Aim of the Different Leaders Executive Mentorship Scheme
The aim of the Different Leaders [1] Mentorship Scheme is to provide mentorship opportunities for different leaders and executive leaders in Yorkshire and the Humber, and to provide these opportunities as co-ordinated and supported development relationships for both the mentor and the mentee based on a model of ‘learning in dialogue’ within the context of different cultural and personal experiences.
For the scheme to be successful it must meet two main objectives:
1. Mentees will gain career progression as defined by the mentee and this will be measurable by securing more senior posts, more challenging posts or more appropriate posts.
2. Mentors will achieve an increased understanding of the experiences of different leaders, an increased awareness of the added value different leaders bring to their organisation and achieve personal learning unique to the relationship
3. The local health system will benefit from more diverse senior leadership and a senior leadership more able to lead with confidence across a range of cultures
Why is this a priority for the Strategic Health Authority and the Regional Leadership Executive Group?
The NHS needs effective organisations that are able to sustain high performance and respond to their changing environment. Such organisations tend to have certain features, one of these being what is known as ‘inclusive leadership’. Inclusive leadership is about the individual leaders in an organisation and the climate or culture they create. If leadership becomes less diverse it can be a cause of exclusion and poor organisational health.
How is this mentorship scheme helping?
Experience shows that effective mentorship programmes are a significant and successful part of talent management strategies across all sectors, not just the NHS. In particular, evidence tells us that mentorship is the most significant single factor in increasing diversity of senior leadership teams.
The scheme sits under the umbrella of Mentoring for Success and, like its parent programme, it exists to provide personal and career development opportunities. This scheme differs because it is part of the Innov8 Reframing Diversity project that seeks to build a more diverse senior leadership and crucially to also create a more inclusive leadership environment. In this way, Innov8 can be described as an attempt to increase representation by changing the culture of senior leadership teams to become inclusive.
The mentoring relationship on this scheme is therefore different because it is explicitly about the development of both partners.
How does the scheme work?
This scheme builds on the pilot BME executive mentoring programme for West Yorkshire[2] . It provides preparation days for both mentees and mentors before matching them together in a one-year long relationship. Participants will also have access to three network events per year, on-line resources and membership of Innov8.
At the outset mentees will be required to identify their development and career outcomes and will be expected to contribute to the scheme evaluation by providing feedback on how well these were met. Similarly, mentors will be asked to identify their personal outcomes and provide feedback as the basis for evaluation.
Who is the scheme aimed at?
The scheme is primarily targeted towards mentees from black, asian and minority ethnic backgrounds as there is a significant under-representation of staff from these backgrounds in more senior posts.
In tandem to the launch of the Different Leaders scheme we are also refreshing the Mentoring for Success programme and are keen to attract new members and prospective mentees from any background. Trainng new mentors will start in Autumn 2010. If you are interested please contact pascale.quercioli@yorksandhumber.nhs.uk
Criteria for mentees
Participation is open to NHS employees from a BME background at Agenda for Change Band 6 and above (and equivalent grades). If you are not from a BME background please visit the Mentoring For Success website.
In addition participants must be keen to progress their own professional career and have their talent recognised.
Criteria for Mentors
Participation on the scheme is open to Chief Executives, Executive Directors and similar senior leaders. Participation is likely to be invaluable for senior leaders with an objective to nurture and develop diverse emerging leaders.
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[1] The term "Different Leaders" has been drawn from the research 'Different Women Different Places: a study of the lives and experiences of Black and Minority Ethnic Women Leaders', The Diversity Practice in association with Katalytik Ltd.
[2] The scheme was managed by ATL (Yorkshire) Limited and funded by LSC and Yorkshire Forward (Skills Fund)
