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Mentorship

Mentorship. Based on the June 2008 WOCN Pre-Conference Session Bernie Cullen, MSN CWON CNAA BC. 2 Ways To Gain Wisdom. By one’s own experience(s) By walking with one who has already made the journey and is willing to share. Confused Over Terminology??. PRECEPTOR?. MENTOR?. COACH?.

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Mentorship

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  1. Mentorship Based on the June 2008 WOCN Pre-Conference Session Bernie Cullen, MSN CWON CNAA BC

  2. 2 Ways To Gain Wisdom... • By one’s own experience(s) • By walking with one who has already made the journey and is willing to share

  3. Confused Over Terminology?? PRECEPTOR? MENTOR? COACH? Mentee? Student? Protégé?

  4. What is aPreceptor? “One who instructs a performer or a team of performers” • Goal: To improve individual or team performance • Technique: Points out gap between current level of performance and desired level • Duration: Lasts until individual or team has attained desired level of performance

  5. Whatis a Mentor? “A trusted counselor or guide” • Goal: To ease transition of mentee into new role • Technique: Provides support, challenge, and vision through coaching, counseling, and supporting reflective problem-solving • Duration: Described as ajourney because the relationship unfolds over an extended period of time

  6. Do I Need a Mentor? According to research… • Everyone needs a mentor • For women, it is essential • With appropriate mentorship • Mentee is 2.3 times more likely to be promoted within 5 years • Experience increases chance of promotion from 76% to 88%

  7. Why Mentoring? • Mentoring increases employee retention by 20-30% on average • Mentoring creates inclusive work environments that leverage diversity • 35% of non-mentored employees will look for another job within 12 months

  8. Generational Considerations • Veterans (1925-1945) • Hard working • Financially conservative • Cautious and loyal • Value lessons in history • Boomer (1946-62) • Strong work ethic • Work has been a defining part of their lives and how they view others • They have spent their lives rewriting the rules

  9. ....Generational Considerations Continued • Gen X (1963-80) • Lifestyle more important than work • Needs a mission • Values recognition from boss • Many have entered nursing as a second career • Millennial(1980-2000) • Values satisfaction • Latest technology • Works to own goals • Individuality

  10. Today’s New Graduate • Doesn’t know how to use a typewriter • Never knew life without AIDS • Has no thought of JAWS when swimming • Didn’t own a vinyl record or 8 track • The Kennedy tragedy was a plane crash • Never dialed a phone • Learned to use a computer as a small child

  11. Workaphil vs. Workaholic Both work long, hard hours, however… • Workaphils • Love the challenge of work • Love to see the joys and fruits of their labors • Workaholics • Feel obliged to work

  12. Ben Franklin Once Said.. “ Who is wise? One who learns from everyone.”

  13. Key Characteristics of a Mentor/Mentee Relationship • Dynamic and changes over time • Showcases the mentee’s accomplishments • Carves out a definite career path with milestones and expectations • Aimed at building confidence and self esteem • Observes that performance and confidence grow steadily over time

  14. Adult Learning Theory & Mentorship Adult learners learn best when they: • Associate new learning with previous experiences • Provide input into planning their own learning processes • Have the opportunity for a variety of learning options

  15. Adult learners: Are self-directed, learn experientially, and are problem-solvers Bring wide range of experiences Believe learning is of value Goal oriented Have different ways of learning Mentors: Facilitate learning by encouraging knowledge building/problem-solving Build new information upon foundation of past experiences Focus on what is important to protégé Together set goals and assess progress Use a variety of strategies Adult Learning & Mentoring

  16. Qualities of a Mentor • Encourages questions and questioning • Guides the mentee over barriers • Helps mentee focus on the future • Offers constructive, open feedback • Acts in a non-threatening manner • Views mentee’s weaknesses as opportunities • Provides a safe haven for exploration, risk taking and failure

  17. Personal Attributes for a Potential Mentor • Intelligence • Common values and goals • Loyalty and trustworthy • Political savvy • Leadership qualities • Potential for succession • Balance between work and home

  18. Tough Questions When Choosing Your Mentor(s) • Are they competent or valued because of position? • Are they on the way up, down or out? • Are they respected in their field? • Can they teach and motivate me? • Do our communication styles match? • What are their needs? • Are they secure in their position? • Can the mentee eventually become the mentor?

