coxhealth young professionals mentoring study
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CoxHealth Young ProfessionalsMentoring Study
Mitch Harris
Rachel Hutchison
Chase Snider
Samantha Williams
Study Objectives
Purpose: To evaluate the overall effectiveness of the CoxHealth Young Professionals (CYP) program from the mentors’ perspective
RQ: How do current and past mentors evaluate the CoxHealth Young Professionals (CYP) mentoring program?
Organizational Mentoring
FunctionsGuide to open doors
Establish role in organization
BenefitsIncreased retention
Increased buy-in
Effective succession planning
DefinitionsSupport system arrangement between experienced senior executive and a less-experienced executive
Participants
Male 45%
Female55%
Sex
Married95%
Divorced5%
Marital Status
Caucasian/White95%
Hispanic/ Latin5%
Ethnicity
Participants
0
1
2
3
4
5
6
30-34 35-39 40-44 45-49 50-54 55-59 60-64 65-69
Fre
qu
en
cy
Age Range
Age Distribution
Participants
0
1
2
3
4
5
6
7
1-4 5-9 10-14 15-19 20-24 25-29 30-34 35-39
Fre
qu
en
cy
Number of Years
Years at CoxHealth
Participants
35%
35%
30%
Number of Mentee Relationships per Mentor
1 mentee
2 mentees
3 mentees
10%
20%
20%
50%
Years as Mentor
Less than 1year
1 year
2 years
3 years
Methodology
Data Collection Method in-depth semi-structured interviews
Interviewing Period September 25, 2014 – October 13, 2014
Mentors Interviewed N = 20
Length of Interviews 16:03 minutes – 48:38 minutesM = 26:56 minutes
Data Analysis Process Constant Comparative Analysis182 single-spaced pages of transcripts
Research Findings
Why did you initially become a mentor in the CoxHealth Young Professionals mentoring program?
• Personal Responsibility: the obligation mentors felt as leaders
• Organizational Benefits: contributes to the overall growth of the organization
Research Findings
What is the role of a mentor in the CYP program?
• Support System: source of influence for mentees through career advice
• Feedback for Mentee: source of advice based on mentors’ past experience
Research Findings
Being a CYP mentor is like ____________.
Friend
Family
Teacher
Investment
Opportunity
Research Findings
What issues were you unsure or uncertain about prior to your first meeting with your first mentee?
• Program Time Commitment: having enough time to fully commit to the success of the mentee and the mentoring experience
• Program Expectations: uncertainties regarding the definition of the program expectations
• None
Research Findings
Overall, has the CYP mentoring program met your expectations and needs?
No (25%) Yes (75%)
Research Findings
In your opinion, what are the strengths of the CYP mentoring program as a whole?
• Investing in Young Professionals: planning for succession in CoxHealth leadership
• Making Connections for Mentors: opportunities to build relationships within CoxHealth
Research Findings
What are the weaknesses of the CYP mentoring program as a whole?
• Lack of Structure: lack of planned events
• Mentors’ Lack of Time: flexibility of scheduling and last-minute time constraints
• Mentors Unsure if Meeting the Needs of Mentees: concern over needs of mentees being met
Recommendations
1. Increase Structure of the CYP Program
– Provide a specific amount of scheduled professional development opportunities
– Program expectations need to be more clearly defined
Recommendations
2. Provide Clear Time Commitment Outline
– Continue to allow mentors to establish individual meeting times
– Define time commitment in documented outline
– CYP newsletter or emails sent to all mentors and mentees
Recommendations
3. Prevent Initial Mentor Dissonance
– Improve screening process (questionnaire)
– Suggest discussion of the mentees’ goals in the first meeting
– Align mentee career goals to mentors’ career field
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