Building a community of committed, capable people is key to our future success. That’s why our Mentoring Conversations scheme provides the opportunity for individuals to connect, learn from one another and fulfil their potential.
The scheme focuses on building capability by providing support to colleagues at key stages in their professional development. You’ll benefit from a supportive, yet challenging environment to focus on enhancing your performance. The scheme is open to colleagues who have recently experienced a significant change at work and new or existing managers wanting to increase their knowledge in a particular area. We will match you together with a more experienced colleague, who can provide mentorship based on their own real-life experiences and ensure you are making the most of your talents.
If you are looking for an opportunity to benefit from meaningful conversations, please get in touch using the contact details below.
What is involved?Our scheme proposes one individual meeting per month over a six-month period. This is open to individual discussions and agreement between mentors and mentees – essentially it’s whatever is reasonable and works for each individual partnership.
The mentor is there to provide additional support to that typically offered by line managers and will be taken from a different area of our University, 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 & OD team will match mentees with mentors and provide development advice as required. They will also evaluate the process after six months from the perspective of both the mentee and mentor.
What might I use mentoring for?
The scheme’s purpose is to enable our colleagues to have meaningful conversations and learn from one another. You may work together with a mentor to discuss enhancing your performance in many areas, which could include:
- Any challenges that you are currently facing, possible strategies to overcome these and avoiding common mistakes·
- How to lead yourself and others through change
- Your mentor’s past experiences of leading and managing and any effective strategies that they developed that were successful
- Resources, networks or support that may be valuable for your professional development
- Advice with your career planning and progression
How do I request a mentor?
If you would like to request a mentor please fully complete the mentoring request form and a member of the team will get in contact with you. If have any questions about the scheme, please contact POD@leedsbeckett.ac.uk
Mentoring Conversations will give new managers the confidence and tools to support and lead their teams-for me it was helpful having a person to ask simple queries to or run scenarios by, in an open, non-judgemental and supportive manner."Mentee-Mentoring Conversations Scheme
Return to Work Mentoring
Our Return to Work Mentoring Scheme has been created to support people back to work following a period of maternity, adoption or shared parental leave. This programme 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 be wide ranging – for both mentees and mentors and also our University more widely, by building a community of committed people and creating opportunities to learn from one another. The guidance document provides some further information.
What do I do next?
If you feel that this scheme 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 would like help choosing or contacting a mentor, please do not hesitate to contact the People & Organisational Development Team on POD@leedsbeckett.ac.uk
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 relatively 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 teamMentee, Return to Work Mentoring Scheme
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.
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
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.
Becoming a Mentor
Why become a mentor?
Sharing your skills, knowledge and experience can be a hugely rewarding experience. Whilst the mentor’s role is to provide guidance to others, an effective mentoring relationship will be mutually beneficial. Developing mentoring skills means gaining excellent listening and questioning techniques, improving your communication and learning how to forge deeper, more productive relationships.
Mentoring gives you space to reflect on your own skills and experience, which will increase your self-awareness. You will also have the opportunity to make connections in other parts of the University. Our mentors have described valuable by-products of participating in the schemes; including learning about different subject areas or projects and widening their networks. In short, on top of giving something back, being a mentor can enrich your own professional development.
“I was inspired by my mentee’s passion for her work and the people she manages.” Leeds Beckett Mentor
What is the commitment?
If you are matched with a mentee, we ask that you meet once a month for a maximum of six months. This can vary based on the mentee’s goals – sometimes one or two meetings are enough. The mentee is responsible for arranging the meeting dates, times and location. All our mentors are also asked to complete a short online learning module before being matched. Finally, we ask that you complete a brief evaluation form at the end of every relationship.
What support will I receive?
From October 2019, all our new mentors have access to an online learning module (30-60 minutes to complete) before being matched with a mentee. You will also receive a mentor’s resources pack, which provides all the tools you’ll need to structure and make the most of your sessions. The People & OD team will make the connections on your behalf and help you to establish the relationship in the early days. They will also check in with you at the half way point and the end of your time together to evaluate how the relationship has progressed from both your own and the mentee’s perspective.
How do I register to become a mentor?
For a conversation about becoming a mentor at Leeds Beckett, please contact POD@leedsbeckett.ac.uk indicating which scheme you are interested in joining.