Computer generated transcript

Warning!
The following transcript was generated automatically from the content and has not been checked or corrected manually.

Great. I think that's done that we're recording. Go ahead. Sarge. Cool. Yeah. Um, looks as though we've got a very good turnout, er, from, from a mentors point of view. So, um I'm just going to, er, crack on because I think we've got a fair bit to cover in this evening. Um Hello, everyone. Er, for, thank you very much for attending today. Um I'm Sergeant, one of the co-founders of the Portfolio Clinic. We have our education team with us today. Er, so we have, er, Deco's Educational Lead and, er, Rui is also the deputy education lead. Er, and then we also have, er, the other cofounder of the Portfolio Clinic, er Shiv and Emily, who's one of our more, er, senior mentors as well, who's going to help deliver this er, session. Um So yes, today is really just about sort of giving you an overview of where we're at with the Portfolio Clinic, the portfolio research program as well. We'll then cover some of the sort of theoretical signs of mentorship, looking through a few mentorship models and then we'll break you out into breakout rooms and discuss a few interesting cases which will hopefully help you and things that you can refer back to when it comes to actually delivering your mentorship. So to start off with, um where did the Port Clinic start? What is our origin story? So the Portfolio Clinic started in 2021 when myself and SIV were in similar positions to probably the mentees um that you'll be mentoring. We were out of training, but we were conducting post graduate certificate as an F three. And we found that we were in a position where we had um such a variety of opportunities but no real sort of formal guidance. I think everybody has educational clinical supervisors. But um when it comes to that near peer approach and actually understanding the immediate steps and the immediate opportunities in front of you, there wasn't a formalized process as such, it was sort of hearsay or, or discussing with their colleagues and friends. So we thought if we were in that position, there's going to be so many other people who potentially are in that position. And so we wanted to create a formalized mentorship system that can be conducted online. So we started initially with one mentor in surgery, medicine and anesthetics and tried to develop this online platform, this flexible service for both mentors and mentees and the feedback that we initially received was very positive. And so we decided to build from there, we worked with certain other organizations who helped us in terms of the theory of what we were doing and the practicalities of what we were delivering. Um And then it went from two of us to a team of 15. After a year, we expanded and to date, we've supported over 100 and 30 doctors in various different aspects of what we have done. So not just sort of the, the online mentorship, but we have previously done workshops and we've also done in person events and also online events as well. Um The original mentorship that we had was a rolling mentorship and this research program is our first formalized program. So in a sense, everybody who's here today who's supporting us is a pioneer. And we thank you for that. Um So going back to our initial sort of mission, the thing that we wanted to do at the Portfolio Clinic was to break down the barriers that junior doctors face globally in accessing careers guidance. Um As I mentioned, a lot of guidance is available, there's so much information out there and a lot of it um is either through hearsay or having to do your own research um online. And actually having a mentor is, is beneficial um in a sense because you are able to have that personalized, practical and goal orientated support. And that's what we ideally would like for our mentees is for you as a near peer to have that sort of personalized approach and enable them to um become autonomous in reaching their goals, whether that's obtaining a training post or learning more about a certain specialty of interest. And the vision for the Portfolio Clinic was to create an equitable access to career development globally as we are a virtual platform and trying to fulfill, promote fulfillment and empowerment. And in doing so, eliminating that element of career uncertainty as a cause of burnout, which the NHS workforce and long term plan has recognized and its statistics and graphics like this, which really highlight the reason why we've created the portfolio clinic and the problem that we have currently in our, in our application process, especially when it comes to specialty training. So I'm not going to go into the, the details, er, the fine details of this graphic, but you can see here. So this graph represents the number of training posts and the number of applications, er, from 2013 to 2023. So, er, the red line is the number of posts in various specialties. You've got, um, it's quite small but you've got, I think anesthetics in the, the top left, you've also got um, er, emergency medicine in the middle. Um And yeah, it's just a variety of, of, of different specialties from across medicine and surgery. And what you can see is that the green line is the number of applications and the red line is the number of places and the red line is pretty much stagnant throughout the last 10 years. Whereas the green line has shot up sharply and this competition has, has created a lot of career uncertainty and anxiety. Um and a lot more doctors are not opting to go into training or trying repetitively to get into training and failing and then thinking about other opportunities that are available to them um because there simply are not enough posts for the number of applications. Um and this can lead to, to doctors feeling. um, as I mentioned, career, uncertainty, er, burn out is a big factor as well. Um, and feeling undervalued and currently around 70% of junior doctors are opting to undertake a non training year. Um either because they've been forced into it or um, they feel that they want time to recover and reassess their options rather than directly going into training. And in 2010, that was, that was roughly 10%. Um And this culminates in these sorts of headlines that we've, uh we've been used to seeing over the last, er, year or so, but probably longer