WGMP 2010

What would success in the WGMP look like?

For individuals

- More confidence

- PDR – goal

- Output / grant – presentation – paper – project

- Going for awards

- Positive feeling

- Sense of joy

- Permanent job

- Get grants / applications

- Promotion

- Direction

For teams

- Sustainability of participant numbers

- Grant / project

- Bonds together as a team really well

For supervisors

- PDR

- Grant – project output

- Benefit own work area / procedure / process / new

- Understand and value process of WGMP

For UC

- Grant-project etc output

- Good news stories – media coverage

- Going for awards – Harmony – Teaching (General staff awards)

- Learn from previous women

- Staff retention

- Attracting new staff to the Uni

- Research culture

In contributing to the university’s vision the program attracts and supports both researchers and general staff to build the university’s reputation for programs which meet the current needs of modern governments, public services and the professions which support them

The program provides UC women with support for the achievement of their professional goals while building a strong collaborative and open learning community across the University.

WGMP Ground rules

- Voice opinion if upset / or Natalie or Mark

- Mutual respect for opinions

o Space for diversity

o Listen without judgement, Be curious

- Ask the questions, find out why

- Maintain confidentiality of group

o HR people will confirm with participants before taking any actions

- Willingness to be present and engage

- Be encouraging

- Listen with respect

Program participants individually and collaboratively co-create innovations in the following areas:

• engage and support academic staff members in high quality and high impact research;

• enhance business improvement practices within and between faculties and business areas.

The strategic purpose of the Women’s Group Mentoring Program is to create a great workplace at the University of Canberra which attracts, engages and retains excellent, entrepreneurial, diverse staff committed to higher education and research with public purposes, in a collegial environment.

Behaviours for use in PDR to demonstrate value to supervisors

Self leadership

-Take initiative

-Listening and giving feedback

-Identifying an objective

-Time management

-Dealing with conflict

-Recognising strengths and opportunities and utilising them to achieve outcomes

Team orientation

- Completing projects creatively to achieve outcomes against criteria including tight timeframes

- Learning about leadership skills and training

- Engaging effectively with diverse people to achieve an outcome

- Negotiating and managing through conflicting ideas

- Setting groundrules

- Communicating effectively

o Respecting everyone

o Listening

o Finding the best in people

o Communicating with images, words and with emotions

- Motivating others

- Committment through attending, being punctual, followed through in completing tasks by due time

- Networking, learning about the Uni, processes – Building institutional knowledge

- Learning about each other as people/ individuals

What worked well?

-Group – nice atmosphere

-Essential that there is residential

-Mark’s leadership – focussed

-Taking people outside comfort zone

-Venue close to Canberra

-Organised and structured

-Liked sharing accommodation

-Accommodation

-Approachable

-Small groups and kept changing – safe way to get to know each other

-Liked learning journals

What could we do differently?

What could we do differently?

-Start project earlier

-Team project plus individual and team goals before we got here

-Time to talk about why people were here – more clarity

-Confused about why material in folder – flipped back and forwards

http://en.wikiversity.org/wiki/UC_Women%27s_Group_Mentoring_Program

Self Leadership

Team orientation