@NHSE_DoOD www.nhsemployers.org/od

Lisa GrestyAssistant Director of OD and Education

Abi Williams Organisational Development Manager

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@NHSE_DoOD www.nhsemployers.org/od

• Right from the beginning of Do OD we’ve been looking at how we GROW OD and develop OD capability

• Sharing the wisdom and experience inside and across the NHS

• Working collaboratively with the OD community, the Local Leadership Academies and Do OD

• OD virtual mentoring grew from a need in our community

Our Do OD Capability Model

• Mentoring is defined as a ‘partnership which involves primarily listening with empathy, sharing experience (usually mutually), professional friendship, developing insight through reflection, being a sounding board, encouraging’

David Clutterbuck

• Virtual is defined as ‘Almost or nearly as described’ or ‘Not physically existing as such but… to appear to do so’ or ‘Having most properties, the appearance, essence, or effect, of something without being that thing’

Virtual Mentoring is a mentoring relationship conducted without the need to meet face to face

@NHSE_DoOD www.nhsemployers.org/od

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• Very successful Do OD pilot in 2015 with five OD virtual mentors trained

• December 2016 Programme Two!

• Collaboration with 10 Local Leadership Academies &Do OD

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• Recruitment for OD Virtual Mentors and Mentees • Mentors are recruited already with OD and coaching and

mentoring experience• Training takes place with Ashridge Business School in

working successfully in the virtual space• Mentors and mentees matched• This programme 12 OD virtual mentors & 25 mentees• On going development & support to Mentors• On going evaluation & review

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CCG

Specialist provider

Heath & Care TrustCSU

Foundation Trusts

OD Practitioners

/Leads

Ambulance Service

OD Managers

Deputy Director OD

Head of HR & OD

Head of Leadership &

OD

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@NHSE_DoOD www.nhsemployers.org/od

• Mentors completing last session with mentees• Seeking feedback from mentees on their

experience, and impact on their practice and learning

• Mentees currently completing an evaluation questionnaire

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• What were your initial needs?• Learning and impact in your OD practice from the

mentor sessions?• What surprised you?• The quality of the mentoring relationship• Feedback on the process

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@NHSE_DoOD www.nhsemployers.org/od

How to I influence across boundaries?

OD models & practice

Explore options around career

Develop my knowledge &

apply

Build my confidence

Look at gaps in my skill set

How do I really break down my

OD work?

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Useful tips and ideas

Clarity of my thinking

Able to see things from a bigger perspective

Improved mine & OD credibility

Renewed enthusiasm for

my role

Reframing of my career

Reassurance & confidence

Able to formulate strategy and plans

More proactive use of OD tools

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I was surprised how challenging it

was The power of one or two questions from my mentor

Able to open up and be as honest as

I was How impactful virtual mentoring

was

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@NHSE_DoOD www.nhsemployers.org/od

I found the mentoring session

very useful

I really appreciated my mentors time and

wisdom

Thank you for such a positive and rewarding mentoring experience

Really positive feedback – high scores

Helped me move from ‘stuck’

@NHSE_DoOD www.nhsemployers.org/od

Wisdom of the Crowd Exercise

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• Finish evaluation and review for both mentors and mentees

• Look at how we can improve and develop the OD virtual mentoring programme.

• To increase our capacity and seek new mentors and those who would like to be mentees

• Could it work in your organisation or system?

www.nhsemployers.org/OD

LinkedIn: NHS Organisational Development

Do.OD@nhsemployers.org

@NHSE_DoOD

@NHSE_DoOD www.nhsemployers.org/od