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Starting practice right: a look into a new graduate mentorship program  

Starting practice right: a look into a new graduate mentorship program  . By Sharon Fassino, NNP-BC Suzette Stone, PNP-BC . Introductions. Nothing to Disclose . Share experiences. Have you had a mentor in the past? What did you take away from that experience? . Objectives.

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Starting practice right: a look into a new graduate mentorship program  

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  1. Starting practice right: a look into a new graduate mentorship program   • By • Sharon Fassino, NNP-BC • Suzette Stone, PNP-BC

  2. Introductions • Nothing to Disclose

  3. Share experiences • Have you had a mentor in the past? • What did you take away from that experience?

  4. Objectives • 1. Discuss mentoring process of new graduates for advance practice providers • 2. Overview of mentor programs for new graduates advance practice providers • 3.  Review results of mentorship program at TCH: what we have learned?

  5. History of Mentoring • Greek Mythology • Athena, Goddess of Wisdom • Guided & nutured the future King, while dad was away in the Trojan War • Demonstrated this intense relationship between novice and expert

  6. What is mentoring? • "Mentoring is to support and encourage people to manage their own learning in order that they may maximize their potential, develop their skills, improve their performance and become the person they want to be." • Eric Parsloe, • The Oxford School of Coaching & Mentoring

  7. Mentoring Concept Within Nursing • The CNA (2004) states, • "Mentoring involves a voluntary, mutually beneficial and usually long-term professional relationship. In this relationship, one person is an experienced and knowledgeable leader (mentor) who supports the maturation of a less-experienced person with leadership potential (mentee)"

  8. Preceptor Versus Mentor • Preceptor is clinically focused • Mentor will assist in: • Adapting to new work environments • Enriches clinical practice with a deeper holistic focus on nurturing • Mentoring can stimulate new perspectives • Self concept • Expand vision of health care system • Broaden role definition • (Morton-Copper & Palmer, 1993’ Verdjo, 2003)

  9. Meta-Analysis of Mentoring • Voluntary • Intense • Committed • Extended • Dynamic • Interactive • Supportive • Trusting relationship between two people • Mutuality Hayes, 2005

  10. Theoretical Framework for Professional Growth Novice Benner Expert Role Success Professional Socialization

  11. Definition of Mentor by Hayes, 2005 • Promote the newcomer’s career advancement, educational and personal development. The desired outcome of the process are meeting goals, role fulfillment, and self-efficacy for the novice.

  12. Mentoring Styles COACHING GUARDIAN STRETCH NURTURE MENTOR Stretching Challenging NETWORKING COUNSELING

  13. Mentor Life Cycle Process Prepare Celebrate Begin Continue

  14. Prepare Prepare • Assess the “Need” or “Added Value” • Interest Based Relatioships • Size of Institution • Mapping Career • Develop Strategic Plan • Involve Stakeholders • Create Bylaws and Committee • Choose Training Materials

  15. Begin BEGIN Define Program Find Committed Mentors Evaluate the Match Align expectations Goals Every New Hire Monthly Meetings Objectives Networking Mentorship Professional Support

  16. Continue Continue • Monthly 1:1 Meetings • Use Monthly Format Questions • Group Meetings • Topics not introduced in school • Program Administration • Monitor Progress with Individuals • Monitor Progress with Group

  17. Celebrate Celebrate • Evaluate the success/ challenges • Right Fit (Interest, Personality, Experience) • End formalized relationship • One Year Mark • Recruit Mentees to Mentor • Ongoing • Easier with Success • Professional Credit • Credentialing/ Re-certification • Professional Practice Model : Organization Priorities or Building Strategic Relationships • Storytelling

  18. Why mentoring forAdvance Practice ? • State of the science: Program Outcomes • Different Models

  19. Why mentoring forAdvance Practice ? • Staff Satisfaction, multiple studies • Leadership Development • Increased Productivity, Brown & Olshansky • Quality of Care Briggs,Simpson, & Rayens, 2001 • 70% of NPs wanted Verbal feedback on charting, Sheahan et al, 2001 • Retention of employees, Schaffer, Tallarica & Walsh, 2009 • Greene and Puetzer (2002) state that the mentor may introduce the new staff nurse to the philosophies, goals, policies, procedures, and professional developmental challenges within a new work environment.

