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

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Presentation on theme: "Mentorship Based on the June 2008 WOCN Pre-Conference Session Bernie Cullen, MSN CWON CNAA BC."— Presentation transcript:


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

3 2 Ways To Gain Wisdom... 1.By one’s own experience(s) 2.By walking with one who has already made the journey and is willing to share

4 Confused Over Terminology?? PRECEPTOR? MENTOR? COACH? Mentee? Protégé? Student?

5 What is a Preceptor? “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

6 What is 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 a journey because the relationship unfolds over an extended period of time

7 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%

8 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

9 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

10 ....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

11 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

12 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

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

14 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

15 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

16 Adult Learning & Mentoring 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

17 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

18 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

19 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?

20 How To Be A Successful Mentor Interpersonal –Amiable –Patient –Empathetic –Honest –Self-confident –Friendly

21 …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

22 …How To Be A Successful Mentor Cont. Awareness of 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

23 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

24 …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

25 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 ?

26 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

27 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

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

29 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

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

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

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

33 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 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 Sigma Theta Tau. (2002). Mentoring inspires next generation of leaders. Retrieved March 28, 2005 from http://www.nursingsociety.org

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