© 2010 Cengage Learning. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part. 1

2 3 S E C T I O N TRANSITION AND GROWTH

© 2010 Cengage Learning. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part C H A P T E R THE SUCCESSFUL MENTOR/MENTEE RELATIONSHIP

© 2010 Cengage Learning. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part. 4 Historical Perspective  Relatively new to nursing  Long-standing tradition in other fields

© 2010 Cengage Learning. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part. 5 Definition of Mentoring  Reciprocal and collaborative learning relationship  Formal or informal relationship  Different from a coach, preceptor, teacher or instructor

© 2010 Cengage Learning. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part. 6 Theoretical Frameworks  Parse’s Human Becoming Theory  Benner’s Novice to Expert Theory  Kanter’s Theory of Organizational Empowerment

© 2010 Cengage Learning. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part. 7 Successful Mentors  Have knowledge and experience  Are self-confident  Have strong leadership qualities  Are willing to share ideas, opportunities  Have good interpersonal skills

© 2010 Cengage Learning. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part. 8 Successful Mentees  Assess their own needs  Listen and observe  Set goals  Know their strengths and weaknesses  Accept feedback

© 2010 Cengage Learning. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part. 9 Mentoring Stages/Phases  Kram’s Four Stages (Figure 16-3)  Fox’s Three Stages (Figure 16-4)  Kochan and Trimble’s Four Stages (Figure 16-5)

© 2010 Cengage Learning. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part. 10 Mentoring Functions and Strategies  Tool to increase retention and satisfaction  Sharing priorities of the job and profession  Fostering career development  Socialization into the organizational culture

© 2010 Cengage Learning. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part. 11 Factors that Affect Mentoring  Individual characteristics  Relationship factors  Environmental factors  Career factors  Relationship type

© 2010 Cengage Learning. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part. 12 Generational Issues  Up to four generations in the workplace  Different work ethics, values, and career expectations

© 2010 Cengage Learning. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part. 13 Mentoring Diverse Groups  New graduates  Minority nurses (Figure 16-8)  New nursing faculty  Novice nursing leaders

© 2010 Cengage Learning. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part. 14 Five C’s of Effective Mentoring Strategies for Minority Nurses (Washington, Erikson & Ditomassi, 2004) Mentoring Diverse Groups (cont.)

© 2010 Cengage Learning. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part. 15 Benefits of Mentoring  Organizational  Professional  Personal