Hampshire Own Grown Approach To Learning

Hampshire Own Grown group discussion The Future Leaders and Graduate programme is based on ‘self-managed learning’ - where learners take responsibility for their own development, in an environment that is both supportive and challenging.

The programme is based on the principle that we construct our understanding best when we have the opportunity to experience things in realistic settings and can discuss our experiences. (We learn best when we have a go!) As you will have read in 'What can I expect from the programme?' the programme will give plenty of opportunities for this to happen.

The learning process that takes place as part of the programme looks at the following:

The need to set goals and plans.
Understanding through experience.
Feeding the understanding back into the planning process.

This mirrors the way in which we work on projects day to day and so should be a familiar process. By using the learning process, links can be made back to the workplace. To ensure development happens, and learning continues, coaching and support from the Line Manager will be crucial.

It is important to ensure that the development approach within the programme is fresh, different and yet highly relevant to issues faced within Hampshire County Council. A range of leadership tools and techniques will be used to ensure development is effective, whilst keeping the programme memorable. As the programme is based around innovative thinking there will be a variety of skills and tools for the individual to ‘try out’ within a safe environment before implementing in the workplace.

At the same time we have avoided being led by the latest training fad and encompass activities and exercises that are practically orientated and relevant to an individuals learning needs. Agreed objectives will be requested upon successful nomination and fed into the content to ensure the programme is designed around the needs of participants.

Mentoring

The Hampshire Own Grown Mentoring Programme is a new initiative which brings together staff from differing roles within the organisation (and partners)to work together in a mentoring relationship.

Mentoring – What is it?

There are many different definitions of mentoring just as there are many different types of mentoring partnerships. A mentoring partnership brings two people together to discuss their ideas, experiences and thoughts in a flexible and non-judgemental way. Then mentor is usually more senior within the partnership and is likely to take the key role in terms of providing challenge, insight and advice to the mentee. However, mentees have to take a proactive approach to setting the agenda for discussions and often provide valuable insights from their own perspectives. Mentoring partnerships tend to focus on personal and/or career development.

Mentoring - What is it not?

Importantly, mentoring is not about assessing or managing staff performance. Mentors and mentees will not be part of the same line management structure and will often be from different parts of the organisation or even different organisations.

Examples where mentoring process can be used to support:

Specific development programmes (Hampshire Own Grown)
Managers in new roles
Following restructuring or the development of new services
Staff new to Local Government

Benefits to the Mentor

Mentoring is an invaluable personal development opportunity for anyone who wants to draw on their knowledge and experiences in order to encourage, shape and challenge personal and professional self-awareness and learning in another. A successful mentor will need to draw upon and develop a range of complex skills including self-awareness and learning in another. A successful mentor will need to draw upon and develop a range of complex skills including analysis, problem-solving and listening and is likely to gain invaluable perspectives drawn from their own self-reflection and that of their mentee.

Benefits to the Mentee

The programme lets you build a professional relationship with someone with substantial knowledge, skills and experience. This is a unique opportunity to test out your ideas, reflect upon challenges and explore opportunities for professional and career development in a non-judgemental context. As a mentee you can expect to gain from the insights and experience of your mentor. Taking a proactive approach to setting and shaping discussions will allow you to challenge and investigate your own ideas in order to support personal and organisational improvement.

Coaching and Feedback

As part of the programme, you will be supported with your learning by way of coaching and feedback. Your Line Manager will follow up each module with coaching – to discuss learning, areas for development and any actions developed as result of the modules. You will also receive a mid programme coaching sessions with trained coaches from HLC who will review with you, your progress in line with your objectives set and discuss any concerns or questions you may have. There will be a coaching session that follows the same outline at the end of the programme, where objectives will be reviewed and final actions agreed to take back into the workplace.

What do we mean by coaching, in the context of the HOG programme?

Coaching can be defined as helping other people to set their goals and learn”. The coach believes in the ability of the individual to create insights and the ideas needed to move their situation forward. The coach uses listening, questioning and reflection to create an environment where the other person may consider, and find their own way forward. A coach will work with an individual to help improve their performance, they will help that person see opportunities for improvement, as well as practical ways forward. The primary coach will be the individuals line manager, but opportunities for coaching with another facilitator of the programme will be available.

For the person being coached the relationship feels more like a partnership than anything parental or advisory.

How will the coaching happen?

The coachee will determine the agenda, they will identify their goals and objectives. Coaching might consist of the coach and coachee talking about things the coachee wishes to change. This is sometimes called off line” coaching. It might also be the coach observing the coachee doing something, e.g. chairing a difficult meeting, then discussing that afterwards. This can be called on-line coaching.

Regular meetings times will be agreed when coaching can take place.

The Benefits of Coaching

Applied effectively, coaching has been shown to result in significant increases in the application of learning, leading to improved performance and motivation. Coaching is not an add on” to the manager’s role, it is integral to it. Developing people’s skill’s and behaviour needs to be part of our daily routine. As it is neither possible or appropriate for a manger to do everything his/herself.

Coaching – What’s in it for the learner?

It helps to make more sense of the learning as it is applied to real issues
It can be readily applied to learning in the workplace
It can be done with minimal fuss and disruption
It is not dependant on fixed dates, venues and providers
Once applied, it can provide immediate feedback to the learner
It can provide a greater sense of control over doing the job, as well as increased motivation and satisfaction
It is directly relevant to the learners needs
It is flexible and allows the learner to learn in different ways and speed that is suited to their needs

Coaching – What’s in it for the manager as coach?

People become more skilled and confident, leading to greater opportunities for delegation
There is a greater tendency to get it right first time” as people take more responsibility for what they do
There is greater clarity about individual’s objectives and our expectations of them
Mistakes become learning opportunities
The manager also learns, about coaching, people, the climate and the learner’s job
Output and performance are improved

For more information on Coaching and Mentoring, please visit the Performance Coaching and Mentoring website:

http://intranet.hants.gov.uk/performancecoachingandmentoring.htm