Facilitators often tend to work alone. Facilitators work with their clients, applying their skills in enabling people and organisations to function better. Many times the facilitators are working with others to collaborate, and to build cross functional teams. But where do the facilitators get that same opportunity to collaborate and share?
Peer mentoring has been found to be useful in sharing practice wisdom, assessing & building skills, assisting with resolving facilitation challenges. There is an opportunity for facilitators to grow our facilitation knowledge and skills, to develop our communities of practice through peer mentoring.
Peer mentoring is not self-help nor is it professional supervision. It is based around equal and collaborative sharing of diverse skills and frameworks. It provides an opportunity to engage and be challenged by someone who may bring new perspectives, organizational experiences and areas of expertise to a mentoring relationship.
In this session participants will be invited to consider the possibilities, and the potential pitfalls, of peer mentoring including work to identify some of the key ingredients that may underpin a successful mentoring program – with a focus on the question: how might independent facilitators benefit from peer mentoring, and how might such an arrangement be set up?
Marg Leser is an independent facilitator and mediator – working with a particular focus on applying collaborative facilitation and mediation to organizational change, leadership development and community engagement projects. Marg Leser and Associates has extensive experience in the not-for-profit sector encompassing projects on governance, community building and networking, working with community boards of management, and training and development in all of these areas. Marg is a coordinator of leadership development mentors for Leadership Victoria, and an Associate Member, Institute of Community Directors Australia.
Ian Smith facilitates mainly in the education, health, local government and NFP sectors. He has particular interests in working with complexity, working with people and organisations to achieve change, and in working to resolve conflict. Ian likes working collaboratively, and he values humility, openness and an interest in wondering. Ian tries to avoid working with people who are pompous and/or bombastic.