Midlands HDN Mentoring Programme 2017-2018

Class 1 – Getting to Know YouNovember 2017

Paragon Housing, Leicester

Welcome to Class One

• Introductions and housekeeping

• Housing Diversity Network (HDN)

• Aims of the day

• How we will work today – roles and ground rules

• Over to You!

Housing Diversity NetworkThe aim is to help housing providers achieve the highest standards in equality and diversity

Staff from member organisations can access the staff mentoring programme and other member benefits:

• Free job advertising• Enquiry advice service• Monthly e-mail briefings on E&D topics• Discounts on seminar places and training• Board mentoring programme

Mentoring Class One- Getting to know you

Objectives• Reflect on your current knowledge, skills and experience. • Identify areas for personal development • Identify individual and team strengths and areas for development • Expand network and gain support

Activities• Getting to know each other. Valuing what you bring • Identify skills, qualities and characteristics will make you successful in the

changing world of housing • Belbin team roles• Taking responsibility and building resilience • Reflection and PDL update

Introductions – valuing what’s important

• Pick a card that reflects your values for working in social housing and identify how you currently apply it in your role

• Introduce yourself to another mentee you don’t know and explain why you chose the card; the other mentee does the same

• Each finds out from the other– i) what is important to them in their current role and organisation/ ii) something they can offer and iii) something they would like to learn from others

• Record on 3 post-it-notes each

• Prepare to introduce each other

Recognising and valuing what I bring

Role and purpose?

What’s important?

Knowledge, skill, experience?

Behaviours and actions

External/ internal

Identity

Beliefs & Values

Capabilities and Skills

Behaviours

Environment

Coffee

Identifying and developing the skills

• Strategic thinking• Project Management• Influencing/ negotiating• Problem solving• Leadership• Sector knowledge/ changes

What do these look like?How can I develop these?

Transferable Skills

Welcome:Paul Cleminson,

Senior Finance Business PartnerNeighbourhood Services

Riverside Housing

Personal Reflection

• What values and skills do I bring to my current role and future?

• How can I use these most effectively in my current role and team?

• How can I communicate these in my 1:1s, PDRs and CV?• What skills would I like to develop during this programme

and how does it add to my goals? (Capture on a post it)• How can I measure my success?

Personal Development Log (PDL)

It is useful to complete this for:• Mentor• Line manager/HR• Your own reference in the future

Lunch

Working in teams

Belbin Group Types

The Belbin Team Role analysis is used extensively to createwinning teams for new projects – however:

• Few teams can choose their members• Members of teams are determined by outside factors i.e.

management structure

How then can we obtain a balanced team?

Personal development

The second issue is personal (development)!

• How do you refine your team role to become more effective individually and as a team member?

• Many team members wish to develop their role and develop a ‘back up’ role to enhance their own personal influence and effectiveness in a team

WAIL !

Workers - ImplementersTeam Workers

Analysts - Monitor EvaluatorsCompleter Finishers

Ideas People - Plants Resource Investigators

Leaders - Co-ordinatorsShapers

Specialist

Exercise

Personal Reflection

• Review the descriptions of the Belbin team roles and identify your natural preference roles and your least preferred types.

• For each identify the 2 – 3 characteristics that you consider are most and least lie you in both the strengths and allowable weaknesses.

The results

In pairs • Discuss your natural preference roles and your least

preferred types and how you can use this information to enhance your skills at team work.

• What is the impact of both of these roles/types?

• Reflect on teams at work, can you see the different roles in teams? Are there any missing or more dominant? What might be the implication of this?

Benefits of Belbin Team roles

• Self awareness & personal effectiveness • Better communication • Team selection and Recruitment • Career planning • Performance issues • Leadership

Comfort Break

Taking control and building resilience

How do I manage myself?LOCUS OF CONTROL

External Locus Internal Locusof control of control

Take responsibility for their actionsDo things that will change their situation for the betterEmphasis is on striving for personal and professional achievementWork hard to develop their knowledge, skills and abilitiesWhen things go wrong they are inquisitive and try to work out why things turned out the way they didTend not to blame othersHave a more participative management styleTend not to rely on other peoples evaluation for their self-esteemStrong boundaries and weak barriers in most areasHave the ability to inner reflect

Take little or no responsibility for their behaviourBlame others for what is wrong in their lifeTend not to do things that will change their life for the betterEmphasis is to avoid coming out of their personal comfort zonesWhen things go wrong they often do not learn from their mistakesTend to rely on other people’s approval to make them feel goodHave weak boundaries and strong barriersLack the ability to be able to inner reflect

What is within my circle of influence?

Insights into Action – 20 mins• Thinking of what you

have learnt today about:– The skills you wish to learn– How you work in a team– Your locus of control &

how resilient you are– Your preferred learning

styles

• In pairs have a discussion about:– What insights you have

gained today– How you will use these to

get the most from the programme

– What challenges you may face

– How you can support each other to achieve

**Be ready to feedback to the group on the actions you have agreed**

Review of the day& Next steps

Personality Performance Indicator (PPI)

The questionnaire:• Online/24 questions/5-7 minutes to complete• Answer quickly and spontaneously• There are no right and wrong answers• Be true to yourself

The report:• Approx 10 pages long and a profile chart

Understanding and using the results• Class 2 will provide more information, explanation and

support• Opportunity to share parts and ask questions• Share with your mentor and discuss at your future

mentoring sessions• Other support available

Review and What next

Before you leave: • Did you get what you expected from the day?

(Evaluation Form)

After you leave:• Plan your next mentoring session• Completing your PDL• Preparing for Class 2 – PPI Reports

www.housingdiversitynetwork.co.uk

moreen@housingdiversitynetwork.co.uk

T: 01484 652606M: 07903 792897

CareerFamily

Health

Money

CommunityHobbies

Relationships

Religion

Mark the spokes with dashes – the nearer to the centre, the less satisfied you are with this aspect

Further readingThe One Minute Manager series –Kenneth BlanchardThe 7 Habits of Highly Effective People – Stephen R CoveyExperiential Learning: Experience as the source of learning and development – D A Kolbhttps://en.wikipedia.org/wiki/Reflective_practicewww.businessballs.com

Aims & objectivesAimsTo assist HDN members’ employees to develop and maximise their potential

Objectives

• Increasing your self-awareness• Increasing your confidence• Expanding your networks• Increasing your knowledge of the housing sector• Building on your current skills

This year’s programme

Mentoring Programme 2016/17

Remaining dates and venuesClass Venue DateClass 2 Watford 21 Dec 16Class 2 Bury St Edmunds 8 Dec 16Class 3 Peterborough 8 Feb 17Class 3 Bury St Edmunds 2 Feb 17Class 4 Cambridge 24 Apr 17Plus a national, annual evaluation conference probably in the Midlands around June/July time.