Mentoring
I have training and extensive experience in mentoring, including supporting learning and development in organisations through the development of mentoring programmes.
For me, it feels important to distinguish between coaching and mentoring. The skills are the same – active listening and asking clarifying and open questions – but the approach is different:
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In coaching, my task is to stay fully focused on the client and what they need from the coaching conversation. In coaching, I am bringing my experience and expertise as coach; my work and life experience, and how these relate to the client’s work and life experience, is less relevant
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When I’m mentoring, I will bring and share some of my work and life experience in support of the client
When a client wants a combination of coaching and acting, I am happy to adopt the role of ‘Coach mentor’.
Facilitation
I am an experienced facilitator, with a flair for enabling and supporting challenging conversations and dialogue across sectors and silos.
I regularly design and deliver in-person and online, such as:
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Development and Away Days for Trustee Boards and staff teams in voluntary sector organisations
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Workshops and development sessions for teams Local Authorities, the NHS and other public sector organisations
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Supporting culture change processes, innovation, and the adoption and adaptation of innovative models
Action learning
I trained in Action Learning Facilitation and Virtual Action Learning, with Action Learning Associates.
Action Learning is a specific, rigorous methodology for supporting individual and collaborative problem-solving, reflective learning, sharing and leadership development in small groups (6 to 8 participants).
Fundamental to the approach is the belief that people are more likely to take action and commit to change if they have arrived at their own solution to their problems. Action Learning provides the space for this to happen.
Action Learning supports a continuous process of learning and reflection based on the relationship between reflection and action.
Action Learning uses the technique of open questions: questions which encourage reflection and are intended to help the individual explore their own thoughts, feelings, and experiences – not give advice or share experience.
