1. Edwin Cabigao, PhD, RN CEO/Founder, Prax Solutions
Nurse Mentorship: Keys to Nurse Recruitment, Retention, and Empowerment
Edwin Cabigao, PhD, RN
CEO/Founder, Prax Solutions

2. Objectives Participants will learn….
How being a mentor is cultivated and developed
Mutually rewarding benefits of mentorship to mentee and mentor
How to effectively mentor nurses
“Best Practice” in Mentoring
How mentorship can influence nurses to apply, stay, and grow within the organization.

3. U.S. Nursing Shortage
A study in the current issue of Policy, Politics & Nursing Practice (2014) reveals that an estimated 17.5 percent of newly-licensed RNs leave their first nursing job within the first year and one in three (33.5%) leave within two years.
The Journal of Nursing Administration estimates that it costs roughly $82,000 to replace each nurse.
Given high turnover rates, this can equate to an annual cost of a whopping $4.4 million each year for a 300-bed hospital.

4. Why do nurses leave? Poor Management Lack of Upward Mobility
Too Many Tasks
Underpayment
Poor Benefits
Short Staffing

5. I am a MENTOR! Personal and Professional Journey
Product of effective mentoring
We all can be effective mentors
Hospitals and healthcare centers must develop and implement effective Mentoring Programs customized to meet organization’s needs

6. A gift that keeps on giving…
Nursing Mentorship
A gift that keeps on giving…

7. QUESTION What kind of a Mentor will you be?
Who in your past acted as a mentor to you, who really made a positive difference in your life?
Why do you think they took a special interest in you?
What qualities did you have that made them want to spend time with you or encourage you?
What was it that made each of them a great mentor?
What did these important people have in common?
What might these experiences teach you about how you want to be as a mentor?
What lessons can you take away from these role models?

8. Benefits of Mentoring Develops professional relationships
Improves communication and personal skills
Creates culture of continuous learning
Promotes succession planning/creation of talent pool
Gains better perspective of individual/organizational issues
Develops leadership and management qualities.
Assists with problem solving
Engages in a volunteering opportunity,
Encourages commitment to the organization
Enhances job satisfaction
Conveys to people that management values its nurses
Nurse Retention/Low Turnover

9. What is Mentoring? file:///.file/id=6571367.1031400
A fundamental method of personal development where one person inspires and invests time, energy, knowledge, and heart assisting the growth and development of another human being.
It is about guiding others in their personal & professional quest for growth through learning
It crosses management boundaries, age, culture, religion, and even personality.
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11. The delicate balance of mentoring someone is not creating them in your own image, but giving them the opportunity to create themselves.
~ Steven Spielberg

12. What is a Mentee?
A Mentee or Protégé is the recipient of the Mentor’s teaching, guidance, and support. He or she must be committed to growing personally and professionally, be receptive to new ways of learning, and have a sense of personal responsibility with his/her own growth & development.

13. What is a Mentor?
A Mentor is an experienced adviser, coach, facilitator, and counselor who facilitates the learning process for a Mentee and guides by building trust and modeling positive behaviors.

14. 10 Good Reasons to become a Mentor
You'll learn
You’ll improve your leadership and management skills
You’ll receive recognition from peers and superiors
You'll improve your communication skills
You'll have an opportunity to reflect on own practice
You'll feel more satisfied
You’ll get a new outlook on your own job
You’ll have more opportunities
You will develop professional relationships
You will expand your circle of networking

15. 10 Good Reasons to become a Mentee
You’ll gain self knowledge
You’ll have an opportunity to address individual learning needs
You’ll develop confidence in dealing with challenges and issues
You’ll receive honest feedback
You’ll increase individual visibility and recognition within the organization
You’ll expand your professional network
You’ll be exposed to new ideas and practices
You’ll enhance career advancement
You’ll receive support during times of change and transition
You’ll gain exposure to great advising, coaching, and teaching

16. Mentor Vs Teacher May coach/teach Does not necessarily mentor
Relational
Voluntary
More personal
Focusing on the future
Does not necessarily mentor
Functional
Typically paid
Professional
Focusing on the present

17. Building blocks of a Mentoring Program
Develop a Relationship of Trust
Clearly define Roles and Responsibilities
Establish Short and Long Term Goals
Recognize that both Failure and Success are powerful teachers
Remember that development matures over time
Mentoring is a joint venture
Mentoring relationship is voluntary for both Mentor and Mentee
Respect privacy and confidentiality
Practice Active Listening
Avoid lecturing or passing judgment
Sensitivity: be sensitive to cultural and gender differences
Collaborate to Solve Problems
Build Flexibility into the Program
Celebrate successful results

18. Stages of Mentoring Initiation Phase Working Phase Termination Phase
Become acquainted
Develop trust
Identify goals & objectives
Plan and implement
Working Phase
Primary stage of development
Active learning and coaching
Relationship matures into a strong friendship
Confidence grows
Termination Phase
End of relationship
Can decide to redefine relationship and continue
Relationship can evolve into a collegial relationship or social friendship

19. Mentoring Program Best Practices
1. Identify a goal or purpose for the program
This provides the mentors and mentees a foundation upon which they can build their relationships.
Successful Mentoring begins with setting a contract for learning around which the Mentor and the Mentee are aligned: what do they want to accomplish.

20. Mentoring Program Best Practices
2. Identify and train a Program Manager
Program manager (PM) plays a critical role.
PM helps develop & implement the program, including the process of matching mentors and mentees.
PM also monitors participants and provides them with support.
PM supports the program’s goals and reports outcome to upper management.
Send PM to a formal training as necessary.

21. Mentoring Program Best Practices
3. Provide training to new mentors and mentees
Offer formal orientation training and guidelines to new mentors and mentees who are about to enter a mentoring relationship.
Collaborate with other organization that has a mentoring program to obtain resources.
Invite experienced leaders to offer support with the training.

22. Mentoring Program Best Practices
4. Foster a safe mentoring environment
Mentoring guides participants in personal discovery, one where feelings, thoughts, & emotions come into play.
To gain trust, both the mentor and mentee must feel safe—safe with one another.
When mentors and mentees feel safe and trust one another, true and honest transformation can occur—for both of them.

23. Mentoring Program Best Practices
5. Provide mentoring resources
Create your own library of mentoring resources and share it with mentors and mentees as they enter the program. Utilize technology such as websites and apps.
PM to create a weekly or monthly newsletter to be sent out as regular communication to mentors and mentees focusing on relevant resources.
PM should also focus on mentoring program success story as inspiration and motivation to keep going.
Offer face to face meeting to enhance educational support.
Invite experienced speakers to give lectures to help in providing realistic information and resources.

24. Mentoring Program Best Practices
6. Evaluate Results
PM, Mentor, and Mentees should all evaluate the program.
Focus on what worked, what didn’t, and why.
Invite an external person to evaluate as necessary so you can gain fresh perspectives.
An experienced mentoring consultant can fairly evaluate your program and offer practical suggestions for improvement.
Restructure your process accordingly before your next program begins.

25. Mentoring Program Best Practices
7. Continuous Follow up and Feedback
Check in with mentors/mentees day post completion of program.
Provide continuous support and necessary resources.
Technology can play a huge role in business mentoring e.g. , smart phones, and video conferencing.
Re-evaluate the relationship periodically.

26. CASE STUDY: Jewish Home Mentoring Program
Successfully graduated over 200 nurses
Over 50% are currently in a higher position - internal or outside the organization
100% retention for the first year
90% continue to work and help even though they work for another organization
Attracted new nurses to join because of successful mentoring program

27. Thank You for Listening….
QUESTIONS?
Thank You for Listening….