than that, to be honest, over the last decade and longer, er, where doctors are facing, er, burnout. We've been having recurrent strikes over pay disputes, feeling undervalued. Um And this is something that we want to try and in our own way, um support doctors um in, in reducing headlines like this. Um This was, they're supposed to have AAA fun animation but unfortunately, the animation doesn't seem to work on metals. So that's why they're on top of each other. Um, and the NHS recognizes as well. So we have a long term plan in process at this point in time, the NHS recognized from chapter four of this, that they've not been flexible enough to the expectations of staff, um, the expectations of their lives and their careers, you know, constantly moving around different hospitals and different deaneries and training is something that is the bane of most clinicians, they're not able to sort of plan exactly what they want to do. Um, in their life, the career takes precedence. And the NHS have recognized this and they recognize that actually retaining doctors by treating them well, um being more flexible, supporting their career is important, but it's sort of and the valent in a way as to whether they're actually delivering on this at this point in time. So what we have identified is that it's not all doom and gloom and actually the work that we do at the Portfolio Clinic is, is taking a step to supporting junior doctors, um and on a very personalized level. And some of you who are sitting here today have been part of that journey already and have done some amazing things. Um I think Jake and Rudy are here and, you know, you guys have already been on that journey with us. Um And you know, being able to support a colleague who, you know, potentially might be a clinical peer in the future is a really rewarding experience and something that we've helped formalize through um working with different organizations um as well. So it's not just the portfolio clinic we've worked with Royal Colleges, um other private organizations as well to really support as many doctors as possible. And being a mentor, you become part of that journey with us um as well. So without further ado the portfolio research program, so this, this is very exciting because this is actually the first time that we have launched a formalized mentorship program. And so as I've mentioned, you're all peer um pioneers um in delivering this this program with us, um We've run mentorship previously as as rolling mentorship, received some great feedback. But now we wanted to put everything into a structured program that helps the mentees and the mentors get the most out of um what we're delivering. So this is a six month career development program which supports junior doctors into entering specialty training. Um There's three facets to it. So I think the main part for the mentors will be the actual virtual mentorship, which will be online because of a six month program. We ideally want the mentees to meet with their, with their mentors with all of you um at least once a month. Um And the idea of these meetings is to assess a mentees um goals, their, their career goals. Um The plan of what they want to achieve over this period and then allow them to become autonomous and support them in, in reaching that goal. Um The other parts of the program will include live events. So these are usually virtual events as well, which will look at the various domains of portfolio. Because as specialty training becomes much more competitive, there is a bottleneck and the portfolio becomes ever more important at obtaining that interview and, and taking it from there. And we also have e-learning modules and some of you who are er specialty leads um have been helping us and helping the education team develop those online modules. So again, we, we thank you for that and, and thank you for your support with that. So, um that will be another element for the mentees. Um The program will run from September to February. Um And if a mentor on this occasion doesn't achieve their, their goal, er we are hoping to extend their mentorship and try and decipher exactly why um that didn't occur as well. So the mentors get ongoing support as well with this. Um So we're hoping that a lot of you are now at the er at the e learning and orientation stage. Um I'm sure that you, you should be um obviously you're at the orientation today. So thank you. Um The key, one of the key things that we want to, to um emphasize is that it's really important to keep your calendar up to date. So you should have set up your calendar before. This is a scheduling platform that we use for our mentees to book into their clinics with you. Um It's essentially a calendar which has your schedule and they click and they book um and, and then you receive a notification, the instructions on how to set up the calendar will be in the mentor packs. But if you have any issues at all, um then please contact our mentorship team. We have a whatsapp group, but you can also contact Alex, who's our mental coordinator um via email and the details will be available later in this presentation as well. Um So how to sort of make the most out of this program? So we've provided e-learning for our mentors as well. This package has been refined based on the experiences that our mentors have had and the experiences that we've had and what we felt has been useful for mentors in learning those fine mentorship skills and theories. And we've also got a few cases in the e learning as well. So um the e-learning will really help you with regards to um carrying out the practical aspects of your mentorship er in this program. But also uh hopefully it'll help you in sort of your day to day life when it comes to giving advice and mentoring er other other colleagues as well. We've already mentioned about the calendar and keeping that up to date. We ideally would like for you to have, um, sort of an hour to two hours a week available on your calendar. It doesn't necessarily mean that this will get used up by your mentees. But we want you to sort of be flexible with the, with the time available for your mentees to book in, um, as well. But it's obviously up to, there may be a week where you've got, say a stretch of on calls and that's really, really difficult to, to, to um set anything up at that time. Um But it's important to be um