Our mentoring scheme aims to build leadership capability by providing support to new and current managers at key stages in their professional development.
Whether you are a new or existing manager wanting to increase your knowledge or skills in a particular area, we will aim to support you in making the most of your talents by matching you with a more experienced colleague who can provide mentorship based on their own real life experiences.
If you are looking for an opportunity to enhance your skills and performance in your role, please get in touch on the contact details below.
What is involved?
Our proposed mentoring structure outlines one meeting per month over a period of six months. This is of course open to individual discussions and agreement between mentors and mentees themselves – essentially it’s whatever is reasonable and works for each individual partnership.
The mentor is there to provide additional support to that offered by line managers and will be taken from a different area of our University so as to provide an objective and confidential sounding board. Mentees will be expected to commit time and effort to the development process and take care of arranging the location and dates for meetings.
The People & Organisational Development (OD) team will match mentees with mentors and provide development advice as required. They will also evaluate the process after 6 months from the perspective of both the mentee and mentor.
What can I discuss?
The purpose of the scheme is to support your professional development by enabling you to gain advice on any issues or challenges that you might be facing. Mentees may want to discuss:
their mentor’s past experiences of leading and managing and any effective strategies that they developed that were successful
any issues and challenges that they are currently facing
possible strategies to overcome problems and avoid common mistakes
any further resources, development or support that may be available
How do I request a mentor?
If you would like to request a mentor or have any questions about the scheme, please contact POD@leedsbeckett.ac.uk
I found it really useful to be able to talk to someone who is a little removed from my area of the University. My mentoring sessions were productive, helpful, open and honest, and of huge support to me during my first year of being a manager.Tom Hey - Learning Systems Team Manager
Our Return to Work Mentoring Scheme has been set up to support people back to work following a period of maternity, adoption or shared parental leave. This provision aims to make the transition back to work easier by matching individuals with mentors who have experienced it themselves and are able to support based on their own real life experiences. We hope the benefits of this will be wide ranging – for both mentees and mentors and also our University more widely in terms of enabling and supporting our talent. The guidance document provides some further information.
What do I do next?
If you feel that this could be of benefit to you, please identify based on the profiles below which mentor you feel is best placed to support you. To set up a mentoring relationship, please contact a mentor directly (by clicking on their profile picture) to introduce yourself and check their availability. Please note a mentor needs to be someone from outside your own area. If you would like to discuss the support you need or your choice of mentor in more detail, please do not hesitate to contact the People & Organisational Development Team on POD@leedsbeckett.ac.uk or call x25438.
Review and Evaluation
At the end of the mentoring relationship the process and impact will be reviewed by both parties via confidential questionnaires. As this scheme is new, this aspect is particularly important to us.
Brilliant idea, I was really glad to have someone to talk to but who wasn’t part of my normal work teamPaula Singleton - Senior Lecturer in Critical Psychology
HR Quality and Policy Development Officer
Work Pattern: 3 days per week, Monday, Tuesday and Wednesday.
I have one daughter, born in March 2014. I took 14 months of maternity leave (including accrued holiday). I worked full-time before my maternity leave and I returned to work, in the same role working 3 days a week. My daughter attends nursery for 2.5 days a week (with granny helping out for half a day) and I do the majority of drop offs and pick-ups. I was fortunate to feel well supported during my return to work and to have colleagues who are also balancing work and caring for their children.
Work Pattern: Part-time
I have two school aged children, a son born in 2012 and a daughter born in 2014. I was working in the NHS when I had both of my children and found it difficult returning to shift work after 9 months of maternity leave. Having time at home with both children made me revaluate my work life balance and I have been lucky enough to work at Leeds Beckett since 2015. Since joining the University, I have worked in both full and part time roles and I have felt well supported to not only do my day job but to be there for my children as well. From going part time to accommodate school drop off’ s in a different town, to using flexi-leave to attend school assemblies; I have felt supported by colleagues at the University to enjoy a career and a busy family life.
Work Pattern: Mondays and Tuesdays (Job Share)
I have worked at Leeds Beckett University since November 2015. I have a great job share partner, this was a new working pattern for both of us so I am happy to share my experiences of us setting up a job share arrangement and how to make it work for everyone involved. I have 2 sons, one born in 2010 and one born in 2014 who keep me very busy outside of work. I was lucky enough to take my full maternity leave for both my boys, so I understand the challenges of returning to work after a long "break", as well as juggling a part time career around my family.
Academic Quality Support Officer
School of Clinical and Applied Sciences
Work Pattern: Tuesday, Thursday and Friday 8am - 4pm
I have 1 child and returned to work when he was 10 months old, I am able to provide practical support on what it's like to return to work following parental leave and am willing to share my experience. I returned to the same role however I used to work full time and I now work 22.5 hours per week (3 days), our son attends nursery and is also looked after by a grandparent. Returning to work took a bit of an adjustment, however it was much more straightforward than I imagined and I enjoy being able to combine working and looking after our son.
