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<̽»¨¾«Ñ¡>The success of our vision relies upon the creativity and innovation of staff and the development of a culture where people feel passionate about their contribution to the University. Mentoring helps us realise the potential of our staff in achieving organisational and professional goals and supports the development of a positive workplace culture.

What is Mentoring?

Mentoring is a supportive learning tool for personal and professional development. It helps individuals manage their careers, improve skills, and address personal challenges. A mentoring relationship involves an experienced individual (mentor) providing guidance, support, and advice to a less experienced individual (mentee), fostering an environment of trust, feedback, and mutual respect.

Mentoring can help staff continuously develop their skills, increase their knowledge and understanding. There is also a positive personal impact for mentors, who report that the process is not only a rewarding and developmental experience but also an opportunity to reflect on their own experience and practice.

Key Characteristics of Mentoring

• Focuses on long-term growth with both individual and organisational benefits.
• Provides a flexible, informal relationship where meetings occur as needed.
• The mentor, typically more experienced, offers guidance based on expertise.
• The relationship is mentee-centred, helping them achieve career objectives.
• Mentoring partnerships are generally finite and should come to a natural end when the mentee's objectives have been achieved.
• A path to unlocking potential and achieving goals - together.

Mentoring is NOT:

While mentoring is a valuable tool for growth and development, it is important to clarify what mentoring is not.

1. Mentoring is not managing - A mentor is not a boss or supervisor who assigns tasks and evaluates performance. Instead, they offer advice, insight, and encouragement without direct authority.
2. Mentoring is not one-sided - A mentoring relationship is two-way. Both the mentor and the mentee should benefit from the exchange of knowledge and perspectives.
3. Mentoring is not about giving all the answers - A mentor guides and challenges the mentee to think critically and develop their own solutions rather than simply providing answers.
4. Mentoring is not counselling - If areas of discussion stray into personal issues or concerns, the mentee should be signposted to appropriately trained experts.