The IGNITE Network+ Mentoring Programme: Action Learning Circles programme has launched for 2025 intake!
We are now recruiting facilitators and circle participants to take part in the IGNITE Network+ Mentoring Programme to support researchers in energy for the 2025 intake. In particular, the programme will create peer-learning opportunities for and from underrepresented and minoritised groups in energy research, including early career researchers, women, racialised minorities*, LGBTQ+ individuals, and individuals with disabilities.
The aim of the IGNITE Network+ Action Learning Circles is to support career advancement, facilitate networking and develop a community of researchers in energy, across academia and industry. Participants will have the opportunity to share lived experiences and to support one another.
Our innovative approach to mentoring will enable mentees to find peers with diverse backgrounds and experiences, who share common interests or learning objectives, to focus on the personal development of those involved, to grow and learn together as a small group (up to 5) which is facilitated by a mentor.
Action learning circles will be reflexive and co-created. We therefore ask that you are fully committed to the process before completing an expression of interest to participate and that you are able to engage meaningfully. It is our intention that this programme will:
- be inclusive and centred around people.
- be useful, new and innovative and does not replicate what already exists in your own University.
- make you accountable for your own personal development goals.
The programme will commence in late January 2025 for 6 months.
What is a mentoring circle?
Mentoring Circles are an innovative, group mentoring model. A group of mentees meet together with a mentor who will facilitate conversations are ensure that they are focussed and productive (Darwin and Palmer, 2009). Circles allow participants from different backgrounds to work together to combine their knowledge and experience to learn and develop. This mentoring approach is based on the belief that everyone has something valuable to share, regardless of their experience level, and everyone can learn from each other. [top]
What is action learning?
Action Learning is a framework which facilitates group peer mentoring support. It is defined as a "continuous process of learning and reflection, supported by colleagues, with an intention of getting things done" (McGill and Beaty, 2013). In other words, mentees will work on tackling concrete problems. This is done through the process of group questioning in a confidential, supportive environment. Supported by mentors, mentees reflect and identify possible solutions and take subsequent commitment to action. [top]
What are the benefits in taking part?
There are many benefits to using mentoring circles and action learning. Here we highlight a few key benefits (Darwin 2000, Darwin and Palmer, 2009, Given & Kelly, 2016):
- Broadening connections: Mentor circles allow mentors and mentees to get to know a wider group of individuals, expand their networks, building their social capital, and encourage collaboration. This greater connectivity reduces feelings of isolation and provides a support network.
- Hearing diverse perspectives: Mentoring circles provide a range of perspectives (experiences, skills and opinions), which a traditional one to one mentor relationship may not be able to provide.
- Increasing accountability: Working with a group means more accountability towards career development goals.
- Learning from others: One of the most important benefits of mentoring circles is being able to learn from others’ experiences. This enables you to gain insights through working with others and building confidence.
- Developing your own leadership: Action learning focuses on changing the ways individuals interact with others—which allows to develop leadership skills, for example, by learning to ask and respond to open, probing, and challenging questions
- Promoting change: By working together, both mentees and mentors can increase their understanding of challenges and best practice existing within different academic environments. Participants are encouraged to formulate actions and make decisions, which they can share with colleagues in their workplaces to promote positive change. [top]
Each action learning group will consist of four to five participants (early to mid-career researchers) and one facilitator (more experienced individual).
Facilitators
Facilitators will work with a group of up to five participants (early or mid-career researchers) through an exploration process, helping them to recognise their areas of strength and blind spots, seek new experiences, and come to a greater understanding of a range of lived experiences.
Who can be a facilitator? Leaders and senior staff from any field/discipline/sector working in energy research area.
Interested in being a facilitator? Complete this brief online Expression of Interest form
Circle Participants
Circle participants will join a small action learning group where they can expect to gain a greater sense of belonging to a professional community as well as management and leadership skills such as active listening, motivating others, building commitment to action, and coaching.
Who can be circle participant? Early to mid-career researchers from any field/discipline/sector working in energy research area who are from underrepresented and minoritised groups, including early career researchers, women, racialised minorities*, LGBTQ+ individuals, and individuals with disabilities.
