www.londondeanery.ac.uk

Coaching and Mentoring

26 May 2011

ASME- Strengthening foundations in the early years

Dr Rebecca VineyCoaching and Mentoring Lead

Release potential, enhance careers

Using only 40% of our potential

What it is

 "Coaching and mentoring are learning relationships which help people to take charge of their own development, to release their potential and to achieve results which they value." (Connor and Pokora, 2007)

 “Someone who helps another person to become what that person aspires to be" (Montreal CEGEP, 1998)

What is involved?

• positive psychology

• emotional intelligence

• compassion

• reflection

• challenge

Flourish with 3 to 1 positive psychology

Reflection

super vision

Principles

• Triage

• Confidentiality

• Voluntary

• Choice of mentor

• Trained and supported mentor

• Externality of mentor

What it is not

• not advice giving

• not patronage

• not counselling

What Doctors gained from having a Mentor

• Improved reflection skills

• Support for dealing with specific problems

• Developing strategies for dealing with and resolving:

1. major crises in professional life

1. major change in ways of thinking and acting

2. significant changes in direction • Confidence building in decision making

• Improved self-worth and job satisfaction.

‘Mentoring for Doctors,’ SCOPME (2004)

NHS papers recommending coaching and mentoring

Women Doctors: Making a Difference: CMO 2009

Time for Training: Temple Report 2010

Invisible Patients; Boorman 2010

Talent for tough times. NHSE

Leading the NHS workforce through to recovery. NHSE

BMA’s consultants committee 2010

Improving the quality of care in general practice. King’s Fund 2011

Realising Potential through Coaching and Mentoring

Encouraging reflective practice

Reducing burnout or embitterment

Increasing engagement

Encouraging innovation

Developing leadership

The Coaching and Mentoring Service website

Project design

Emergent …

Mentoring and coaching provision

• Coaching and mentoring for doctors and dentists in transition

• Performance: GMC , RITA/ARCP, health

• SASGs

• Coaching for leadership

• embedding a coaching and mentoring culture• Faculty development

• Appraiser development

• Teams training

• Mentoring scheme development

• Coaching patients to health

London Deanery Coaching and Mentoring Service

• Launched in 2008

• Free to trainees, SASGs and new GPs or consultants

• 348 trained mentors

• over 900 doctors and dentists have applied to be mentored • From all grades, specialties and clinical settings

Top specialties for mentee applicants and trained, active mentors

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No. mentees

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Career status of mentee applicants

Career status of mentee applicants

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Training

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No. of mentee applicants

Gender split of mentee applicants

Gender split of mentee applicants

Male36%

Female64%

Mentee applicant ethnicity

Black British African

Black British Caribbean

Black British Other

Black British

Chinese Chinese

Chinese Other

Indian Indian

Indian Other

Mixed African

Mixed Asian

Mixed Caribbean

Mixed Other

Other

White British

White English

White Irish

White Other

White Scottish

White Welsh

Top five issues discussed

• Career progression

• Planning learning or development

• Work/life balance

• Decision-making

• Current work problems

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Evaluation by clients has been very positive

“ Mentoring has given me peace of mind since I now have a plan to tackle areas where I have less confidence in my abilities.”

“ Mentoring has helped me address issues in my personal life that have impacted my medical career and my personal well-being.”

“ This has been a very useful and creative reflective space. It has allowed me to reflect on what is happening in our practice, what could and should change, and how to facilitate this. It has also helped me decide on aspects of my own career development.”

“Mentoring sessions have helped to improve knowledge and skills,regain confidence and wellbeing, improve performance and productivity.”

Fitness to practice

I am pleased to report that the FTP Panel found that Dr X has significantly improved his understanding of the need for reflective practice in medicine……… I should like to thank the mentoring service, and M in particular, for all the help and support given to Dr X which was largely responsible for this turn around.  He is immeasurably grateful for this and is already planning more patient-centered initiatives to put the learning into use.

What we learned

• Coaching and mentoring are for everyone, not just ‘docs in difficulty’

• May be particularly valuable for women, non-UK graduates, SASGs, academics, emerging leaders

• All about releasing potential, encouraging, motivating, getting the best out of people

• Coaches and mentors need to be trained, assessed and supported

• Mentors benefit as well as mentees

Where next?

Following my experience as a mentor, when faced with a challenging situation I am more likely/able to...

0 10 20 30 40 50 60 70 80 90

Manage my own anxiety and appear confident

Be prepared to challenge the status quo in orderto achieve service improvement

Relish the challenge and feel able to succeed

Have confidence in my own capabilities

Draw on my own experiences and am optimisticthat I will achieve goals

Feel comfortable involving others in supporting me

Listen to the views of others

% respondents agreeing or strongly agreeing

N=49

Trainer feedback

‘It is amazing how many of the mentors are coming back and telling me that the training has revolutionised the way they themselves work with their patients!’

Contactrebecca.viney@londondeanery.ac.uk

Any Questions?