to be flexible essentially. Um The, so, as I've mentioned, we have a mentorship clinic form, which is how you'll be able to sort of formalize the goals that you set with your mentee. And then this will be a focus for your subsequent meetings to see if they are reaching their goals and we encourage the acronym smart as well. Um So this will be a formalized way, as I mentioned to um really ensure that you are working with your mentee to achieve their career goals. But it's also a formalized way for you to have evidence of your experiences of mentorship for your own portfolio as well. Um We have er pre and post mentorship surveys. It's critical that we um get those filled out and we get your, your voice and, and you're able to have your say because at the end of the day, that will help your experience be better. Um And also also our understanding of what we are delivering and how we can make that better for you as well. Um And we've emphasized previously that this is strictly clinical um support and goal and career guidance. If there are aspects of pastoral support that come up, then there is a list of organizations and pathways which um are available in the mentor orientation pack for you to signpost your your mentee to this should strictly be clinical and career wellbeing essentially. Um So, as I mentioned, escalating your concerns. So Alex is our mental coordinator, he's in the whatsapp group that um you should have been added to. Um and alternatively, you can er email Alex as well and his email is er is present here. Um This um session has been recorded. So, um yeah, you should be able to reach out to Alex. Um He, I think he probably would have met a lot of you with the, with the one to ones anyway. So, yeah, that's Alex. Um and I just wanted to make sure that, you know, that you understand the values that you'll be gaining from this program, you know, in an ideal world, we would want to pay our mentors and we are um a not for profit organization. So, anything that we make from the program is heavily subsidized, we conducted a survey to identify what would be the, the, the best price for the mentees on the program. And then following on from this, we decided to subsidize that. Um and anything that is made goes into making the, the organization stronger and the running of this program stronger as well. So whether that be more educational resources, um really putting the money into the actual um platform itself, we don't pocket anything from it. It's all about making this program um more beneficial. Um And, you know, if you have any advice as well, we're a collaborative, as I've mentioned. So, er, we would really appreciate er, any thoughts and feelings from, from the, from the mentors as well, you know, the individuals who help er, keep us running. Um So, yeah, this is, I mean, this is not an exhaustive list but, er, it is a, it is a leadership role. Um You're working within a formal er mentorship program, we give you teaching and education on mentorship. Um You have the opportunity to meet with, with peers who have a similar mindset as well as you've all attended today. Um This is an opportunity for development of your portfolio and evidence of teaching and leadership. Some of you who are core trainees wishing to apply for specialty training. Um And it is a transferable skill and you'll have the opportunity to sort of see how far you've come in your own career, looking at where junior colleagues are coming from and potentially that might have implications on your own thoughts and your own aspirations. As well. Um And we do work with loads of other organizations as well. So there's an opportunity to collaborate there and we do host live events um which you are more than welcome to get involved with as well um with other organizations. So we recently had our first in person um mentorship um half day for surgical prospective surgical trainees. Um And that was at Saint George's University alongside R CS. So, um we're hoping to have more uh the most important thing for you is to really enjoy your time with us. You know, we're all, we're all clinicians, we're all busy people, but for some wacky reason, we've all come together to er, to band together to um to do this. And I think it's because all of you here today have that, that passion and that interest in, in helping your, your peers, but also gaining those fine mentorship skills um and networking with others as well. And we're hoping to have more opportunities to network and create more educational material to really, really bolster what the mentors get out of this. So, um yeah, that is, that is my bit done. Um So I will hand over to Volker and I will, I'll press aside as long as that's fine. Thank you. Um So as uh Sarge said, I'm de develop the education lead at the portfolio Clinic um in the interest of time, I'm not going to bore you too much with chatting away. Um But it's just a very quick talk about, let's skip over this to you. I'm sure they don't. It's just um to very quickly talk about some mentorship frameworks that you guys can use. Um We're not saying that you have to use them. Um And they are uh documented kind of in your e-learning as serge mentioned, if, if you find anything interesting, you can do some more reading about it. Um But we thought we'd use this as a forum to talk about if you've got a mentee who it is quite overwhelmed, um doesn't really know where to start or is panicking. Um These frameworks can really help you to help them. Um So we're starting with Egan Skilled Helper model. Um And I'm gonna whiz over these and I don't want to overload you, but it's basically a three step framework for helping individuals to solve problems um and to develop the opportunities that they have or to make opportunities. So it's quite widely used in things like coaching um leadership settings. Um It's structured on these three main stages that you see. So if we break those down, um and we'll just move on to the next slide. The first stage is basically the current picture. What's going on. You guys are near peer mentors, you've all been through specialty applications recently. Um So you have quite a good feel for that. Um The first step is kind of exploring their present situation every mentee that you have is going to be different, they're gonna have different experience, different backgrounds, um different points that they're