This guide on mentoring and coaching is a
practical resource and reference guide. It is aimed at prospective
mentees and mentors, with suggestions on training and preparation
for these roles. Those involved in setting up mentoring schemes
will find suggested approaches and templates for useful documents.
The main body of the text includes ‘capsules’ of additional
detailed information on specific topics and the appendices provide
examples of useful publications and where to find further
information. The guide covers both mentoring and coaching; most
models of mentoring and coaching share the same basic premise,
namely that the mentee is resourceful and that the key role of the
mentor/coach is to help the mentee use this untapped
resourcefulness.
The National Health Service is currently
undergoing a major cultural shift with the emergence of foundation
trusts, performance management and a plurality of service
providers. Trusts need to ensure good recruitment and retention of
medical staff and reduce locum costs. Psychiatry too is changing –
the advent of New Ways of Working (Department of Health,
2005), payment by results and the fact that psychiatrists nowadays
may have less leverage within trusts, create new challenges for the
specialty. Shorter specialist training periods place new pressures
on trainees and consultants. This is taking place alongside high
expectations from the government and the public. Consultants need
to be adaptable and to have sound methods to facilitate their
professional and personal development. Achieving an optimal
work–life balance is increasingly important. There is a growing
evidence base on the usefulness of mentoring to both individuals
and organisations. Since 2002 the College has recommended that all
newly appointed consultants be offered a mentor, but a recent
survey of mental health trusts conducted by the College (summarised
in an Appendix to this report) shows patchy implementation of this
recommendation. A key aim of this guide is to highlight the
usefulness of mentoring to all grades of psychiatrists at different
stages in their careers. We hope mentoring will become a ‘normal’
widespread activity accessible to all psychiatrists.
Contents
Mentoring: statement of intent
Introduction
What is mentoring?
Mentoring issues specific for
psychiatrists
Mentoring in practice – how to do
it
Training and support in developing
mentoring skills
Mentoring: current issues for
psychiatrists
Appendices:
1. Summary of the
mentoring survey
2. An exemplary template
for developing a ‘pen portrait’ of mentors on a scheme
3. Mentoring contacts
4. Frequently asked
questions
5. An example of a
mentee/mentor matching pathway
References
Further reading