the what? why? and how? of mentorship amy sims, mba/msn/hcm, rn
TRANSCRIPT
Learning Objectives
After this presentation, the participant will be able to:
Explain the benefits to nursing of a mentorship program.
Define mentorship
Distinguish between preceptorship, coaching, and mentorship.
Learning Objectives (cont.)
Describe potential pitfalls of a mentorship program.
Identify characteristics of a successful mentor.
Identify characteristics of a successful mentee.
Why a Hot Topic
Baby boomers (www.aacn.nche.edu/Media/backgrounders/shortagesfacts.htm)
New and replacement nurses (www.bls.gov/news.release/ecopro.toc.htm)
How to retain nurses at the bedside
What Mentoring Is Not
Precepting – Preparing a new employee to perform the basics of their job.
Coaching – Skills driven, short-term and focused on behavior. May involve certification, standards, and protocols. Coaches may come from outside. (Stoddard, 2003).
What Mentoring Is
Reciprocal and Collaborative
Learning is the fundamental process, purpose, and product of mentoring.
Building, maintaining, and growing a relationship of mutual responsibility and accountability. (Zachary, 2005).
What Mentoring Is
Lois Zachary’s words on mentoring and comparison to the growth of trees. ( Zachary, 2000).
Lead, follow and get out of the way. (Peddy, 2001).
Pitfalls of a New Program
Communication Credibility Lack of support from leaders Moving too fast Lack of inclusiveness (Zachary, 2005)
Needs Assessment
Survey developed to send out to all of Patient Care Services.
Statements to be answered with “always”, “sometimes”, “never”, and “don’t know”. At St. Jude, learning is an established
organizational priority. Patient Care Services leaders actively promote
individual and organizational learning.
Needs Assessment (cont.)
St. Jude is fully committed to the development of its staff.
The organizational culture supports mentoring. The right people are in place to support, manage,
and coordinate mentoring efforts. Technology and knowledge resources that
promote and support mentoring are accessible, up-to-date put to use.
Mentoring would clearly align with St. Jude’s values.
Needs Assessment (cont)
Mentoring should be linked to professional development.
The purpose, scope, and benefits of mentoring should be well-defined and linked to positive outcomes.
Mentoring could create positive values for St. Jude and its staff.
Excellence in mentoring should be recognized, rewarded, and celebrated.
Leaders are perceived as mentoring role models.
Needs Assessment (cont)
People would participate in mentoring relationships enthusiastically.
Mentors and proteges could engage in multiple mentoring relationships throughout their career.
Confidentiality of those engaged in the mentor program should be safeguarded.
The Development Process
Make-up of Steering Committee
Meetings and work- 15 Challenges (Zachary, 2000).
Challenges Already Addressed
Challenge One – Define the purpose
Challenge Two – Support of Senior Management
Challenge Three – Name the program and the participants
Challenges Already Addressed
Challenge Four – Define the protégé pool
Challenge Five – Characteristics of potential mentors
Challenge Six – Roles and responsibilities of both mentors and proteges.
Challenges Already Addressed
Challenge Seven – Developing a protocol for pairing right mentor with right protégé.
Challenge Eight – Building a mentor education and training program.
Remaining Challenges
Challenge Nine – Identify ways to reward, recognize, and celebrate mentoring success
Challenge Ten –Define management, oversight, and coordination.
Challenge Eleven – Identify methods and procedures for tracking progress and providing continuous improvement.
Remaining Challenges
Challenge Twelve – Plan the roll-out
Challenger Thirteen – Anticipate stumbling blocks and obstacles in the roll-out phase.
Challenge Fourteen – Plan the internal strategic communication campaign
Remaining Challenges
Challenge Fifteen – Anticipate mentoring casualties (affecting individual mentoring relationships).
References
Peddy, S. (2001). The Art of Mentoring - Lead, Follow, and Get Out of the Way. Houston: Bullion-Books.
Stoddard, D. & Tamasy, R.J. (2003). The Heart of Mentoring. Colorado Springs: Navpress.
www.aacn.nche.edu/Media/Backgrounders/shortagefacts.htm