Improving the use of supervision in mentoring

Heidi Thomas is an award-winning researcher who has explored the experience of mentoring for low-income single mothers as part of her MSc at Oxford Brooks. Her research uncovered a clear need for greater supervision of mentors.  She writes about why supervision in mentoring is important and shares her personal recommendations for best practice.

Mentoring is a powerful tool for personal and professional growth, benefiting both the mentor and the mentee. However, to ensure the effectiveness and quality of mentoring relationships, supervision plays a crucial role.

Supervision in mentoring refers to the support and oversight provided to mentors to enhance their practice, maintain boundaries, and ensure the psychological safety of both parties. This article explores the significance of supervision in mentoring and offers recommendations for those considering integrating supervision into their mentoring practices.

The importance of supervision in mentoring

There has been much less focus on supervision in mentoring than in other helping professions, including coaching. I believe there are a number of important reasons to consider why supervision in mentoring should be considered more routinely:

Improving conversation quality – Supervision helps mentors refine their conversational skills, ensuring that the mentoring dialogue is constructive and impactful. It provides mentors with feedback and strategies to navigate complex conversations effectively.

Maintaining boundaries – One of the key roles of supervision is to help mentors recognise and manage their boundaries. This is crucial in preventing burnout, and ensuring that mentors do not overstep their comfort zones or professional limits.

Psychological safety – Supervision fosters a safe environment for both mentors and mentees. It helps address safeguarding concerns and supports mentors in handling sensitive issues, including those related to neurodiversity.

Reflective practice – Supervision encourages reflective practice, enabling mentors to think critically about their interactions, the progress of their mentees, and the context of their mentoring relationships. This reflection aids in continuous improvement and personal development.

Support for mentors – Mentors, especially those dealing with vulnerable populations, often face emotional and psychological challenges. Supervision provides them with the necessary support and assurance, ensuring they are not isolated in their roles.

Assurance of quality – For organisations, particularly those with leadership or not-for-profit programmes, supervision ensures that the mentoring provided meets desired outcomes and maintains a high standard of quality.

Forms of supervision in mentoring

Supervision in mentoring can take various forms, each offering unique benefits:

Individual (121) supervision – One-on-one supervision provides personalised support, allowing mentors to discuss specific challenges and receive tailored feedback.

Group supervision – Group sessions enable mentors to share experiences and learn from each other’s perspectives, fostering a collaborative learning environment.

Peer supervision – This involves mentors supervising each other, which can be particularly valuable in volunteer settings where formal supervision might not be available.

Recommendations for integrating supervision in mentoring

Here are eight ways of improving the use of supervision in mentoring:

1. Incorporate supervision from the start – When setting up a mentoring program, include supervision as a core component. This ensures that mentors are supported from the beginning and helps establish a culture of continuous improvement.

2. Utilise reflective tools and models – Encourage mentors to engage in reflective practice using established tools and models. This can be integrated into the contracting phase of the mentoring relationship.

3. Promote peer supervision – For volunteer mentors or those in organisations with limited budgets, peer-to-peer supervision can be an effective alternative. It leverages the collective knowledge and experience of mentors.

4. Provide training and CPD – Continuous professional development (CPD) and training in supervision techniques are essential. This ensures that mentors have the skills needed to provide and receive effective supervision.

5. Ensure accessibility – Strive to make supervision accessible to all mentors, regardless of their context. For those in third sector organisations or volunteer roles, creative solutions like peer supervision or group sessions can be particularly beneficial.

6. Focus on wellbeing – Recognise that mentors need support to manage their wellbeing. Supervision should address not only professional boundaries, but also personal welfare issues that mentors might encounter.

7. Introduce a supervision culture – Similar to a coaching culture, fostering a supervision culture within an organisation can enhance the overall effectiveness of mentoring programs. It highlights the importance of support and continuous improvement.

8. Evaluate and reflect – Regularly assess the impact of supervision on mentoring outcomes. This helps in understanding its effectiveness and making necessary adjustments to the supervision process.

Finally, if you are interested in exploring this topic further, you might find these additional resources helpful:

Mentor Development & Supervision: ‘A Passionate Joint Enquiry’, by Lis Merrick and Paul Stokes

Peer Supervision in Coaching and Mentoring: A Versatile Guide for Reflective Practice, by Tammy Turner, Michelle Lucas & Carol Whitaker

About Heidi Thomas

Heidi Thomas holds a masters in coaching and mentoring and is an EMCC EIA Senior Practitioner Coach and Mentor. Her background spans over 20 years within global talent acquisition, business growth and coaching. Heidi describes herself as passionate about supporting human development and bringing opportunities where some may not previously have thought possible. Her award-winning research on the experience of mentoring for low-income single mothers found a clear need for greater supervision and ethics within mentoring. She is an ardent supporter of peer-to-peer mentoring as a means to uplifting and developing vulnerable populations.

Photo by charlesdeluvio