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Maintaining ICM knowledge > Educational supervision / mentoring / coaching > Flashcards

Educational supervision / mentoring / coaching Flashcards

1
Q

What might the focus of mentoring be?

A
  • Facilitate problem solving
  • Clarify and achieve goals
  • Improve personal effectiveness
  • Learning from work experiences
  • Having career conversations
  • Providing support in challenging situations
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2
Q

What are the rolls and responsibilities of a mentor?

A
  1. Build a +ve relationship
  2. Be supportive
  3. Encourage professional development
  4. Encourage deep learning from experiences
  5. Facilitate problem solving
  6. Demonstrate good practice / set example
  7. Help the other expand their network.
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3
Q

What are the roles and responsibilities of a mentee?

A
  1. Clarify development goals and priorities
  2. Ask you mentor for support in relevant areas
  3. Sugget and agenda or focus for mentoring meetings
    4, Reflect on learning from experiences
  4. Take action and do what you say you will.
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4
Q

What are the 4 stages of the mentoring relationship?

A
  1. Getting to know each other
  2. Goal setting
  3. Progress and maturation
  4. End
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5
Q

What are the key points to the getting to know each other phase of the mentoring relationship?

A
  1. Establish expectations
  2. How will mentoring be useful to mentee?
  3. Discuss practicalities
  4. Discuss confidentiality
  5. Create a contract
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6
Q

What are the key points of the goal setting phase of mentorship?

A
  1. Identify areas of knowledge or skill that mentee would like to develop
  2. Clarify how they relate to mentees current or future job
  3. Highlight aspects of personal effectiveness the mentee would like to develop
  4. Discuss career aspirations and short-term gosls to support this.
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7
Q

What are the key points of the progress and maturation phase of a mentoring relationship?

A
  1. GROW model can be useful
  2. Discuss what success looks like
  3. At next meeting review actions taken, what was learnt and start cycle again.
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8
Q

Discuss the key point of the end of a mentoring relationship

A
  1. Should have a definite time frame from the start
  2. Review and celebrate what’s been achieved
  3. Could continue for another predefined period
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9
Q

What should you agree in a mentoring agreement / contract?

A
  1. Expectations
  2. Goals
  3. Benefits
  4. Commitment to confidentiality
  5. Frequency
  6. Where are you meeting
  7. How to contact each other
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10
Q

What are the benefits of reflection?

A
  1. Helps mentee to review their developmental experiences in order to learn from them and create methods of further progress
  2. Helps mentee analyse their experiences
  3. Important to reflect on the good and bad experiences. Can boost confidence.
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11
Q

What are the steps of the Gibbs model?

A
  1. Description
  2. Analysis of feelings
  3. Evaluation of experience
  4. Analysis to make sense of the experience
  5. Conclusions where other options are considered
  6. Reflection to examine what you might do differently if the same situation were to arise again.
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12
Q

Describe the descriptive phase of the Gibbs reflective model

A

Step one.
Get the facts sorted - the how/what/when/where/who/why questions

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13
Q

Describe the analysis of feelings stage of the Gibbs model

A

Step two.
How were you feeling then? How are you feeling now? What were you thinking then? What are you thinking about it now?

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14
Q

Describe the evaluation phase of the Gibbs reflective model

A

Step 3.
What specifically did you do that was helpful? What specifically did you do that was unhelpful?

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15
Q

Describe the analysis to make sense of the experience phase of the Gibbs model

A

Step 4.
Consider:
1. What other factors other than your immediate actions are at play here?
2. What had been happening before this for you and the others involved?
3. What are the background factors that contributed to the situation - for you and the others involved?
4. What other contextual factors had an influence?

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16
Q

Describe the conclusion phase of the Gibbs model

A

Step 5.
What insights can you gainfrom looking back at the situation now?
What links can you see between the contextual factors, your actions, other peoples acitons and the eventual outcome?
With the benefit of hindsight what else could you have done?

17
Q

Describe the action plan phase of the Gibbs model

A

Sixth and final step.
Can you see yourself facing a situation like this again?
If so, is there anything you will do differently?
Is there anything you can do in advance of finding yourself in such a situation in order to be better prepared for it?

18
Q

What is the GROW model?

A

Coaching model, which can be used as a good way to structure a mentoring conversation.
It can be used to help achieve a goal or solve a problem. It can help explore where they are now, where they want to be and how to get there.
G - goal
R - reality
O - options
W - way forward

19
Q

Describe the G from the GROW model

A

Goal.
Clarify their goal.
What do they want?
What are they working towards?

20
Q

Describe the R from the GROW model

A

Reality
Clarify their current reality. Where are they now with this issue? What are their current problems and challenges? What approaches have they tried? What resources are available to them? What feedback have they received?

21
Q

Describe the O from the GROW model

A

Options.
Brainstorm as many options and ideas as possible which could help move a person from where they are now to where they want to be.

22
Q

Describe the W from the GROW model

A

Way forward.
Review the possible options and decide the path forward
Define a clear plan and timescales.
What are the next steps?
What obstacles do you foresee and what is the plan to mitigate them?
What support is needed?

23
Q

What model can be used to give feedback?

A

BOOST
B - balanced (+ve / -ve)
O - observed
O - objective
S - specific
T - timely

24
Q

What are the 3 stages to facilitating good feedback?

A
  1. What was their aim? What are the standards / what does good look like?
  2. How well are the agreed standards being met?
  3. Plan - how to get current performance to that of the standards?
25
Q

What questions can be asked in the G phase of the GROW model?

A

What would you like to focus on today?
Specifically, what do you want to achieve in this area?
How do you want the situation to be different to the way it currently is?
What does good look like?
How would you know if you have succeeded?
What do you want to be happening that isn’t happening now?
What are the main benefits of achieving this?

26
Q

What questions can you ask in the R of the GROW model?

A

Reality
What is the current situation?
What is happening at the moment?
What are the important facts as things stand?
What are the current problems?/when and why do they happen?
What’s going well?
What resources do you have?
Who else is involved?
What feedback have you received?
What have you done already?/what have you tried thus far?
What obstacles have you encountered?

27
Q

What questions can be used in the O phase of the GROW model?

A

Options
Let’s brainstorm together – what are all the things you could do to move forward in this area?
What are all the things you can think of, which you can do, to get from where you are to where you want to be?
What could you possibly do to change things?
If there were no limitations, what would you do?
What could you do despite the limitations?
What else could you do?… And what else?

28
Q

What questions can be used in the W phase of the GROW model?

A

Way forward
Let’s review the options, which of these are you going to do?
When will you do these? Let’s develop a plan
What’s the next step?
What obstacles could get in the way? How can you mitigate these or plan around them?
What support do you need? How will you get this support?
How can I support you?
On a scale of 1 to 10, how would rate the chances of you sticking to this plan for the next (x?) months? (Is there anything you need to change or reduce in the plan to give you a better chance of sticking to it?)

Maintaining ICM knowledge (7 decks)

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