I was asked to speak to the mentees for certification and chartership about the role of the mentor by Cilip East Candidate Support Officer. However, I found the course useful for myself having signed up for fellowship earlier in the year.
Having attended this course previously in order to assist my mentees and find out about the new regulations I found that I picked up new points second time around. I gained tips about using the VLE and portfolio and how to upload content from Matthew Wheeler. I didn't know that you could just pick out a key section of a report and reflect on that, I had assumed it would be the whole report. Matthew gave some great tips about "less is more" and that 20 pieces of evidence should be enough between the three criteria. It was a useful reminder to be told to leave out evidence if not covered in your statement. This just goes to show that I am always learning and that different experiences help improve my knowledge and understanding of what is required. I will keep attending this course periodically even if not asked to speak again as it will be valuable to keep refreshing knowledge in order to give relevant and current guidance to my mentees.
Matthew also mentioned some good points for evidence and revalidating in relation to what counted as cpd. "Engaging on twitter", I would have thought hard to define as cpd but it does allow networking and asking questions of others with more experience, as well as receiving answers or advice. This is particularly useful for lone librarians and for those who haven't been asked to do a particular task before and want to know where to start. I think as technology moves on, we take things for granted and get used to them but the immediacy of twitter in enabling you to get an answer quickly is extraordinary. I think it's easy to forget that cpd can be as simple as networking and talking with colleagues. As most libraries are being squeezed for funding and having budgets cut, formal training such as courses are perhaps not going to be as high priority in the future.
Moving back to the presentation I gave on the Mentor-Mentee Relationship, I felt it was pitched right, but we'll see from the feedback forms. It's difficult to know how people will react to what you say, however I was asked a good question about whether choosing a mentor from a sector you wished to move into was a good idea. Personally, I think this is an excellent idea, as you can find out if that sector is really for you. The mentor should also be able to put candidates in touch with people who could help and perhaps provide volunteering opportunities.
Whilst listening to other presentations I realised I had perhaps not addressed the question of choosing an experienced mentor over a new mentor in my presentation. I included it whilst discussing the first slide about mentoring over all. Being able to think on your feet and add things to a presentation as you go along demonstrates constant evaluation of your performance. In relation to new versus experienced mentors, I feel it's difficult for candidates as they perhaps feel they need someone who's been through the process, which means they want seasoned veterans as it were. At the moment with the new changes and establishment of the VLE, I think new mentors are at a slight advantage as they are coming fresh to the new rules and both experienced and new mentors are in the same boat regarding the changes and new guidelines. I feel new mentors also have a lot to bring, as they may have supported their own staff, as well as encountering many experiences in their career. They will have also chartered themselves, so will know how it feels to go through the process. New mentors are also able to gain valuable insight by asking seasoned mentors and the Mentor Support Officer for help and guidance through the mentoring process and to give assistance in dealing with questions they've not encounter before. Everyone needs to start somewhere.
I stressed the importance of finding the right mentor for you. I feel its important to choose someone supportive and encouraging who can help you achieve your goals. I explained that whilst mentors may be lovely and give more support at the start, we are ultimately facilitators. This means that as the process goes on we will increasingly ask mentees to think about the answers themselves. This is normally done by asking open questions, who, what, when, how, where and why? Of course the amount of support given will depend on each individual candidate. Some mentees may have an ability to see the bigger picture and wider context for what they are doing naturally, whilst others may need more encouragement and probing to look outside their specific job role.
I had wanted to ask them to think of what the roles of the mentor and mentee were before showing the slides, so it was more interactive rather than a straight talk. That wasn't feasible in 10 minutes, there wasn't enough time.
Having said reflect, reflect, reflect, I also realised it was time I followed some of my own and the other speakers advice by starting to keep a log of what I do and to evaluate my performance and what I'm learning. As the recent chartership candidate at the event said, you may always think you'll remember what you did six months on but you won't. It's much better to reflect at the time whilst it's still fresh in your head. Here's to turning over a new leaf.
This course helped me to see things from both sides, firstly, in relation to completing my portfolio and secondly, for helping to answer mentee questions and concerns about filling in the PKSB and utilising the VLE and portfolio sections.
I always enjoy meeting and talking to different people and hope that I am able to contribute to this kind of event again.Mentor-Mentee Relationship