  19. How To Be A Successful Mentor • Interpersonal • Amiable • Patient • Empathetic • Honest • Self-confident • Friendly

  20. …How To Be A Successful Mentor Cont. • Communication • Can pick up on verbal and non-verbal cues • Understands different communication styles • Skilled in conflict resolution • Active listener – listens to what is said along with what is not said • Content area • Experts in the field • Broad base • Keeps current

  21. …How To Be A Successful Mentor Cont. • Awarenessof diversity • Sensitive to mentee’s learning styles • Comfortable with diverse backgrounds • Accepts different points of view • Reflective supervision skills • Engage in self-reflection • Strong observation skills and gives feedback • Build on past experience to advise and assist mentee with current dilemmas

  22. Tips For Being a Good Mentor • Be comfortable with the uncertainty of this new relationship • Keep in touch with your mentee personally • Meet where there will be minimal interruptions • Be interested and do not appear rushed! • Be clear about the reason(s) for meeting regularly and the expectation that both parties will participate

  23. …More Tips • Those who mentor regularly, mentor better • Listen more than you talk • Act as a good role model • Don’t share confidential information • Guide your mentee; do not solve the problem • Don’t use your own performance as a yardstick to measure your mentee

  24. Mentor Self-Evaluation: Do you… • Rush to premature judgments? • Set unrealistic expectations? • Utilize active listening skills? • Fail to praise? • Act on your words? • Follow up with your mentee ?

  25. How To Become a “Mentor Magnet”? • Be competent and demonstrate competence • Be accessible and visible • Get a key assignment • Be an eager learner • Be useful • Take the initiative • Be passionate and enthusiastic

  26. Thoughts For The Mentee... • Assess where you are now and where you’d like to be on a timeline • Develop a personal mission statement • Create a personal Board of Directors • Find mentors for one or more needs

  27. Benefits to the Mentor • Opportunity to leave a legacy • Enhanced self esteem • Increased self awareness • Professional assistance on work projects • Builds large networks

  28. Benefits to the Mentee • FUN • Demystifies career paths • Succession planning – aligns with a sense of mission • Provides enlightenment about org. politics • Increases productivity,performance, avoids burnout • Enhances career satisfaction and fulfillment

  29. Benefits to the Organization • Stronger recruitment and retention • Succession planning • New views and new ideas • Member satisfaction • Collaboration vs. Competition

  30. Remember… …it is the consistent Interest Friendliness Support Quality time that builds a relationship of trust leading to positive results!

  31. Continuity… When the mentee feels the need to give back, the mentee becomes the “teacher” or mentor….and the circle continues.

  32. Bibliography Beecroft, P., Kunzman, L., Taylor, S. et al. (2004) Bridging the gap between school and workplace. Journal of Nursing Administration,34, 338-345. Flynn, J. (Ed) (1997). The role of the preceptor: a guide for nurse educators and clinicians. New York: Springer. Harvard Manager Mentor Plus. (2005).Coaching. retrieved March 23, 2005 from http://www.advisoryboard.com/members. Pontius, C. (2001). Meant to be a mentor. Nursing Management,32, 32-35. Sherman, R. (2006). Leading a Multigenerational Nursing Workforce: Issues, Challenges, and Strategies. The Online Journal of Issues in Nursing. Retrieved April 10, 2008 from http://www.nursingworld.org Sigma Theta Tau. (2002). Mentoring inspires next generation of leaders. Retrieved March 28, 2005 from http://www.nursingsociety.org

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