Table of Contents
One to One Mentoring Model is the most popular model. This model is where you have one mentor and one mentee who are in the same area of work , they will build a personal relationship and build up trust between them. The mentor provides support and guidance to the mentee. The one issue that may appear is the lack of mentors as no businesses will have lots of team leaders
Resource Based Mentoring Model is a similar set up to One to one mentoring except the mentor and mentee are paired together by a mentoring programme manager, where mentors have put thier name on a list and when mentees register they are assigned with a mentor. Due to there not always being enough mentors in the specific areas then it could result in a mentor and mentee being mis-matched.
Group Mentoring Model is where one mentor will have 4-6 mentees at one time. In group mentoring they will meet once or twice a month. In this meeting they will discuss various topics. In group meetings it combines senior and peer mentoring, in this the mentor and the peers all help each other learn and develop skills and knowledge. Group mentoring doesn’t necessarily allow people to build up personal relationships and trust and there will always be issues with everyone being able to attend all the meetings all the time, so because of this some companies will still do the one to one mentoring but will have a senior exuctive who will havve regular meetings with mentors and mentees who are then able to share their knowledge and expertise
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Apprentice Model is where the mentors help the mentees progress in their career and complete their apprenticeship and to continue to further learning , success at work, give them guidance , support, pastoral care and help them to find their way. The mentor should be someone who isn’t within the apprentices hierachy within the work place. It is believed that union learning reps or workplace reps make the better mentors in this model.
Competency Model is where people are temporarily paired , so where one person is paricularly good in a skill that someone else isn’t then they will be paired together to overcome skill gaps as they can pass on their skills and knowledge. People enter into Competency Models by self-assessing themselves against the model, personalise learning which is identifying their skill gaps to be able to fulfil them and to help them meet their aspirational goals.
Training -Based Mentoring Model is used in training programmes, this mentoring is again where a mentor is assigned to a mentee to help them to develop the skills they need which is being taught in the programme. This mentoring is only to develope the skills needed and doesn’t give them any development in any other skills.
Executive Mentoring Model is an effective way where an organisation can develop a mentoring culture, therefore being able to cultivate skills and knowledge. Using this method can also be an effective succession planning tool as it will prevent the knowledge “Brain drain” which would generally take place when a senior member of the management team retires.
Reflective model Mentoring This is where the mentor will show the mentee skills such as self-examination ,reflective skills and the skills to be able to examine wider issues. With the reflective model it is where both the mentor and the mentee can reflect and think about dilemmas and contridiction. Reflective model will vary from person to person, Some people believe it is about mentees learning from their experiences whilst others believe it is about taking part in an exciting, risky, yet transforming journey.
Explain the Role of a Mentor in Social Care
When working as a mentor it will have many challenges and rewards. Good mentors will work hard to help their mentees to develope into good leaders also and not just good followers. When mentoring has been done well the long term impact on those involved can be life and career changing. When mentoring it can sometimes be mistaken for coaching as people don’t always realise that although they both support people in their development they involve different disciplines in practice.
The role of a mentor in social care is to give help on a one to one basis where significant transitions in knowledge, work and thinking. The mentor needs to establish a relationship with the mentee where they can develop trust , respect and ensure everything is kept confidential. The mentor needs to make a plan with the mentee to help them work towards their ambitions and goals along with out where they may need help within their job role. The mentor must use a range of skills, they need to be able to listen,question, challenge and support the mentee giving them the opportunity to develop in the way that they think and to mature within their role , they also need to support the mentee to set their goals, to develop plans, networks, build relationships .Mentors need to look at ways in which the mentee can work towards achieving the goals set, ensuring that they pass on their experience and knowledge motivating the mentee to learn and accelerate witin their development. Mentors should never provide Non-Judgemental support.
Analyse the Skills and Qualities Required for a Mentoring Role
When an individual is thinking of becoming a mentor they must be sure they are actually interested in doing it and that they want to do it, that they have the time available for the role as they need to be commited, they need to have the appropriate knowledge and skills themselves to be able to pass it on, they should work in the same area as the mentee to be able to give guidance and support, need to be good listeners , they should never interrupt the mentee , they should always be patient and supportive, never push their own views onto them, allow the mentees to lead the relationship and to let them work at their own pace. Mentors need to be supportive to their mentees helping them achieve their goals, always be trustworthy and never repeat abything that is discussed between them as everything discussed should also be kept confidential.
