[fusion_builder_container hundred_percent=”no” hundred_percent_height=”no” hundred_percent_height_scroll=”no” hundred_percent_height_center_content=”yes” equal_height_columns=”no” menu_anchor=”” hide_on_mobile=”small-visibility,medium-visibility,large-visibility” status=”published” publish_date=”” class=”” id=”” background_color=”” background_image=”” background_position=”center center” background_repeat=”no-repeat” fade=”no” background_parallax=”none” enable_mobile=”no” parallax_speed=”0.3″ video_mp4=”” video_webm=”” video_ogv=”” video_url=”” video_aspect_ratio=”16:9″ video_loop=”yes” video_mute=”yes” video_preview_image=”” border_size=”” border_color=”” border_style=”solid” margin_top=”” margin_bottom=”” padding_top=”” padding_right=”” padding_bottom=”” padding_left=””][fusion_builder_row][fusion_builder_column type=”1_6″ layout=”1_6″ spacing=”” center_content=”no” link=”” target=”_self” min_height=”” hide_on_mobile=”small-visibility,medium-visibility,large-visibility” class=”” id=”” background_color=”” background_image=”” background_image_id=”” background_position=”left top” background_repeat=”no-repeat” hover_type=”none” border_size=”0″ border_color=”” border_style=”solid” border_position=”all” padding_top=”” padding_right=”” padding_bottom=”” padding_left=”” margin_top=”” margin_bottom=”” animation_type=”” animation_direction=”left” animation_speed=”0.3″ animation_offset=”” last=”no”][/fusion_builder_column][fusion_builder_column type=”2_3″ layout=”2_3″ spacing=”” center_content=”no” link=”” target=”_self” min_height=”” hide_on_mobile=”small-visibility,medium-visibility,large-visibility” class=”” id=”” background_color=”” background_image=”” background_position=”left top” background_repeat=”no-repeat” hover_type=”none” border_size=”0″ border_color=”” border_style=”solid” border_position=”all” padding_top=”” padding_right=”” padding_bottom=”” padding_left=”” margin_top=”” margin_bottom=”” animation_type=”” animation_direction=”left” animation_speed=”0.3″ animation_offset=”” last=”no”][fusion_imageframe image_id=”977|large” max_width=”” style_type=”” blur=”” stylecolor=”” hover_type=”none” bordersize=”” bordercolor=”” borderradius=”” align=”center” lightbox=”no” gallery_id=”” lightbox_image=”” lightbox_image_id=”” alt=”” link=”” linktarget=”_self” hide_on_mobile=”small-visibility,medium-visibility,large-visibility” class=”” id=”” animation_type=”” animation_direction=”left” animation_speed=”0.3″ animation_offset=””]https://www.everychildneedsamentor.com/wp-content/uploads/2015/02/girl-hair-meadow-403-1024×680.jpg[/fusion_imageframe][fusion_separator style_type=”default” hide_on_mobile=”small-visibility,medium-visibility,large-visibility” class=”” id=”” sep_color=”” top_margin=”10px” bottom_margin=”” border_size=”” icon=”” icon_circle=”” icon_circle_color=”” width=”” alignment=”center” /][fusion_text columns=”” column_min_width=”” column_spacing=”” rule_style=”default” rule_size=”” rule_color=”” hide_on_mobile=”small-visibility,medium-visibility,large-visibility” class=”” id=””]

“Good is the enemy of great. And that is why so little becomes great. We don’t have great schools, principally because we have good schools. We don’t have great government, principally because we have good government. Few people attain great lives, in part because it is so easy to settle for a good life”.

Jim Collins – author of “Good to Great”

The above quote is taken from the book “Good to Great” which I think is a fantastic mantra and ethos… why aspire for good, when you can aspire for great? Mentoring delivered effectively has the opportunity to be great but, many satisfy with it being good to ok and at worse mediocre. But I understand why…

To tell the truth, mentoring even though it is one of the most powerful developmental tools used by those who exceed such as Sir Richard Branson or David Beckham to name a few, in a lot of schools and businesses mentoring is simply an after thought, a good idea or something to try. Mentoring is rarely an organisations core offer or focus so the lack of attention can but understood, however is that still a good reason for mentoring to be done poorly?