Lending & Operations Development Manager
Libraries & Learning Innovation
Work Pattern: Full-Time
I have 1 daughter in primary school. I had 10 months maternity leave at my previous institution, returned to work on slightly reduced hours for a few months, and have been working full-time for the past few years. My husband also works full-time and we have juggled the nursery / school run between us. I am in a managerial / strategic role and (mostly) enjoy the challenges of balancing career progression with being a parent.
Student Experience Manager
Work Pattern: 26 hours over 3 days a week
I have 2 children, a girl born in 2012 and a boy born in 2016. I worked full-time before my maternity leave of 11 months and returned initially full-time for 2 months before reducing to 26 hours over 3 days a week. Returning to work after my first child I found rather easy, second time round it’s been much harder, so many more daily priorities to manage. My husband works full-time and neither of us work in the same city we live in so we have had to call in the grandmas to assist on many occasions. From managing severe sickness, calculating survival on a part-time wage, arranging childcare to sleep deprivation, I’ve had my fair share of experience and would love to offer advice and support to anyone who may need it.
Lending Services Manager
Work Pattern: Full-Time
On my return to work I reduced my hours from full-time to 16 hours job-share, however since January 3rd 2018 I have been full-time. Although my daughter was born in 2000 and my son in 2001, I would be happy to share my experiences of the challenges I faced with having 2 children quite close together in age and no family support within easy reach.
Working Pattern: Wednesday - Friday, 22 hours per week.
My daughter was born in February 2015 and I returned to work in January 2016 following 12 month's maternity leave. On my return to work I reduced my hours from full time to 22 per week and started a job share. This working pattern was new to myself and my job share colleague but we quickly established ways of making it work effectively. Returning to work following a long period of leave can be daunting but I found keeping in regular contact with my manager and colleagues really helped in making my return and transition into a working mum very smooth.
School of Cultural Studies and Humanities
Work Pattern: Full time
I came back to work when my son was 6. I know something about the various ways of trying to balance life and work, and am happy to share my experiences and support colleagues trying to find the right balance for them
Work Pattern: Monday and Friday 8am -2.30pm. Tues,Weds,Thurs 8am - 5pm.
I adopted my son 5 ½ years ago at 18 months old, so returned to work 4 ½ years ago. I found returning very difficult and stressful, as I was returning to work to a different role than the one I left. There were additional issues that were related to adoption, building up attachment with an adopted child is so important and I worried how us being separated was going to effect that.
HR Business Partner
Work Pattern: Full Time
I have three children; my son born in 2007 and I have two daughters born in 2009 and 2015. I was at a different organisation when I had my first two children and I was working at Leeds Beckett when I had my youngest daughter. My experiences of maternity leave were very positive. I took 6 months leave for my eldest child and 10 months for both of my daughters. My husband and I manage the school/nursery runs between us, the two eldest go to after school club and my youngest daughter goes to Nursery.
Senior Project Manager
Working pattern: Compressed hours (35.5 hours compressed within 4 days)
I have two wonderful children (born 2009 and 2011). I returned to work full time, after nine months, after having my son and reduced my hours (slightly) after having my daughter, returning after 13 months off. My daughter is disabled and has faced a collection of additional challenges from birth including a hearing impairment. It has therefore been a juggling act to coordinate my daughter’s hospital appointments and working life. After having my daughter I returned to my first line management role. I use a childminder now that both children are at School and I am glad of my flexible working arrangement.
Academic Services Manager
School of Events, Tourism & Hospitality Management
Work Pattern: Full-time
I have two children: a daughter born in 2011 and a son born on Christmas Day 2013. With both children I took about 7 months’ maternity leave. In the time since I returned to work I have experience of making different working patterns successful around child care and school: working just less than full-time over 4 days, over 5 days and full-time. Just over a year ago I also became a school governor in the hope that I can use my skills, knowledge and experience to try to secure a positive educational experience for local children.
Paula Singleton, requested a return to work mentor following a period of adaoption leave.
"I felt well supported, it was really useful to hear other coping tactics from someone who was further along the childcare journey.
I feel that the sessions would be useful for all staff who have returned to work after childcare related leave, I found it gave me a wider perspective on what is important at work, for me and for the institution."
Georgina Wood, return to work mentor since January 2017
"I learnt a lot from my mentee and developed my mentor skills as a result. I learnt to really step back and fully listen. It is so useful for people returning from a period of prolonged leave, I think it helps them to get re-established at a time of change and gives them a channel of independent support."