https://civilservicelocal.blog.gov.uk/spot-mentoring-at-civil-service-live-2020/

Spot Mentoring at Civil Service Live 2020

If you are a Grade 7, Grade 6 or Senior Civil Servant and would like to spend just 90 minutes offering Spot Mentoring sessions at any one of the events, please register your interest here. You will be prompted for a password to access the site. The password is 'Mentor'.

Purpose of Spot Mentoring Sessions

The idea of the 20-minute spot-mentoring sessions at CS Live is to give delegates a brief insight into what a mentoring relationship is about and how it might help civil servants develop themselves and their careers, and ​inspire ​them to get their own mentor.

What do you need to do once you’ve booked to offer mentoring at the events?

  • Please block out your mentoring slot in your diary
  • Share the opportunity with your colleagues and ask them to sign up too
  • Set a reminder to register as an attendee to Civil Service Live when registration opens in April 2020

 What happens next?

We will be in touch by email a few days before your scheduled mentoring slot to share a short briefing document with you to let you know what's expected of you on the day.

If you find you are no longer able to support the spot mentoring sessions, please log back into Eventbrite and amend your registration. (You will need a password to access your ticket(s). This is an individual password that you will have chosen. If you can't recall the password, please tick the box on the Eventbrite log-in page to ask them to send you a new password.)

On the Day

You'll need to make your way to the spot mentoring area 10 minutes before your scheduled session, and the team there will show you to your seat and will bring each of your mentees over to you when you're ready.

Points for discussion during the spot-mentoring sessions at CS Live

These are for you and the mentee to agree. You may wish to explain what you have gained from mentoring (as a mentor or mentee) to demystify it; talk about the kind of issues mentoring may be useful for; or even discuss a particular issue suggested by the mentee. Please note that the session is run in total confidence.

Top tips for mentoring

 Ask open questions

Asking open questions will enable you to pinpoint your mentee’s needs and aspirations. Try to act as a sounding board - mentees can benefit greatly from the process of exploring their ideas openly with you, as it helps them to clarify their own thought processes and share any concerns. Aim to provide your own perspectives without asking leading questions, to help your mentee reach their own answers.

Share your experiences and insights

Try to provide anecdotes that you feel will be relevant and insightful. Be open to sharing stories about not only your successes but also your failures - if the mentee is able to hear about how you handled a particular situation, this may aid them in learning to improve their own resilience.

Provide useful feedback

Feedback can be invaluable to a mentee, if provided in the right way. It can be tempting to jump straight in with advice, especially if you have experienced a similar situation yourself, but instead try to offer your feedback only when requested by the mentee. Remember also to acknowledge the mentee’s own achievements and seek to highlight any successes they may have shared with you, in order to develop their confidence.

You may find it useful to follow the ​GROW​ model to ensure you and your mentee gain the maximum benefit from the spot-mentoring session:

  • Goal​ - Discuss the desired outcome so your mentee is fully focused on this from the start of the session. Some useful questions to ask at this stage might be ‘What would you like to achieve as a result of this session?’ or ‘What is important to you right now in your career?’
  • Reality​ - Next, discuss the current reality of the mentee’s situation to help both of you fully understand the context. Appropriate questions to ask at this stage may include ‘What is working well for you at the moment?’ and ‘What is still required of you?’
  • Options - Now move on to explore and discuss the possible actions your mentee could carry​ out to achieve the desired goal. Help your mentee to decide the most appropriate course of action based on its relative merits and challenges. Useful questions could include ‘How have you tackled a similar situation before?’ or ‘What would you do if anything were possible?’
  • Will - Finally, work together with your mentee to produce a detailed action plan for taking​ forward your chosen course of action. Questions that you could ask to facilitate this might include ‘What small initial step are you going to take now?’ and ‘How will you ensure that you do it?’