Our mentorship journey Siobhan Atherley and Kerry Jordan-Daus

Siobhan Atherley is a senior lecturer at Canterbury Christ University who took part in Aurora London in 2017. Her mentor, Kerry Jordan-Daus is head of UK and International Partnerships and is on the Canterbury Christ Church Athena Swan Senior Implementation Team and the Faculty of Education Athena Swan champion. Here they take the time to reflect on their experiences and learnings as a mentor and mentee. Their relationship demonstrates conversations can provide clarity and motivation in facilitating learning and development.

Siobhan: Black

Kerry: Purple

Siobhan: I am a senior lecturer with many years experience working in higher education institutions with a range of multi professional health and social care undergraduate and post graduate students and learners. This also included working as a tutor in the Open University and as a non-medical general practice programme director in a Deanery.

I applied for Aurora as I thought it would be an opportunity to help me navigate my way in my professional career and become energised as I was feeling ‘stuck’ in my career. I felt a lack of momentum which I recognised as a hindrance in my motivation to move forward into leadership positions. For me leadership isn’t about being in charge but about being a visionary and enabling different perspectives to be shared, in bringing together talents and ideas from others. In order to shape ideas and influence change I felt that I needed to gain a leadership role but I felt stuck, and hoped that Aurora would help facilitate the personal development I needed. My successful application to Aurora gave me the learning space to reflect and challenge and start to examine how I would integrate my prior knowledge, new knowledge and future knowledge into my work as an academic.

Kerry: I am an experienced senior leader in the university’s Faculty of Education and a member of the university’s Senior Leadership Group. I am new to mentoring Aurorans but I do have significant experience of mentoring as part of my professional role as a teacher educator.

I have undertaken a number of professional development courses to support my own learning as a mentor and coach. Most recently I completed a Manager as Coach Staff Development programme through our university. I am a Department for Education designated coach and currently coach two school leaders. I find coaching to be professionally enriching. I am in a place in my own professional life where I feel I can share my own leadership journey, but I am also in a place where I want to continue to learn and grow as a leader so being a mentor and coach is also about my own learning.

I am a member of the university Athena Swan Senior Implementation Team and the Faculty of Education Athena Swan champion. I am currently completing a Doctorate in Education Leadership with a focus on gender and authentic leadership so mentoring Siobhan seemed like the right fit.

Siobhan: Due to ill-health my first mentor was unable to continue in the role. This was a great loss to me as I find her vision and articulation of the position of women in society including the workplace energising. I was grateful to her visual image and description of ‘sweeping rubbish away’ when I discussed how stuck I was feeling. It gave me permission to do just that and how important it is to move forward in a positive way. The absence of a mentor for a significant part of Aurora contributed to some of my frustrations but I was determined to get beyond this.

I realised how important the mentor was in the Aurora learning and professional development process and I chased for a replacement. Kerry was my second mentor and we met when the programme ended. The meetings took the shape of constructive coaching conversations facilitated by Kerry. With these coaching sessions, my ideas took shape, my energy increased, and I determined to change my views. I got out my broom!

At our first meeting, I admitted to Kerry that I was tired of feeling professionally stuck. For me this was a brave admission as being open might not be seen as a positive strength. I think self-awareness is important and I know many of us are wary of being honest.

Aurora set out an excellent session on a holistic presentation of ourselves. A common theme was that women are not forth coming in expressing their views in meetings for example and that confidence and assertiveness is an issue. Kerry my mentor was not judgemental and provides a space for honest reflection on thoughts and feelings and a solution focused approach to developing skills in for example assertiveness and confidence.

As busy academics, protected time for reflection is vital in maintaining flexibility and Aurora provided this space. Now, mentorship provides a support system and a vehicle for me to critically reflect on my scope of work both as an individual and as a team member. The first meeting was crucial in setting the scope and objectives for enabling me to help myself, feel more in control of where I would like to go, and how I would do this.

I believe passionately in the impact Action Learning Sets can have and although ours was less effective (we only met once perhaps owing to our geographical spread), I have continued to meet with one of the members of the group. I see this informal networking as a real benefit of Aurora.

Kerry: I met Siobhan at the end of her formal Aurora Programme. It was evident to me that she had really engaged with the messages and was determined not to ‘sit’ and wait but to put herself out there. But at that first meeting I heard her frustrations but I also heard her determination. Using the GROW Coaching Model enabled me to support Siobhan to see that there were options and that it was in her grasp to do something to secure the leadership role that she really aspired to. 

I really enjoyed the opportunity to put into practice some of the new techniques that I had been introduced to as part of my own coaching programme and I encouraged Siobhan to evaluate my mentoring/coaching approach.

Research into women in leadership (Blackmore and Sachs, 2007, Coleman 2011, Fitzgerald 2014,) highlight the diversity of women’s leadership life trajectory. Both Siobhan and I spent our first meeting talking about our lives. Work is important to both of us. It gives us a sense of identity. But our stories do not follow a neat pattern. Families, children, health all impact on our journeys. We talked about these experiences as empowering and not limiting. We found ourselves going back to history and reflected on those women who are ‘hidden from history’ (Rowbotham 1973) as our heroines.

Siobhan: It was energising discussing with Kerry the influential work undertaken by women writers and researchers in the past that we both had read, and how their reflections continue to be relevant today. For example we talked about Ann Oakley who explored women’s work both paid (the public sphere) and unpaid (in the home). I felt a sense of connection with my mentor discussing women’s literature as this aspect of women’s history in literature can be neglected and unknown. Certainly there is debate around the word ‘feminism’ and its current relevance. It would be useful to explore the juxtaposition between academic, current social and historical definitions of the private and public sphere of women and work in society, and apply to leadership in general.

Since I completed Aurora I have been appointed as cohort coordinator for the medically themed MSc pathway for clinical fellows in the Institute of Medical Science. I have also led a project to include a range of health and social care professionals in practice education and I am now part of a project exploring the facilitation of learning in the workplace for all learners across all levels and programmes. Finally, I have been invited to contribute to a proposed book exploring practice learning and I am planning to apply for Senior Fellowship of the Higher Education Academy. Within less than a year I have achieved some of the leadership space that I aspired to at the beginning of the process.

Kerry: Our mentor/mentee relationship is built upon honesty and trust. This continues to grow which is a natural part of the process of development. We have continued to meet, and the mentoring continues in an informal way. Perhaps it’s not mentoring anymore but I like to think I am providing ongoing professional support and a bit of space, which we all need and pretending otherwise feels dishonest. Both Siobhan and I are committed to our own learning and the relationship has enabled us to both continue to learn and grow as leaders. For me, it has also been about my learning as a coach and a mentor.

Siobhan: Putting together this blog has been another significant part of our developing mentee/mentor relationship – providing scaffolding to support reflection and reflexity.  Kerry and I continue to meet – I think this could continue for sometime!

Siobhan and Kerry’s blog post forms part of our mentor and mentee blogs. There are two more currently online: 


Aurora is the Leadership Foundation’s women-only leadership development programme. Aurora was created in 2013 in response to our own research which highlighted women’s under-representation in senior leadership positions and identified actions that could be taken to address this.

Dates and locations for Aurora 2017-18 are available here.

This year we are encouraging Aurora mentees and their mentors to attend the Aurora Conference 2018 on Thursday 7 June. Book now. 

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