Leading Clinical Practice: the role of clinical mentoring in education

delivery

Presentation to:

Palliative Care Victoria

Regional Educators’ Special Interest Group

Lesley Armstrong

October 2010

Objectives

• Facilitate exploration of the roles of leaders/educators with respect to:

- Mentoring and clinical mentoring– Distinguish from other L&D approaches (coaching,

counselling, supervision, training)– Identify key attributes of an effective mentor /

mentee / mentoring relationship

Draw on the experience in the room!

LA – mentoring experience

Volunteer- Monash University GSB

- Career Development Assoc of Australia

Formal leadership devt and coaching programs- RDNS, ANZ Bank, RBG, Fairfax Media, DPC, DoJ, DSE- MCMPC – “Team Support”

My mentor- 15 years: Vona – Uni. lecturer in career devt and counselling- What I’ve not forgotten: compassion, challenging feedback aimed at helping

me, absolute support and friendship, sponsorship – opening doors, ability to meld the professional with the personal over the years.

Leadership – too many definitions to handle …..

• Self-awareness and self-management• Inspiring – creating the vision• Motivating others• Positive role-modelling• Ability to manage situations, tasks and

people towards goals• Willingness and ability to make

decisions• IQ and EQ and judgment

Why should anyone be led by you?Prof Rob Goffee LBS 09

• Followers want:- Community, authenticity, significance, excitement

• Authentic leaders: - Sense situations and articulate them

- Identify – get close but keep your distance- Reveal your difference – know and show yourself enough- Reveal weakness – don’t pretend you don’t have any

• Leadership is:- Contextual - depends on the workplace- Relational – about our relationship with others- Non-hierarchical

What is mentoring?

• …. A developmental process that facilitates personal and professional growth.

• The relationship is mutually beneficial and provides a self-regenerating cycle that helps both mentors and mentees succeed and flourish.

Definitions

• Mentoring

• Clinical mentoring

• Supervision

• Coaching

• Counselling

• Training

The goals of mentoring are ……

• Bringing out the best in people

Enhancing self-awareness

Focus is on personal development and facilitating learning

Guiding – to help explain and decode industry and business culture

Counselling to help a mentee to discover and develop abilities

An advocate to coach a mentee through their career: sponsor

A role-model to set an example of success

Providing support and encouragement

Challenging – especially “blind” spots

Orientation to goal achievement and reaching potential

Providing a safe and confidential learning environment

IS FUTURE ORIENTED

“PUTTING IN”

SkillsKnowledgeExperience

“PULLING OUT”

PotentialCommitmentExpertise

Coach does most of theTALKING LISTENING

Coaching : Bringing out the best in people

Counselling

• In 1993, Feltharn and Dryden included the following definition of counseling in their specialized Dictionary of Counselling:

• Counselling is a principled relationship characterised by the application of one or more psychological theories and a recognised set of communication skills, modified by experience, intuition and other interpersonal factors, to clients’ intimate concerns, problems or aspirations. Its predominant ethos is one of facilitation rather than of advice-giving or coercion. It may be of very brief or long duration, take place in an organisational or private practice setting and may or may not overlap with practical, medical and other matters of personal welfare.

• It is a service sought by people in distress or in some degree of confusion who wish to discuss and resolve these in a relationship which is more disciplined and confidential than friendship, and perhaps less stigmatising than helping relationships offered in traditional medical or psychiatric settings.

ORIENTED TO THE PAST

Mentoring – NP Preceptor/Student Relationship

• A voluntary, committed, dynamic, extended, intense and supportive relationship characterized by trust, friendship and mutuality between an experienced, respected person, such as a NP preceptor and an NP student for the purpose of socializing the student and promoting student self-efficacy in taking on the advanced practice role.

• (Hayes, E.F. Clinical Excellence for Nurse Practitioners, Vol 5 No 2, 2001, p.111)

The goals of clinical mentoring are ……

• Bringing out the best in people – especially helping the mentee to be an effective and successful professional in their clinical role

Providing help with the difficulties of a demanding role; cope with stress of functioning at an advanced level

Support for role socialization and help with clinical aspects of the role

Enhancing the belief that the mentee can take on the newly acquired role

Supporting the transition of the novice into a new profession, role or organisation

Sharing wisdom and knowledge from the mentor’s experience

Focus is on developing targeted capabilities

Orientation to goal achievement and reaching potential: goal is patient satisfaction with care and confidence in their health provider

IS CURRENT AND FUTURE ORIENTED

Attributes of an effective mentor & mentoring relationship

Draw on your own experience

• Mentors - key attributes?

• Mentees – key attributes?

• Key aspects of a successful mentoring relationship?

Mentors – key attributes

• Competence and confidence in role as mentor and professional

• Self-awareness and self-management

• Range of communication skills: especially listening, asking questions, summarising, supporting and challenging

• (Some) Coaching and counselling skills

• Ability to provide feedback

• Time to give to the mentoring relationship

• Non-critical / non-judgmental

• Political savvy – awareness of inner workings of organisational environment

• Ethics and awareness of relevant professional ethics

• Respect for the novice

• Openness to new ideas and change – relaxed in own skin!

Mentees – key attributes

• Self-awareness and self-management

• Time to commit to mentoring

• Willingness to engage with mentor & respect for mentor’s experience

• Motivation to learn and ability to reflect on learning

• Listening and asking questions

• Openness to new ideas and change

Characteristics – successful mentoring relationships?• Role clarity: boundaries clear : realistic expectations• Safe environment• Experience and education• Choice of mentor• Context : impact of site on mentoring• Shared goals for the relationship• Respect and mutual commitment• Sharing knowledge and experience• Time, energy and resources• Awareness of values : similarities + differences• Courage and trust - to raise difficulties• Age / stage : common interests