Mentoring approaches to supervisor development
Through mentoring we can recognise, acknowledge and celebrate excellent supervision.
Mentoring can happen informally and formally, with supervisors in the HE sector and in professional practice and industry, and within and across schools, faculty and institutions. We believe that mentoring can significantly contribute to transforming the culture and practice of research supervision by enabling supervisors to engage in regular conversations about supervision with peers.
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Our aim is to ensure that mentoring is part of every supervisor’s toolkit when working with Postgraduate Researchers (PGRs).
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What is mentoring?
“Mentoring is help by one person to another in making significant transitions in knowledge, work or thinking”
(Megginson & Clutterbuck, 2005)
The European Coaching and Mentoring Council defines mentoring as “a learning relationship, involving the sharing of skills, knowledge, and expertise between a mentor and mentee through developmental conversations, experience sharing, and role modelling.”
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For the purpose of RSVP, supervisor mentoring is defined as bringing supervisors together for impactful conversations that further the development of supervisory skills and practice. Through sharing experiences, tackling real issues, and challenging each other’s thinking, mentors and mentees build confidence in their supervisory approaches.
Who is mentoring for?
The RSVP mentoring community welcomes all supervisors - whether you are:
An experienced supervisor looking to share your expertise
New to supervision & keen to learn from more experienced supervisors
Keen to further develop your own mentoring skills
Interested in 1-1 mentoring or joining a peer mentoring circle
Able to commit to a formal programme or participate as your schedule allows
Why mentoring?
Mentoring is one of the most effective ways for supervisors to enhance their supervisory skills, evaluate their practices, and support the professional development of others. The UK Research Supervision Survey (2021 and 2024) data reveals that discussing practices with colleagues is the single most impactful way to improve research supervision. Additionally, reflecting on one’s own practice and supporting others are key components of the UKCGE Research Supervision Recognition Programme.
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Mentoring also aligns with national priorities, including the R&D People and Culture Strategy, the New Deal for Postgraduate Research, and the focus on People, Culture and Environment in the 2028 Research Excellence Framework (REF).
How can mentoring support research supervisors?
Onboarding of new supervisors
Structured and reflective conversations help new supervisors transition into their roles.
Improving supervisory practices
Supervisors from different disciplines and varying experience levels benefit from reflecting on their approaches and sharing insights.
Building confidence
Having in-depth discussions and exposure to alternative approaches to solving challenges is enabling.
Adopting a coaching approach to supervision
Mentoring offers an additional tool for effective supervision, helping to guide PGRs with a supportive, coaching-style approach.
Mentoring approaches
In order to encourage sharing of experiences, strategies and insights among supervisors from various disciplines, we will begin by piloting peer mentoring circles and 1-1 mentoring using the approaches detailed below as a starting point.
Peer
mentoring
circles
How does it work?
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Duration: Approximately six (60 to 90 minute) sessions over a six month period with a consistent group of participants from various disciplines.
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Format: Participants collectively decide on session topics from the outset.
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Facilitation: Experienced facilitator(s) lead each session, ensuring objectives are met and everyone has the opportunity to contribute.
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Support: In the initial meeting, participants set up an agreement on how they will work together and prioritise the discussion themes. All participants receive basic professional development support in mentoring skills.
Who is it for?
​This programme is for supervisors at any stage of their career looking for a collaborative and discussion-based approach.​
What supervisors say about peer mentoring
“Our mentoring circle has become one of the most valuable sources of discussion on my monthly calendar.”
“...bringing together supervisors at different stages of their careers from across the university to catch up monthly to delve into a myriad of topics – some current, some traditional – but all insightful.”
“Personally, I find our monthly meetings a fantastic opportunity to ask questions, tell stories, and build friendship.”
“Peer mentoring is a great way to share practice with colleagues across different disciplines, learn about new approaches, and develop new support networks. Peer mentoring adds structure and accountability, to ensure sessions are productive and efficient.”
“Working with other supervisors as part of a peer mentoring circle was a very effective method for learning and developing my practice. Being able to discuss approaches with colleagues from different disciplines and experience levels helped both practically, but also made me realise that I am part of a community of supervisors, where we benefit from a mutual appreciation of common experiences and challenges.”
1-1
mentoring
How does it work?
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Duration: Six meetings over a six month period (60 to 90 minutes each).
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Structure: Each session focuses on a key aspect of the doctoral journey, providing starting points for discussion and reflection.
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Preparation: Before starting the programme, the mentor and mentee meet to set up an agreement on how they will work together and prioritise the discussion themes.
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Support: Mentors receive initial and ongoing professional development support in mentoring skills.
Who is it for?
This is ideal for new or less experienced supervisors (mentees) and experienced supervisors (mentors) looking to support junior colleagues.