Briefing Presentation for 2012

1. Briefing Presentation for 2012

2. What will be covered • About the Yorkshire Accord Scheme • Aims • Our definition • Expectations of those involved • Management & quality standards • Recruitment for 2012 • Feedback from previous members

3. Whose Involved Organisations involved in 2012 are likely toinclude; • City of York Council • Hambleton/Richmondshire District Council • Harrogate Borough Council • North Yorkshire Fire and Rescue Service • Ryedale District Council • Scarborough Borough Council • Selby District Council • University of York • York College • York St John University • Yorkshire Ambulance Service

4. Scheme Aims • To broaden perspective and approaches to issues, increasing organisational creativity and innovation and supporting change. • For individuals to maximise their own potential leading to a positive impact on organisational performance. • To widen opportunities for employee development across the partnership.

5. Scheme Aims • To enhance strategic and / or operational awareness and application. • To develop partnership working in the public sector, through providing opportunities for individuals to network and learn across organisational boundaries.

6. Our definition A long-term, voluntary relationship between two individuals, with the purpose of providing personal and professional development, support and challenge

7. Management Structure

8. Management & Support Project Leader will; • Be in regular contact with all members involved in coaching & mentoring relationships • Deal with any issues arising with the coaching & mentoring process • Liaise with Organisational Co-ordinators & support the Management Committee • Deliver training & provide supervision support to coaches / mentors

9. Management & Support Organisational Co-ordinator will; • Be available to support their members of staff who are involved in the scheme with organisational issues and ensure they feel supported and encouraged by the organisation. Member Representatives will; • Be an independent person with whom scheme members can raise concerns with. • Represent their groups viewpoint at the Management Committee.

10. Quality Processes • Aims and Structure • Recruitment and Selection • Preparation, Training and Support for all involved • Monitoring and Evaluation • Equality of Opportunity

11. Recognised • September 2007 “resulted in impressive outcomes for participants and might be considered as a model which could be reproduced for local and regional public bodies across not only the country but also internationally.”

12. Recruitment, Matching & Training • Applications submitted by 4th November • Training in December & January • Coachee / Mentee Workshop – ½ day • Initial Coaching & Mentor Skills Training – 1 day • Matching by Management Committee • Notification of place & match in early December • Coach / Mentors to contact their coachees/ mentees before their training, arranging first meeting in late January.

13. Evaluation 2010 Satisfied with their mentoring match • 98% of participants Personal benefits from mentoring • 91%of participants Met the expectations of those involved • 90% of participants

14. Mentees Perspective -How have your skills and knowledge improved? • Support the development of management skills • Opportunity to work through operational issue and consider how to do things differently • Provide positive constructive support of the development of existing skills • Gain procurement advice • Improve meeting participation skills • Report writing • How to be confident but not arrogant • Became more organised and pro-active • More aware of own approach and the impact on others • Develop strategic thinking • Focus on objective planning • Develop multi agency awareness • Developed appreciation for HR process and procedure when dealing with own staff.

15. Mentees Perspective -What did you do or achieve as a result of been involved in the scheme • I gained promotion • The way I react and deal with problems has significantly improved • Improved time management skills • Better budget planning, management and crisis planning • Ability to develop and deliver training • I was considering leaving my organisation and lacked belief in my own abilities. I gained confidence and realised there was no reason to leave a job I enjoyed and relished its challenges. • Ability to deal with difficult colleagues and deal with conflict situations • Reduced stress • I was able to lead a successful ‘time out’ day for the team.

16. Mentees Perspective -What impact has the learning had on your behaviour at work • Increased confidence • More comfortable networking at conferences and external meetings • Informed decision making, greater service, refined people management skills • Better balance of work and home, less resentment & more enjoyment of work • Support difficult HR people issues • More positive • Feel valued • Wider perspective on projects / initiatives and changes • Quality focus • Greater awareness of external factors and managing in financial crisis • Ability to perform and contribute more confidently on regional and national projects, consciously pushing myself out of my comfort zone.

17. Mentor Perspective -How have your skills and knowledge improved? • Problem solving skills • Re-appraisal of own communication skills • Self reflection • Realisation that I don’t always have to be the expert • Developing and objective perspective of problems and situations • Listening & questioning skills • Allowing others to find their own solutions • Developing patience for the process • Ability to challenge constructively • Understanding of other organisations / Multi agency awareness • Gained confidence I new tools and techniques • Understanding of organisational change

18. Mentors Perspective -What did you do or achieve as a result of been involved in the scheme • Making time to talk with my own staff. • I used my new skills on a project I was leading to help keep the group focused. • Used new tools and techniques to keep the team positive, motivated and focussed during times of change • I have become more proactive in motivating colleagues and responding to negative comments and perceptions with positive feedback so that others feel more empowerment and in control • Development of my own leadership role • Increased networking opportunities • Ability to move a long standing difficult relationship at work into a more positive cycle of behaviour. • I have a better understanding of what’s happening in other areas of the public sector

19. Mentors Perspective -What impact has the learning had on your behaviour at work • I have been able to use my skill in 1-2-1 meetings with members of my team listening to their needs in a more positive way • I challenges perceptions of others more than I would have previously • Quality focus • How to work with difficult college. • Review of my own working practices • I am more open minded and less judgemental

20. For More Information • contact • (add own contact details)