Pod 2

Pod 2 offers individual mentoring for reflective practice and support to embed public engagement into personal research activity.

Pod 2 offers individual mentoring for reflective practice and support to embed public engagement into personal research activity.

Our PEAs will receive one-hour mentoring sessions every quarter (seven sessions). Through the mentoring programme, we will use the GROW Model with each mentoring meeting. GOAL stands for GROW stand for:

•  GOAL•  CURRENT REALITY•  OPTIONS (OR OBSTACLES)•  WILL (OR WAY FORWARD)

•  GOAL•  CURRENT REALITY•  OPTIONS (OR OBSTACLES)•  WILL (OR WAY FORWARD)

Whitmore, John (1992). Coaching for performance: GROWing human potential and purpose: the principles and practice of coaching and leadership. People skills for professionals (4th ed.). Boston: Nicholas Brealey. ISBN 9781857885354.

The role of learning styles in mentoring

Learning Styles are based on acknowledging that we do not all learn the same way. Several different learning style models exist. Learning is a constant process, so being aware of your preferred learning styles, will allow you to understand your strengths and weaknesses around how you learn, ultimately leading to you becoming a more effective learner. PEAs will be invited to use Peter Honey and Alan Mumford’s model to discover their preferred learning style at the start of the project.

At each mentoring session, PEAs will use the GROW model to; 

  • Establish the goal(s) for becoming a Public Engagement Ambassador. The Goals identified will be SMART (Specific, Measurable, Attainable, Realistic, and Time-bound.).
  • Examine their Current Reality – recognise that everyone is an individual and has had different experiences. We together look at PEA's previous and current experiences in public engagement, working with groups of different people, co-design and their research in the field of artificial intelligence and/or data-driven technologies.
  • Explore the Options – we look at exploring ways PEAs can achieve their goal(s), examining any potential barriers and conflicts.
  • Establish the Will – Together, we look at creating action plan(s) to allow PEAs to achieve their goal(s). This will help in the development of a 12-month plan for ongoing public engagement plan once the project has finished.

1. Whitmore, John (1992). Coaching for performance: GROWing human potential and purpose: the principles and practice of coaching and leadership. People skills for professionals (4th ed.). Boston: Nicholas Brealey. ISBN 9781857885354.2. Peter Honey | Occupational Psychologist & Management Trainer

This project has received funding from UKRI engineeringand Physical Sciences Research Council (ESPRC) Grant Ref: EP/W033488/1