Interested in being a circle participant? Complete this brief online Expression of Interest form [top]
How will it work?
Interested individuals should submit an expression of interest form by 31 October 2024. You will be invited to attend a Briefing Session on 4 November 2024, 10:00 - 10:45, and those who wish to continue will be invited to complete a full profile application to allow the mentoring circles to be matched together. Participants will be invited to join an online training event on 16 January 2025, 13:00 - 15:00, which will be an opportunity to meet your cohort in person.
Matching mentoring circles: Once the mentoring team (Dr Neha Chandarana, Dr Marco Reggiani, Claire Scott) receive the full profile applications by 18 November 2024, they will meet to match the circles. You will be notified if you are successful by the end of the following week (Friday 6 December 2024). We may not be able to match everyone.
Once matched, the circle participants will be responsible of setting up the series of meetings over the course of the programme, we have provided suggested dates to help with this process. Circles are required to meet at least four times. We would recommend monthly meetings of between 90 minutes to two-hours over the six-month programme.
You should be able to commit to attend all of the mentoring circle meetings to benefit fully from the experience.
Participants will receive a certificate upon completion of the six month programme.
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What is the time commitment?
The total time commitment for the six-month programme is between twelve and eighteen hours depending on how often your circle agree to meet. This includes the Briefing Session (approx. 60 minutes), Training session for Facilitators (approx. two hours), the Bristol launch event (half day), mentoring circle meetings (between six and twelve hours), plus all associated paperwork and programme evaluations (90 minutes).
Timeline
Scheme opens: 1 October 2024
Expression of Interest closing date: 31 October 2024
Briefing session: 4 November 2024, 10:00 - 10:45
- Q&A Briefing Sessions for circle participants, and facilitators to introduce the programme and explore mentoring circles and action learning.
Profile application closing date: 18 November 2024
Notification of group allocation: 6 December 2024
Online Training: 16 January 2025, 13:00 - 15:00
January - July 2025: the matched circles will be expected to meet at least four times for 90 minutes to two hours.
End of Programme: for circle participants and facilitators will be invited to provide us with feedback about their experiences of the programme.
Programme Dates 2025
The programme will run between January and Jul 2025.
We understand that there may be unforeseen circumstances whereby a participant is unable to attend a specific programme date. If this is the case, please get in touch as soon as possible.
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How to apply
The application process will entail an initial short Expression of Interest application form by 31 October 2024. This will be followed by completion of an online profile application which should be submitted by 18 November 2024, the link will be sent upon receipt of the Expression of Interest.
The programme doesn’t cost anything to join but you must join as a full member of the network before you can apply.
Applications are now open for Expressions of Interest - we are still accepting Expressions of Interest.
- Register an Expression of Interest Please note that must join as a full member of the network before you can apply.
- Attend the online briefing session 4 November 2024, 10 - 10.45am. Please note: you will need to complete the Expression of Interest to attend this session.
- Complete the online profile application form by 18 November 2024. You will be sent the link upon receipt of the expression of interest.
We are committed to ensure that our work is accessible for all. If there are any factors which you feel would be a barrier to you accessing or participating in any of the programme, please get in touch so that we can discuss this in more detail. Please also refer to our EDI action plan which outlines our approach to embedding EDI in the network. [top]
Further information
If any of the above is of interest to you but you have some questions or something that you're not sure of . You can chat with Claire on teams or arrange a time to meet if you prefer to speak directly.
Resources, tools and training
Researcher Development Framework About the Vitae Researcher Development Framework — Vitae Website
STEM Equals Mentoring web pages By Dr Kay Guccione, Head of Researcher Development at the University of Glasgow.
* We have opted to employ the term racialised minorities, yet we acknowledge the criticism of the use of umbrella terminology to describe underrepresented and marginalised groups. We recognise that terms such as racialised minorities may be used to homogenise experiences of racism, potentially ignoring the unique ways discrimination affects specific individuals and/or communities (for example, Black people in the UK).