1. The What? Why? And How? Of Mentorship Amy Sims, MBA/MSN/HCM, RN

2. 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.

3. Learning Objectives (cont.) Describe potential pitfalls of a mentorship program. Identify characteristics of a successful mentor. Identify characteristics of a successful mentee.

4. Why a Hot Topic Baby boomers (www.aacn.nche.edu/Media/backgrounders/s hortagesfacts.htm)www.aacn.nche.edu/Media/backgrounders/s hortagesfacts.htm New and replacement nurses (www.bls.gov/news.release/ecopro.toc.htm)www.bls.gov/news.release/ecopro.toc.htm How to retain nurses at the bedside

5. 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).

6. 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).

7. 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).

8. Pitfalls of a New Program Communication Credibility Lack of support from leaders Moving too fast Lack of inclusiveness (Zachary, 2005)

9. Our Mentorship Program Proposal to Patient Care Services Multi-disciplinary team

10. 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.

11. 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.

12. 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.

13. 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.

14. The Development Process Make-up of Steering Committee Meetings and work- 15 Challenges (Zachary, 2000).

15. Challenges Already Addressed Challenge One – Define the purpose Challenge Two – Support of Senior Management Challenge Three – Name the program and the participants

16. 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.

17. Challenges Already Addressed Challenge Seven – Developing a protocol for pairing right mentor with right protégé. Challenge Eight – Building a mentor education and training program.

18. 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.

19. 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

20. Remaining Challenges Challenge Fifteen – Anticipate mentoring casualties (affecting individual mentoring relationships).

21. Questions or Comments?

22. 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/s hortagefacts.htm

23. 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.