*/
Cath Brown sets out the steps chambers can take to make their mentoring schemes more effective and show demonstrable results
Most people would probably agree that establishing a mentoring scheme in chambers sounds like a good idea. There is no doubt that mentoring is a great way of giving something back, helping to address underrepresentation and inequalities in the profession, while improving chambers’ credentials as an inclusive, progressive and responsible organisation. It also makes chambers more attractive to applicants as they will get a sense that they will be supported through their career development.
But perhaps it also sounds like a lot of work for an already busy person to organise. And for that work to be worthwhile the scheme would need to be a success, rather than a tokenistic gesture. In my time as a barrister I certainly had ‘mentors’ who provided perhaps one coffee and one court visit – both beneficial in themselves but falling far short of what mentoring can offer.
However, there are a number of steps a chambers can take to make sure that their mentoring scheme is effective and provides demonstrable results.
First, you need to establish the purpose of the scheme including the definition of mentoring. People often have their own understanding of mentoring so it will undoubtedly help if both mentors and mentees share a view of what that will entail.
The definition I usually work with is that mentoring is a relationship (short- or long-term), usually between two people where:
If that definition is chosen, applicants to the scheme should also be encouraged to give some thought to whether it’s the right arrangement for them at that time, as opposed to say coaching or training. The prospective mentor should also reflect on whether they can really give the relationship the time, knowledge and experience needed.
Chambers will also want to consider whether the scheme is open to all or is designed for a specific group e.g. law students, returners to practice or those approaching an application for silk.
Finally, chambers will want to consider the broader structure of the scheme – how will confidentiality be managed, for example? Will there be somebody that mentors or mentees can turn to in the event of any problems?
Once these basic parameters are in place, you can turn to the matching of mentors and mentees.
Software is available and is used by larger organisations to match mentors and mentees. But, if you want to keep it simple, you can easily design an online form with a few key questions to allow prospective mentors and mentees to provide some basic information about the knowledge and experience of mentors and the goals of mentees. A neutral person can then carry out a matching exercise to put together suitable pairings.
In the world of coaching we use the word ‘contracting’ to mean agreeing the ground rules of the relationship at the outset to minimise any difficulties in the future. I recommend that the matched mentor and mentee agree their own arrangements at the outset around the parameters and boundaries they will respect including the following:
A significant factor in determining success or failure is how open the parties can be regarding their relationship. Honesty in communication throughout is vital. This can go a long way to preventing the mentoring relationship fading to an occasional chat.
Another key to successful mentoring is effective teaching. The mentee should be learning and, as both my own experience and various studies show, the mentor will also learn a lot and potentially even experience reduced stress levels.
Most people will recognise that learning tends to ‘stick’ more if the learner is involved rather than merely being lectured. So, for mentors to ensure that their mentees stay involved, I recommend the following approach:
This proverb sums up my passion for mentoring. A great mentor can save a keen mentee a lot of time and effort in achieving their goals by sharing some of their wisdom and providing support, encouragement and even introductions.
And, while a mentoring relationship might be for a specific task or time, in practical terms, if it’s a good quality one, and benefits both parties, it can last a lifetime and develop into a strong friendship.
Cath Brown runs her own boutique coaching and training company www.skilfulconversation.com which draws on her 15 years’ experience as a civil barrister. As well as coaching individuals on all aspects of life at the Bar, she also provides in-house and online training on various topics including ‘How to Mentor and Be Mentored’
Most people would probably agree that establishing a mentoring scheme in chambers sounds like a good idea. There is no doubt that mentoring is a great way of giving something back, helping to address underrepresentation and inequalities in the profession, while improving chambers’ credentials as an inclusive, progressive and responsible organisation. It also makes chambers more attractive to applicants as they will get a sense that they will be supported through their career development.
But perhaps it also sounds like a lot of work for an already busy person to organise. And for that work to be worthwhile the scheme would need to be a success, rather than a tokenistic gesture. In my time as a barrister I certainly had ‘mentors’ who provided perhaps one coffee and one court visit – both beneficial in themselves but falling far short of what mentoring can offer.
However, there are a number of steps a chambers can take to make sure that their mentoring scheme is effective and provides demonstrable results.
First, you need to establish the purpose of the scheme including the definition of mentoring. People often have their own understanding of mentoring so it will undoubtedly help if both mentors and mentees share a view of what that will entail.
The definition I usually work with is that mentoring is a relationship (short- or long-term), usually between two people where:
If that definition is chosen, applicants to the scheme should also be encouraged to give some thought to whether it’s the right arrangement for them at that time, as opposed to say coaching or training. The prospective mentor should also reflect on whether they can really give the relationship the time, knowledge and experience needed.
Chambers will also want to consider whether the scheme is open to all or is designed for a specific group e.g. law students, returners to practice or those approaching an application for silk.
Finally, chambers will want to consider the broader structure of the scheme – how will confidentiality be managed, for example? Will there be somebody that mentors or mentees can turn to in the event of any problems?
Once these basic parameters are in place, you can turn to the matching of mentors and mentees.
Software is available and is used by larger organisations to match mentors and mentees. But, if you want to keep it simple, you can easily design an online form with a few key questions to allow prospective mentors and mentees to provide some basic information about the knowledge and experience of mentors and the goals of mentees. A neutral person can then carry out a matching exercise to put together suitable pairings.
In the world of coaching we use the word ‘contracting’ to mean agreeing the ground rules of the relationship at the outset to minimise any difficulties in the future. I recommend that the matched mentor and mentee agree their own arrangements at the outset around the parameters and boundaries they will respect including the following:
A significant factor in determining success or failure is how open the parties can be regarding their relationship. Honesty in communication throughout is vital. This can go a long way to preventing the mentoring relationship fading to an occasional chat.
Another key to successful mentoring is effective teaching. The mentee should be learning and, as both my own experience and various studies show, the mentor will also learn a lot and potentially even experience reduced stress levels.
Most people will recognise that learning tends to ‘stick’ more if the learner is involved rather than merely being lectured. So, for mentors to ensure that their mentees stay involved, I recommend the following approach:
This proverb sums up my passion for mentoring. A great mentor can save a keen mentee a lot of time and effort in achieving their goals by sharing some of their wisdom and providing support, encouragement and even introductions.
And, while a mentoring relationship might be for a specific task or time, in practical terms, if it’s a good quality one, and benefits both parties, it can last a lifetime and develop into a strong friendship.
Barristers can learn more about the varied arenas in which their mediation skills can be deployed at the Civil Mediation Council Annual Conference on 6 and 7 November 2024
Inspiring and diverse candidates are being sought for the Attorney General’s Regional A, B and C Panels - recruitment closes at noon on 10 October 2024
The mentoring scheme for underrepresented applicants to the Commercial Bar enters its third year - the 2024/25 cycle is now closed for applications
No-one should have to live in sub-standard accommodation, says Antony Hodari Solicitors. We are tackling the problem of bad housing with a two-pronged approach and act on behalf of tenants in both the civil and criminal courts
Pupillage offers hit new record exceeding pre-pandemic levels, Bar Council report finds
What’s it like being a Senior Crown Prosecutor? Stuart Page describes what drew him to the role, the skills required, and a typical day in the life
