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Women & Work

Lantra Women & Work Project – “Raising Skills and Unlocking Potential”

This is a really useful training grant available for women worth £650 to each person applying.  To be eligible, you must be a women working in a land based business. This includes self employed folk and it covers nearly everything from tractor driving to business management or even sheep dog training!  Any training which will enhance your skills and enable you to develop in confidence and progress your career are considered.  There is an employer contribution of £200 but for this investment, you will be getting £650 back and the training can be for more than just one course. Effectively £450 of your training will be free!

Joanna Plumb of Edible Ornamentals used the grant for training in food safety management on her Chilli Farm. This has enabled Joanna to reach new markets with her wonderful range of gourmet sauces, fresh chillies and peppers grown in their greenhouses in Bedfordshire.  Joanna said “I am so glad to have this grant otherwise, the training I need would be out of my reach – brilliant and thank you for your help and support along the way”.

Eligibile sectors of the industry:

    Agriculture Production  Horticulture 
    Aqualculture  Environmental Conservation
    Farriery Fencing
    Fisheries Management Game & Wildlife
    Horticulture, Landscaping & Sports Turf  Land Based Engineering
    Trees & Timber  

We will help you identify and develop a training programme as part of the scheme through our skills coaching service.  If you would like further information, please contact Judy Randon on 01508 499279 or email judy@cassavaltd.com 

 

Mentoring for the Women & Work Project

...what it means and how to do it!

The Mentor and the Mentee

A mentor is someone who can help the mentee achieve their goals and support them through their chosen training. The mentor can be a peer, team leader, friend, manager or a partner in the business.  The training provider however, cannot be a mentor.  The mentee is the person undertaking the training and is guided and supported by the mentor through the programme.

  • Primarily, the mentor should be genuinely interested in the mentee’s personal development and chosen training
  • They should encourage and provide time for the mentee to develop her skills.  This could include time preparing for the training/research, practice etc.
  • They should listen to any concerns a mentee has in relation to the training or development in a particular job role
  • They should help motivate the mentee to achieve her goals
  • They should discuss with the mentee how they have found the training and how they are managing to utilise it into their job role

Tips for the Mentor

Initial Meeting

  • Go over the training plan and agree overall objectives
  • Explain how you will support the mentee
  • Decide how you will communicate – face to face meetings, email or telephone support or a combination of all three
  • Plan some dates/timescales for the mentoring and stick to them
  • Ensure practical arrangements have been covered (time off/childcare arrangements/rota changes etc) to enable the training to take place

Subsequent meetings should follow or precede the training as appropriate. Areas to cover in the discussions are as follows:

  • Ensure the mentee is prepared to make the most of the training day/course
  • Discuss the new skills learnt and reflection of achievement
  • Spend time listening to how the mentee enjoyed the experience
  • Enquire if they have any concerns about the training (was it what they expected?)
  • Discuss plans for incorporating new skills into the mentee’s job role
  • Encourage and support them as they develop using their new skills
  • Discuss possible future training requirements/next steps for their development
  • Listen to their ideas and try to empower* them in their role