Hampshire Law Society - Mentoring Guidelines
Introduction
In the good old days, being a solicitor meant you had a "job for life".
Today, things are vastly different. Whole sections of practice are under threat. As a profession, we face unprecedented uncertainty and insecurity.
Are you a recently qualified lawyer? If so, you are probably under the greatest pressure.
For this reason we have established a system of external mentoring for members of Hampshire Law Society.
Our long-term goal is to creating a supportive atmosphere among Hampshire solicitors.
What is Mentoring?
Here's a definition, by Eric Parsloe – co-author of "Coaching and Mentoring: Practical Methods to Improve Learning", 2000, Kogan Page:
“To support and encourage people to manage their own learning in order that they may maximise their potential, develop their skills, improve their performance and become the person they want to be”.
Who do we aim to help?
We aim to provide support and guidance for Hampshire Law Society members who are:
- In the early stages of their careers
- Returning to the law after a career break
- Switching to the law after a career elsewhere
So what's in it for the mentee?
The mentee will get:
- Improved Performance
- Help with career planning
- Access to a sounding board
- Support through challenging professional times
- Regular confidential access to a senior member of the profession
- The chance to speak freely and openly, without any fear of professional reprisals
- The realisation that he or she is "not alone"
- And, if all else fails, a free lunch - the mentor always pays
What's in it for the mentor?
The mentor will get:
- A chance to give something back to the Hampshire legal community
- The opportunity to reflect on, and evaluate, one’s own life experiences
- A new challenge which in turn will bring enjoyment
- The deep-seated feeling of satisfaction that only comes from helping your fellow man
How do I find my perfect partner?
Our administrator will pair up the volunteer mentors with those wishing to be mentored.
Do you want a mentor in your same subject area? Reflect on this. The whole point of the mentoring scheme is to discuss broader issues arising from professional practice, rather than focusing on narrow specialist concerns.
Confidentiality is paramount. So is the need to protect the reputation of firms generally. So with with in mind, the mentor and mentee must practice in different towns.
Our administrator will maintain a register of volunteer mentors and those wishing to be mentored and will pass the requests to the sub-committee for their review.
Although we will use our best endeavours, we cannot guarantee that we can match everybody immediately. This may be due to an insufficient number of mentors/ mentees registered at the time of application.
We will maintain a record of those who wish to be involved in the scheme and will continue to try to match you. Please do inform the administrator if you no longer wish to be considered for the mentoring scheme.
If you wish to be considered, please contact our administrator, Nicola Jennings.
Step right up
If you are a senior solicitor practising in Hampshire, and you feel that the newer members of the profession could benefit from your experience, then we would be delighted to hear from you.
No particular qualifications are needed to fulfil the role of mentor.
Your main attribute should a willingness to provide a ‘safe space’, usually over lunch, where the mentee can speak freely, while you listen impartially.
Oh, and lunch is on you by the way.
We are lawyers. We want rules
Each mentor/ mentee relationship will be different and this will depend upon the desired outcomes of both the parties involved.
Once you have been paired, your first meeting should set the tone for your relationship.
This will involves a full and frank discussion of each party’s expectations.
Mentors and Mentees need to be aware of their own limitations, how much time they can devote to the relationship and need to set boundaries.
We would suggest that the mentor and mentee set boundaries as to the specific gains to be achieved for each party the frequency and mode of communication.
This way, expectations are managed and a mutually successful and focused relationship should be achieved.
As with all relationships, the wishes of the parties may change as the relationship develops and you may wish to re-visit the contract further down the line.
The relationship should last for at least 12 months, although circumstances may lead to this being reduced.
The rendezvous
We would suggest that the mentor and mentee meet in person at least twice a year, and possibly more if both feel it is appropriate.
The mentee travels to the mentor. The mentor buys the lunch.
Both mentor and mentee must be happy with the location of all meetings and give due regard to safety, security and travel arrangements.
We would encourage mentors/ mentees to be in touch at least every month either by email or phone.
The frequency and mode of expected communication should be agreed between the parties at the outset of the relationship.
Mentors are senior and usually extremely busy. For this reason, mentees should be cautious about discussing, non – work related issues in between meetings.
I could tell you, but I would have to kill you
Confidentiality is considered the corner stone of any mentoring relationship.
Mutual trust and confidence is essential to ensure that both mentor and mentees can talk freely and openly in the confidence that their discussions are treated as confidential.
Any breach of this trust can destroy the relationship irreparably.
Help! We don't get on
Parties should set a provisional end date and/or renewal date at the outset of the relationship.
However, either party may wish to conclude the relationship earlier than the date set. The key will be to recognise when the relationship has naturally come to an end.
This may be as a result of one party moving out of the county. Or maybe the mentee no longer needs the mentor.
It may also be that through no fault of the mentor or mentee, they do not hit if off. This may be that there is no ‘chemistry’ between the parties or no common ground for effective mentoring to take place.
Do not worry if this is the case. Just let the administrator know so that we can re-pair you if possible or remove you from the mentoring scheme if this is your wish.
It may be though that both parties are happy for their relationship to continue past the date set.
Please let the administrator know if you decide to continue your relationship past the 12 month stage.
18 November 2011