The What? Why? And How? Of Mentorship

Amy Sims, MBA/MSN/HCM, RN

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)

Our Mentorship Program

Proposal to Patient Care Services

Multi-disciplinary team

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).

Questions or Comments?

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

References (cont.)

www.bls.gov/news.release/ecopro.toc.htm www.healthaffairs.org Zachary, L. (2005). Creating a Mentoring

Culture – The Organization’s Guide. San Francisco: Jossey-Boss.

Zachary L. (2000). The Mentor’s Guide. San Francisco: Jossey-Boss.