briefing presentation for 2012. about the yorkshire accord scheme aims our definition expectations...
Post on 21-Dec-2015
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About the Yorkshire Accord Scheme Aims Our definition Expectations of those involved Management & quality standards Recruitment for 2012 Feedback from previous members
WHAT WILL BE COVERED
WHOSE INVOLVED
Organisations involved in 2012 are likely to include;
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
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.
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.
SCHEME AIMS
A long-term, voluntary relationship between two individuals, with the purpose of providing personal and professional development, support and challenge
OUR DEFINITION
MANAGEMENT STRUCTURE
Management Committee
Organisational Co-ordinators
Project Leader
Member Representatives
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
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.
QUALITY PROCESSES
Aims and Structure
Recruitment and Selection
Preparation, Training and Support for all involved
Monitoring and Evaluation
Equality of Opportunity
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.”
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.
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
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.
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.
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.
MENTEES PERSPECTIVE -WHAT IMPACT HAS THE LEARNING HAD ON YOUR BEHAVIOUR AT WORK
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
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
MENTORS PERSPECTIVE -WHAT DID YOU DO OR ACHIEVE AS A RESULT OF BEEN INVOLVED IN THE SCHEME
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