and guidelines so that the mentee is well prepared to deal with a range of issueswith a range of issues
Don’t forget the phone and email!Don’t forget the phone and email!
It’s probably a silly question…I’ll look It’s probably a silly question…I’ll look stupidstupid
No it’s not and no you won’tNo it’s not and no you won’t Your mentor is the person of whom you can Your mentor is the person of whom you can
ask the ‘silly’ questionask the ‘silly’ question Volume of work, personalities in court, court Volume of work, personalities in court, court
staff, personal litigants, difficult decisions staff, personal litigants, difficult decisions and situations, who to speak to about…, and situations, who to speak to about…, where to find…, how do I get a cup of tea, where to find…, how do I get a cup of tea, what to wear.what to wear.
““It can be a lonely job – it’s good to talk”It can be a lonely job – it’s good to talk”
Suggestions for good Suggestions for good practicepractice
Use active listening skills - good eye contact, Use active listening skills - good eye contact, summarising and paraphrasingsummarising and paraphrasing
Ask open questionsAsk open questions Allow mentee to do most of the talkingAllow mentee to do most of the talking Encourage confidence and responsibilityEncourage confidence and responsibility Use constructive and supportive languageUse constructive and supportive language If problems occur, mentor to ask mentee to explain If problems occur, mentor to ask mentee to explain
what happened, reflect back and ask themselves what what happened, reflect back and ask themselves what other course of action they would have takenother course of action they would have taken
Encourage mentees to think for themselvesEncourage mentees to think for themselves Be non judgmental at all timesBe non judgmental at all times
Looking aheadLooking ahead
Mentors to stress that they are available as a Mentors to stress that they are available as a sounding board and for informal advice but sounding board and for informal advice but not to make arrangements for the mentee – not to make arrangements for the mentee – the aim of mentoring is to empower the the aim of mentoring is to empower the mentee to develop and think for themselvesmentee to develop and think for themselves
Mentees should be encouraged to take sole Mentees should be encouraged to take sole responsibility for decision making but the responsibility for decision making but the mentor may give objective support and advicementor may give objective support and advice
Judicial independenceJudicial independence
The good…The good…
Mentor support can be powerfully Mentor support can be powerfully positive and enabling, developing positive and enabling, developing a greater sense of confidence and a greater sense of confidence and enhancing the personal and enhancing the personal and professional skills of both mentor professional skills of both mentor and mentee alike.and mentee alike.
……the bad…the bad…
A less effective mentoring A less effective mentoring relationship can be inhibiting, relationship can be inhibiting, encouraging dependency and encouraging dependency and reducing self-confidence and a reducing self-confidence and a sense of autonomy on the part of sense of autonomy on the part of the mentee.the mentee.
……and the ugly.and the ugly.