Mentoring: The “Magic” Partnership

1. Mentoring: The “Magic” Partnership Presented By: Holly Jones, BS, CST Instructor Surgical Technology Our Lady of the Lake College hjones@ololcollege.edu

2. Mentor Vs Preceptor • Preceptor • Involuntary • Short term • Assigned new each day • Assigned at random • Teaches skills

3. Mentor Vs Preceptor • Mentor • Voluntary • Long term relationship • Assigned once • Paired by similar characteristics • Teaching goes beyond skills only • Role Models

4. Assigning Mentors • Mentors must volunteer!! • Find similarities • Personality traits • Life experiences

5. How Do We Entice Our Preceptors to Become Mentors?

6. The Origin of Mentoring • 800 B.C. • Homer - Ancient Greek Storyteller • Trojan War • King requested friend named “Mentor” to look after son during war • This coined the term “Mentor”

7. What is it? • Mentoring • Comes from Greek word meaning “enduring” • To Endure • to undergo without giving in • to regard with acceptance or tolerance

8. What is It? • Mentoring • Definition • partnership between experienced and less experienced person(s) in order to share experiences and expertise to aid in personal and professional growth

9. Who’s Who? • Mentor - “The Experienced” • The teacher • Mentee - “The Inexperienced” • The one being taught • Together form a partnership • Based on mutual respect

10. Effects of Mentoring • Increase • Access to information • Self - esteem & confidence • Job satisfaction • Empowerment to cope • Professionalism

11. Effects of Mentoring • Decrease • Stress • Frustration • Lack of initiative • Absenteeism

12. Mentor in Disguise? • Have you: • Shared in someone’s worries, frustration, or concerns about work? • Discovered someone’s “hidden” talent? • Influenced someone’s thinking?

13. Types of Mentoring • Natural Mentoring • Occurs all the time • Occurs by “chance” • advice to a friend • career tips • parenting

14. Types of Mentoring • Situational Mentoring • Short lived • Specific purpose • inservice • “informational” interview

15. Types of Mentoring • Supervisory Mentoring • Very important • All good supervisors mentor their subordinates • Drawbacks • may not be a “subject matter expert” • heavily tasked

16. Types of Mentoring • Formal Facilitated Mentoring • Structured programs - organizations • Selected and matched through formal process • interviews • personal profiles • comparative interest inventories • get-acquainted sessions

17. What Does It Take? • To become a mentor one must • Have the desire • Be committed • Make the time • Be Patient • Be experienced in the subject matter • Show enthusiasm

18. The Mentor • Provides to the Mentee • Support • Guidance • Assistance

19. A Good Mentor • Has good interpersonal skills • Open to disagreement • Fosters problem solving and critical thinking • Gives credit • Willing to invest time and energy

21. Mentoring • Do we eat our young? • The OR is known for this • Fast-paced environment makes mentoring hard • Nurture our young • Eases workload

22. Thought For the Day A candle looses nothing by lighting another

23. Advantages to Mentoring • Effective method to help employees with • Orientation • Career advancement • Problem solving • Assist employees in dealing with challenges associated with successful and productive work-life

24. Benefits to Mentor • Professional growth • Interpersonal benefits • Increased self-esteem • Different perspective

25. Responsibilities of Mentor • Listen • Help identify goals • Provide Constructivefeedback

26. Responsibilities of Mentor • Share in successes • Remember the “less experienced” feel intimidated

27. Responsibilities of Mentor Motivation

28. Benefits to Mentee • 3 “E’s” • Emotional support • Encouragement • Empathy • Receive motivation • Valuable direction • Gain knowledge • Different perspective

29. Responsibilities of Mentee • Willing to learn • Able to accept feedback • Use feedback for growth • Able to identify Goals • Positive attitude • Value time spent with mentor • Show appreciation

30. Mentoring • Both the mentor and mentee should benefit from the relationship • “A gift exchange”

31. Training Principals • Present one idea/concept at a time • Use feedback and frequent summaries • Revisit information often • Repetition is a key to success

32. Training Principals • Present meaningful information • Theory versus practical application • Assure complete understanding • Ability to use information

33. Advice to the Mentor • Be a mirror • Be heard, but also listen • Ask, what would you do? • Allows critical thinking • Increases mentee self esteem

34. Self-Mentoring?

35. Successful Mentoring Program • Needs assessment • Make the match • Establish goals • Periodic evaluations • Someone to make sure needs are being met • Relationship gain • Graduation?

36. Mentoring Myths • Mentoring decreases productivity • A mentor needs to be older than the mentee • Mentoring is a rare experience

37. Mentoring Myths • Mentoring requires a greater time commitment than workers can afford • The mentee is the only one who benefits

38. Mentors Change the World

39. Scenarios • You’re puzzled over the recent behaviors of your mentee. He asks for your suggestions, and yet later you learn he didn’t even try to implement them. What would you do? • Discuss your findings with your mentee. If he acknowledges what he’s doing, jointly problem solve what you could both do differently. • Assume this is a generation gap issue and let it go. • Kindly suggest that he is showing passive-aggressive behavior and could possibly use some professional help. • Stop giving suggestions to him. Ask him what he believes is the right step in each situation.