The GC Internal Mentoring Programme (iMentor) was launched at the start of 2024, and aimed at supporting career development for all colleagues and matched more experienced colleagues (mentors) with other less experienced colleagues (mentees).
As we build up to the launch of the programme's second cohort, we asked two colleagues who signed for the first cohort on the programme, to share their story and tell us how they found the experience:
Mentor: Fern Goddard , Head of Sales in the GC Employment team
Mentee: Callum Agbadabunia, Future Talent Coordinator in the GC Employment team
Callum explained why he signed-up to GC’s Colleague Mentoring Programme, and what he wanted to get out of the six-month experience:
"I was pursuing a Level 4 Project Management Qualification through the Education & Skills team, while working as a Keyworker on the Work & Health programme. I sought exposure to a colleague with project delivery experience, hoping the mentoring opportunity would lead to involvement in a project to help complete the portfolio of evidence required for my qualification."
Fern shared why being a mentor on the programme was something she really wanted to do, and why now – at this point in her life and career:
"I joined the mentor program last year to enhance my skills while supporting others in their career development. Over the past eight years at GC, I’ve gained valuable insights and experience from colleagues that have helped advance my own career. Becoming a mentor allows me to share that knowledge, offering guidance and support to help others grow in their roles, which I find extremely rewarding."
We asked Callum if there was anything which surprised him from being mentored, which he hadn’t considered would be part of the experience:
"A New Job .... When I joined the mentoring scheme, I never imagined I would end up working in the sales team with Fern, as this was something I hadn’t previously considered. Participating in the scheme allowed me to explore other teams and areas of the business, opening my eyes to new opportunities."
With a wealth of experience under her belt to potentially share with Callum, Fern explained how she approached the regular mentoring sessions with Callum – what planning was involved, and how she made sure they kept on track and made progress:
"Throughout the mentoring program, I made sure to understand Callum’s goals and provided consistent support and encouragement, alongside his highly supportive line manager, Richard Austin. We held regular meetings, both in person and via Teams, with a flexible plan that adapted to Callum's needs at the time.
"Callum had been a successful key worker for several years and was pursuing a project management qualification. This program helped him gain valuable project exposure and experience to support his learning. I even attended a meeting with his tutor, Gloria, which gave me further insight into how I could better support him on his journey."
We asked Callum what the top two things are that he’s took away from the experience, which have made a big difference to him:
"The mentor program provided me with the opportunity to collaborate with various teams across the group, enhancing my knowledge and understanding. This experience has ultimately contributed to the further progression after my six year career journey at GC into a new and exciting opportunity."
From mentoring Callum, we asked Fern to tell us, what are the important components which need to be in place to make it a productive and respectful experience for both the mentor and mentee:
"Honesty is essential to a strong mentor-mentee relationship, which includes open communication, clear boundaries, and a shared understanding of our goals. Given our busy roles as Key Worker and Head of Sales, priorities could shift quickly, so being respectful, flexible, and understanding of each other's time was equally important."
Fern and Callum have now come to the end of their mentoring experience. Callum told us how the experience has helped him and what the future holds in terms of his personal development and career aspirations?
"Having worked on the Hospitality Talent Hub project during Phase 1, we successfully secured funding for a Phase 2 expansion, which resulted in the creation of the Future Talent Coordinator role – my current position. This project and role have provided me with valuable exposure within the business. Fern’s advice and guidance throughout the program significantly impacted my personal development, leading to growth in my confidence and understanding of how the organisation functions as a whole. My future aspirations include completing the apprenticeship and building on the success we’ve achieved with the Talent Hub to further its expansion."
Fern told us what she personally got from the experience of mentoring Callum – what her key learnings are… and if she'd encourage colleagues to sign-up for the 2nd Cohort which will be opened-up next month:
"During my time mentoring Callum, he became actively involved in a Phase 1 project my team and I were working on to expand the Hospitality Talent Hub. As we moved into Phase 2, we successfully secured funding, creating a new position within the team. Callum applied for the role and, despite strong competition, was successful in securing it.
"Through the mentor program, I was able to engage fresh talent – someone who, 18 months ago, wouldn’t have considered this team for employment. It's been incredibly rewarding to watch Callum grow both professionally and personally, and I’m proud of all he has achieved, even though his project management qualification is still in progress (set to be completed early next year!). I highly recommend participating in this program, as it’s a fantastic way to develop yourself while positively influencing others"
Look out for details of the application process for the second cohort of the GC Internal Mentoring Programme (iMentor) during October, ahead of the launch in November.