I never forget when I was advising the lead of a programme that covered around 12 schools and it was a pilot and what the lead said confirms the above. He said “As it’s a pilot if it does not work it’s all right we can improve it after” (paraphrase). Which in the main, to some extent is true and I understood the sentiment. But when I then shared “even though it is a pilot, we need to ensure that it could be as good as it can be, the first time around to avoid unnecessary human carnage” (the children being damaged by it’s incompetence, oversight and failure), this made the lead re-think his perspective.

My words encouraged a greater level of caution and care that was needed to be considered as mentee’s who undergo poor programmes are negatively affected and it can make them worse off. As the only thing that is worse than having no mentor, is having a bad mentor.

So, if you were to run your school or academies mentoring programme through the Ofsted framework would it be: 1: Outstanding, 2: Good, 3: Needs Improvement or in a Special Measures category? Under scrutiny would your programme stand for the kind of educational excellence you desire to provide or would it exemplify the kind of standards you work towards not being associated with?

The jury is out; and hopefully the verdict is favorable.

In my heart of hearts I know all schools, academies and businesses desire to deliver great provision for their stakeholders whether they be students, or staff, children or adults which I do not doubt. So here are my 10 insights why the best mentoring programmes work:

1. Training: You would be surprised how many schools run mentoring programmes where their teachers, TA’s or mentors do not have mentor training. Training ensures your staff has the best chance of being competent and successful.

2. Standardisation: This ensures all of your mentor’s are singing off the same hymn sheet. This helps your mentee’s to have a better mentoring experience. Don’t leave it to chance, have strategic coordination and team alignment.

3. Leadership buy in: By having the leadership buy-in (and input) you ensure the programme is being led from the front and the top which enables your efforts, to become embedded into better organisational practice. Programmes where their leaders contribute and endorse have a better chance of success and survival.

4. Desired outcome: Why do you want to have a mentoring programme? What would the results of success look and feel like? “Without a vision people perish” is an old saying that comes to mind, so make sure you have a vision for your mentoring pro-vision.

5. Measurement: How do you know if your programme is working? Even if the data you choose to ascertain is anecdotal or quantifiable, you should be able to measure the impact of your programme in one way or another. This keeps morale high and return of investment clear.

6. Accountability: Who is the mentoring lead? Who is responsible for the results you desire? Who is accountable for the performance you are aspiring for? A programme without a strong leader with designated accountability is like washing money and human potential down the drain.

7. Strategy: What is the strategic purpose and vision for your programme? Do you have a yearly, 2-3 or 5-year vision for your programme? If you don’t, you may want to get one in place. A school I spoke to about their programme over 3-5 years could spend in the region of 600k on staffing and other costs. Other staffing costs dwarfs this figure but it still is a great amount if it is not strategically delivering the results.

Mentoring is powerful and necessary in more schools now than every before but, having a strategic intent into how it fits your development plans and school service is crucial.

8. Marketing: What does your organisation think of your mentoring provision? Is there community involvement? What do the beneficiaries think of the provision? Creating a mentoring story helps to positively market your programme.

9. Investment: If you are going to do it, do it well. Organisations are forever realising that their greatest and most valuable commodity are their people. The organisations that invest and develop their people experience greater yields, rewards and results. Schools that view their children as “people with holistic needs” and not “exam machines” make such an investment a priority.

10. Diversity: there are different types of people, different levels of ability, needs of support and potential. So to have only one type of mentoring programme or approach of delivery will not suffice or achieve the level of success it could.
So diversify and provide programmes for your high achievers, the under performers and those in the middle. By developing such a culture you will radically move your people forward.

I hope that the above list has helped.

If you would like some assistance with your mentoring provision, to book a free consultation click here. 

[/fusion_text][/fusion_builder_column][fusion_builder_column type=”1_6″ layout=”1_6″ spacing=”” center_content=”no” link=”” target=”_self” min_height=”” hide_on_mobile=”small-visibility,medium-visibility,large-visibility” class=”” id=”” background_color=”” background_image=”” background_image_id=”” background_position=”left top” background_repeat=”no-repeat” hover_type=”none” border_size=”0″ border_color=”” border_style=”solid” border_position=”all” animation_type=”” animation_direction=”left” animation_speed=”0.3″ animation_offset=”” last=”no”][/fusion_builder_column][/fusion_builder_row][/fusion_builder_container]