Social Foundry Case Study

Facilitate coaching and mentoring in health and social care or children and young people’s settings.

An advantage of mentoring is that it helps to acclimatise less successful workers to the job and organisational requirements. By having a "go to" person to ask questions, discuss scenarios and generally learn the nuances of the company, the mentee can become a productive member much more quickly and never feel that he has nowhere to turn for help. The mentee can gain the sense of achievement that comes from the mentor's feedback and assessment of his progress. The mentee's quest to gain the mentor's approval can serve as a motivating force to continue to improve his performance. The mentor can gain satisfaction from knowing that she is helping an individual and can take a measure of pride in her accomplishments. For a mentor that has already achieved a great deal of success, she can look at the process as a way of "giving back”.

Immense government expenditures are used in the assistance of these individuals, but often fail to translate to success and independence following emancipation. The iFoster jobs program aims to fill this gap and connect educated and trained former foster youth with respectable employers in need of qualified individuals. The iFoster organization has laid out a roadmap that illustrates its process of connecting these individuals with employers and has shown success with 250 youths thus far. First, iFoster networks with employers and assesses their needs and what they look for in employees. Then, they set a youth training program tailored to those needs. The individuals are then trained and provided with resources including courses, professional clothes for interviews, transportation, etc. These individuals are then assessed and analyzed for the job that best fits their qualifications and preferences. The individuals receive support through the interviewing and hiring process and receive ongoing support following beginning work. Regular check-ins and communication with the employers ensure that these youths are excelling at work and that their needs are being

* To ensure all learners are included in activities, I devise different ways of getting everyone in the room involved –differentiation. Topics of employability can be sensitive because there will be people in the room who’ve had bad experienced such as redundancy or treated badly by the

The Social Foundry was established as a pilot program in March of 2016. With one participant being sourced from the Working for the Dole program. During this time, this participant has been employed working 25 hours per week learning carpentry and woodworking skills. In October of 2016 the Social Foundry obtained its Deductible Gift Recipient (DGR) status and became a registered public benevolent institution. In late November 2016, a Development Manager was employed to start the process of generating funding for this new venture. This role expanded quickly to explore the viability of this concept being implemented within the Macedon Ranges region, engaging with local community providers many discussions have been

Through my experience with Building Bonds, Breaking B.A.R.S (Barriers Against Reaching Success), our campus’ first organization aimed towards minority youth in the juvenile justice system. I have had an opportunity to collaborate with Durham County Youth Home as a youth mentor, aiding as a positive role model to foster and nurture individual initiative. Volunteer sessions entailed topics such as job interviews, why education is important, tutorials in schoolwork and any other topics that would be beneficial. Mentoring under-represented

The Youth Plan of Wyndham City Council’s aim is to identify the hopes, aspirations, and challenges distressing young people in the community. To achieve this, the Wyndham City Council commenced to consultation, collaboration, and exploration with young people, community members and partnering agencies. This journey included a range of methods in order to bring together the data and ensuring themes and actions included within the youth plan. (Wyndham City Council, 2011)

I intend to pursue the "hard-to-get" occupation of a self-employed Human Service mentoring. Ironically, in a roundabout way, I’ve been providing Human Service needs to my spouse and parents, for the past fifth-teen years, which consisted of their individual needs, preventive measures and problem solving for a healthier well-being. Within this capacity, I’ll be faced with daily challenges of clients that will pertain to problems of individual’s human needs, which will require problem solving and preventive measures that will enhancing the quality of life. In the first year of my operation, I’ll utilize the pay scale method and the second year I’ll have set arrangements. Although, this will be a competitive and lucrative occupation, I’ll be able

As I am relatively new to this area of work it is also important to reflect as a youth worker in order for me to be effective and capable within my job. It is necessary for me to reflect on my experiences so far from the year and a half I have spent in college and it’s important for me to continually highlight areas for development while I am on placement. First I must identify the strengths and skills I have acquired and then to plan my development needs. My role requires me develop plans to suit the service users; I feel my current qualifications and experience will develop after my placement. I also feel it is essential to enhance my current knowledge of youth and community work and monitor my progress. I think the important thing to remember is that I am reflecting for my own development.

I'm writing to introduce the Social Foundry, a not-for-profit social enterprise established in the Macedon Ranges. The goal of the Social Foundry is to assist young men whose opportunities have been limited and who struggle to bridge the intimidating gap between unemployment and meaningful employment due to a lack of work and life skills.

“Young people find themselves described as 'human resources' resources" rather than as persons who are centers of choice and evaluation”

Mentorship is very important in the workplace especially in the area of training and development. The mentor-protégé relationship is a much needed relationship that begins in the early career stage and this relationship involves the current or new employees and the supervisor or other colleagues that provide work-related guidance. The relationship itself is comprehensive and involves “educational, occupational, physical, social, and spiritual development” (Greenhaus,, Callanan, & Godshalk, 2010, p 211). One of the initial task of the early career the establishment of the career field which involves the gaining of the workplace competence, learn what is needed to excel in the organization, and to gain acceptance in the workplace to be recognized as the valued employee. There are many ways of achieving the above mentioned advantages in the workplace which one main method is through the use of the mentorship program.

True success and fullfillment at any stage of life can be achieved by a changed mindset. This is the most important path of opportunity. It is sometimes only realised through mentoring.

Implementing a strong mentoring program that fosters individual and personal growth within the company is vital for the future of this firm. This includes setting up and maintaining a mentoring program. The mentoring program will be set up with individuals from all levels of achievement, that are willing to devote a portion of their time to the firm’s prosperity.

As part of my introduction, I would like to mention that my research project is about mentoring where I have chosen ‘questioning’ as my strategy. In this report, I will discuss in detail about my ‘Mentoring through Questioning’, which is a key for my research project report. Here, I will cover the project’s context in which it was set, my aims and focus of the project, my justification on why I have chosen mentoring through questioning and the types of questions being used during this project, in support of the relevant literature. And then eventually, I will mention about the interactive sessions between a mentor and mentee, the reflection or the perspectives, specifying the self-analysis as well as the required feedback from mentee as part of the research strategy. Later, I will conclude this report by mentioning about the effectiveness of mentoring sessions and the future actions planned for my skills development.