Coaching and Mentoring

1. Coaching and Mentoring ASME- Strengthening foundations in the early years Dr Rebecca Viney Coaching and Mentoring Lead 26 May 2011

2. Release potential, enhance careers • Using only 40% of our potential

3. 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)

4. What is involved? • positive psychology • emotional intelligence • compassion • reflection • challenge

5. Flourish with 3 to 1 positive psychology

6. Reflection • super vision

7. Principles • Triage • Confidentiality • Voluntary • Choice of mentor • Trained and supported mentor • Externality of mentor

8. What it is not • not advice giving • not patronage • not counselling

9. What Doctors gained from having a Mentor • Improved reflection skills • Support for dealing with specific problems • Developing strategies for dealing with and resolving: • major crises in professional life • major change in ways of thinking and acting • significant changes in direction • Confidence building in decision making • Improved self-worth and job satisfaction. ‘Mentoring for Doctors,’ SCOPME (2004)

10. 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

11. Realising Potential through Coaching and Mentoring • Encouraging reflective practice • Reducing burnout or embitterment • Increasing engagement • Encouraging innovation • Developing leadership

12. The Coaching and Mentoring Service website

13. Project design • Emergent …

14. 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

15. 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

16. Top specialties for mentee applicants and trained, active mentors

17. Career status of mentee applicants

18. Gender split of mentee applicants

19. Mentee applicant ethnicity

20. Top five issues discussed • Career progression • Planning learning or development • Work/life balance • Decision-making • Current work problems

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22. 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.”

23. 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.

24. 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

25. Where next?

26. N=49

27. 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!’

28. Contactrebecca.viney@londondeanery.ac.uk • Any Questions?