Key Components

Introduce purposes for supervisor/mentor training

Why inspiring others can bring mutual benefits and the impact this responsibility can bring to the work environment and personal growth.

Career Development

Skills of the 21^st Century vs those of the past – this is going to impact on the way that the trainee feels and deals with work.

Who are you? What are your Strengths?

Important to reflect & think about your journey; where you started and how you felt, how you progressed (was it circumstantial or decisive, what drove this?)

Maintaining a non-judgmental and empathetic approach – Strength Spotting

Consider their personal strengths and how it plays out in workplace – the GROWTH mindset is about playing to strengths and recognition can play an important part in how you connect and relate to your trainee.

Using positive language and listening – The importance of narrative in empowering and coaching individuals

Immediate response vs considered response and active constructive listening.

Professional boundaries (relevant to internal / external organisations)

Usually set at the time of induction, however important to reaffirm and model these to new trainee. Explain privacy / confidentiality and the part social media plays for your organisation.

Symptoms and signs

A cohesive team with a culture which is protected and consistent might ask ‘what did we do right or wrong’ ‘how could we have been better’ when someone unexpectedly leaves the workplace, and the ripple effect could have little to severe impact. Discuss signs and symptoms using examples with the aim of reducing problems before they become significant.

Strategies for ‘inspiring’ others eg.

• Setting up regular feedback sessions; allowing them to express feelings/thoughts/questions in a non-threatening environment.
• Providing positive reinforcement when least expected.