starting on for their applications. So you want to encourage them, it's a safe space to talk about their current situation, how they're feeling, kind of clarify any issues or challenges that they're facing. Um And then I guess, kind of give them your input on your perspective on, on where they are so active listening, asking some questions. Um and kind of getting prioritization of areas to work on. Uh That's the first stage and the second stage if we move on to the next slide is the preferred picture. So kind of where they want to be going. Um So you're working with them to put in place some smart goals. Um So we've talked about those earlier of what is a realistic goal to achieve in the time frame that they've got um and thinking about some pathways to get there and then moving on to the next stage. That's kind of the way forward, how are they going to achieve that? Um So you've provided this safe space, you're giving them some ideas to implement things that you guys might have done or things that you found helpful, you know, courses that they could use things like that, that are sticking to a time frame and checking back in with them using this. And it's actually really helpful to give them this kind of mental centered approach, you put them in the middle of it. Um You kind of emphasize that they, they can come up with some ideas to get out of, you know, if they're panicking. Um And you're providing them with this kind of empathy, this active listening is quite a flexible model. So it, you know, different specialty approaches it can be used for. Um And it's kind of working towards a positive change for them. So that's the first one, the second one, I won't talk through the next slide too much. Um Because it's quite wordy, but we've got something called an onside approach. So that's kind of another um framework that you can use to break down challenges or barriers and to help somebody kind of develop their full potential. Um So the kind of the key principles of that, that I would pick out, obviously, I'll let you read it all yourselves. But is this kind of nonjudgmental holistic development of somebody? So you can consider all their aspects of their, you know, clinical, but also their nonclinical lives. Could they use um things that they do outside of medicine for their portfolios? Um It's a very strength based approach. Um And it kind of empowers them to look at things that are perhaps not necessarily that they haven't thought of before. So the stages of that approach, are you kind of listen to their initial, have an initial discussion with them about their current situation very similar to the other approach um and work with them um to come up with a plan that's again realistic uh time focused. Um It gives you that kind of it, it, it puts them at the center of it. So it's an individualized approach. Um The third stage would be coming action that plan and then the fourth stage would be coming back and reviewing how they're doing. So you can use this approach every time that you check in with somebody go through all of these things and it's just quite a nice framework. As with the previous one. Again, there's not really a right or wrong answer to any of these things. Your mentees are going to come with, you, come to you with different problems. Um Things will change as time goes on for them. But mentors that we've had in the past have found it useful to keep kind of a framework that they add to every time that they see somebody add notes to it or something like that. Those are things that I found helpful in the past. Um And what I'd like you to do is maybe have a think we're gonna go through some challenging scenarios with you guys breakout rooms. Um So if you guys keep these frameworks in the back of your mind, um they might help with breaking down the challenging scenarios that we go through. Um So I will leave it there. Um And we can kind of sort out breakout rooms if that's ok. Take. No. Cool. Ok. Um, so there are quite a lot of us. So, um, I'm just trying to identify, I think, uh, there may be some individuals in here who, er, are not necessarily, er, mentors, uh, at this point in time. Um, I'd probably just send, so you're not doing the facilitation, are you, um, or, yeah, I think we probably have it, we have enough for three breakout rooms, so I'd probably just do that. Ok. What do you think? Yeah, so I think are we, are we live right now? Yes, of course, we are sorry, just wanted to confirm that as well. Um So in that case, then we, so on the left hand side, there is a button that says breakout sessions, but I'm just gonna tell you which room to go into. So if um if we, we Rinder, um Vishnu um VRE and Tarren go into breakout room one, um which when you press the breakout room sessions, um there'll literally be room one. Nakaya, Rosie Chris Keshav and Joe if you go into breakout room two. Um and then, er, Jess Jake Charlotte, Aer er, Ada and Amy. Um, if you go into breakout room three, is there anybody else who um needs to be in a breakout breakout room? Not from what I can see on my list. I think there's a few individuals who uh RDA. So Derm one cool. Um, shall I go into number one? Yeah, cool. So if you're going to number one, RJ, do you want to go to number two? RJ? Will you post the scenarios in the chat? II? Can I can do that or anybody? Yeah. Yeah. Yeah, cool. Um, and then Ely, do you want to go into three? They come with the breakdown? So I guess we should just take that out. I've done that. I've just posted the scenarios. Have you? And it's just, it's only the scenarios so people can just have read through it. Nice. Um, uh, we've got a question from Ayesha, by the way, it just says I've already attended this session last year. Do I need to stay for the breakout rooms? Um, it might be similar, similar cases. Yeah. So if you, if you were quite clear, I think from the session last year, the cases are quite similar. So, um, yeah, I don't think it will add too much if you stayed at this point. Was it, were you in room three? Me, right. Uh No, I should, I should, I can't see the, um, chat and just go in anyway. It doesn't matter. Um, ok, perfect. I'm gonna have to run in about two minutes. Is that ok? The y uh yeah, that would be fine. Um Do you know where you're going to? Yeah, I'm going to have that now. Cool. Sounds good. Thank you. Should we stop recording Yeah. Uh.