Learning is a lifelong experience which is not limited to our time in nursery, school or college. As adults, we also need to learn new skills and knowledge and often require help from another person to understand the nuances and issues involved. This is where mentoring can help since there will always be someone who has ‘been there’ and ‘done it’ when it comes to these new experiences.
Mentoring in early years practice is designed to support and develop people working with young children by pairing experienced professionals with less experienced staff. This helps foster growth, share knowledge, and improve the quality of early childhood education. It is not just for people starting in the industry either, since it can be used at all levels to help develop crucial skills.
After COVID, the Government established the Early Years Experts and Mentors Programme which ran in England until July 2024 with the aim of facilitating leadership support, coaching for leaders, and for practitioners. Whilst this specific initiative may have finished, settings are still encouraged to continue the good practice of mentoring in their businesses.
Implementing a mentoring programme can be highly beneficial, but it also comes with its own set of challenges.
Benefits Of Having A Mentoring Programme
There are several benefits to running a mentoring programme which have been identified including:
- Professional development: Providing ongoing professional development, helping practitioners enhance their skills and stay up-to-date with the latest educational and industry practices.
- Improved quality of education: By sharing best practices and innovative teaching methods, mentors and their mentees can help improve the overall quality of education provided to young children.
- Increased job satisfaction: Both mentors and mentees often experience increased job satisfaction. Mentors can feel useful and that their experience is valued, and mentees can gain confidence and a sense of achievement.
- Retention and recruitment: Effective mentoring can help improve staff retention by creating a supportive work environment where staff feel valued and that they have opportunities to progress their career. Programmes can also attract new talented staff who value these career opportunities.
- Enhanced collaboration: Mentoring fosters a culture of good communication, collaboration and teamwork, which can lead to a more cohesive and motivated workforce.
Potential Cautions
As with everything, there are also some things to be aware of when thinking about setting up a mentoring programme. These include:
- Time commitment: Mentoring requires a significant time commitment from both parties, which can be challenging to balance alongside their other responsibilities.
- Potential for mismatched pairings: If mentors and mentees are not well-matched, the relationship can be unproductive or even counterproductive, so it is important to consider partnerships carefully and check with both parties before implementing any ideas.
- Resources: Mentoring programmes require resources, including training materials/courses, administrative support and may require additional or specialist equipment depending on the nature of the programme.
- Resistance to change: Some staff members may be resistant to joining a mentoring program, especially if they find change difficult or are sceptical about its benefits.
Who Is Mentoring For?
Mentoring can benefit a wide range of people at various stages of their careers and personal development and should not just be limited to new employees and apprentices joining the setting. Every time someone moves up or changes roles, they will need support and feedback on their progress in their new situation. This applies as much to managers and leaders as to junior staff.
Consider the following groups for mentoring programmes:
- New employees
- Early career professionals
- Mid-career professionals such as those looking to advance or move sideways in their career
- Senior leaders
- Students and apprentices
- Entrepreneurs and business owners
- People facing career transitions
- Underrepresented groups (for example, men in early years)
How To Encourage Staff To Participate
Encouraging people to participate in mentoring programmes is usually straight-forward since most people welcome the additional support from more experienced colleagues. However, you may need to consider how you approach the subject with your staff before announcing your plans, and how it will be implemented practically. Think about:
- Consulting staff for their input and ideas before announcing a programme
- Getting leadership endorsement and modelling through leadership mentor programmes
- Whether the scheme is voluntary or compulsory – some situations such as apprenticeships require compulsory mentoring, whereas other situations could be on a voluntary basis
- How you will recompense or incentivise mentors such as giving them additional pay, time off or other rewards
- How you will communicate and promote the programme to employees and your families
- Whether the programme is formal or informal and any mentoring agreements which need to be written and signed
- What the success criteria is – how will participants know they are succeeding?
- Any training that mentors need
- The duration of the programme
- Any specific forms or admin you require such as meeting logs, goals or development plans
- Logistics such as private room allocation and timetabling
- How you will assess the success of the programme
Reverse Mentoring
Reverse mentoring is a relatively new concept in business strategy where younger, potentially more ‘tech-savvy’ staff help by mentoring their more experienced colleagues. This approach can bridge the gap between traditional teaching methods and modern technological advancements. By sharing their expertise in digital tools such as social media, new technology and progressive educational trends, younger practitioners can enhance the overall early years environment. This not only fosters a culture of continuous learning and mutual respect but also ensures that all staff members are equipped with the latest skills and knowledge to provide high-quality education to young children. Additionally, reverse mentoring can invigorate the workplace with fresh perspectives and innovative ideas, ultimately benefiting all practitioners and the children in your setting.
Mentoring programmes for early years practitioners can be powerful tools for settings to encourage professional growth and improved educational outcomes. By addressing potential challenges and promoting the benefits, early years managers can successfully implement mentoring programmes that support and nurture their staff for the benefit of all.