  20. Areas of Mentoring Advance Practice • On-boarding • Research • Quality Improvement • Leadership

  21. Different Models Within TCH • APP to APP • MD to APP • APP Leader to APP • Informal versus Formal

  22. Mentor-Mentee Relationship

  23. Characteristics Of Mentor • Confidential • Motivator • Subject Matter Expert • Non- judgmental • Visionary for Mentee Potential • Integrity Urge to give back to the profession or institution by bringing along newcomers !

  24. Foundation of Mentoring • Establish goals • Manage Meeting Process • Build Trusting Relationship • Receptive to open & honest feedback • Apply key learning into action

  25. Watson’s Theory of Human Caring • Caring Moment promotes interpersonal learning • “driven by moral intention to preserve human dignity” • Creating opportunities to mutually learn from one another • “ A caring environment is one that offers the development of potential while allowing the person to choose the best action for himself or herself at any given point in time.” • - #6 of the 7 assumptions of care

  26. Establishing the 1st Meeting • Establish expectations • Define Confidentiality • Determine Meeting Schedule • Determine how you will evaluate the mentor-mentee relationship

  27. Follow- up Meetings • What do you want to discuss today ? • What success or achievements have you experienced since we last met? • What insights, conclusions, or lessons have you noted? • What challenges are you facing? • What actions need to be taken before our next meeting?

  28. Stages of Mentorship Initiation • Shaffer et al, 2000 Cultivattion Separation Redefinition

  29. Cautions for Mentors • Allow dependency to develop • Monitor Biases • Be realistic with availability • Know your own preferences

  30. Role of a Mentor • Listener • Observer • Storyteller • Sounding Board • Confidant • Encourager • Relationship is driven by the mentee

  31. Characteristics of Mentoring Effectiveness • Encourage broader/strategic thinking • Understand the story behind the story • Challenge assumptions • Focus on core issues • Look for trends and patterns • Mode of Accomplishing • Ask powerful questions that provide insight beyond the current context • Demonstrate Powerful Listening • Confirm Understanding

  32. Evaluating Mentoring Programs • What we have learned • Participants motivation and understanding of expectations are vital • Pairing should be made on mutual interest • A facilitator for the program is necessary • Each relationship is unique • Mentors begat mentors • Challenges/Obstacles • Time restraints • Conflicting priorities • Short Staffing

  33. Successes • Individual Relationships • APP - APP • APP - MD • Mentor Assessment Tool

  34. Vision for the Future • Wide Open • Adopt Across the TCH House • Develop Institutional Curriculum • Develop APP Leadership Mentoring • Consolidate Resources

  35. Questions ????

  36. References • Battista, V. (2008). The value of a mentor, there’s always something more to learn. Advance for Nurse Practitioner, 6,109-117. • Farwell, A.L. (2009). Practitioner preceptors: a shortage of willing mentors. Journal of Pediatric Practitioners, 23, 198-200. doi:10.1016/j.pedhc.2009.02.009;10.1016/jpedhc.2009.02.009 • Haidar, E. (2007). Coaching and mentoring nursing students. Nursing Management, 14, 32-35. doi:10.7748/nm2007.12.14.8.32.c8241 • Halloran, L. (2007). Finding a mentor, you need more than one. Advance for Nurse Practitioners, 15,81-88. • Harvard Business School. www.hbsp.harvard.edu • Hayes, E.F. (2005). Approaches to mentoring: how to mentor and be mentored. Journal of American Academy of Nurse Practitioners, 17, 442-445. doi:10.1111/j.1745-7599.2005.0068.x • Hill, L.A., & Sawatzky, J.A. (2011). Transitioning into the nurse practitioner role through mentorship. Journal of Professional Nursing, 27, 161-167. doi:10.1016/j.profnurs.2011.02.004;10.1016/j.profurs.2011.02.004 • Goleman, D., McKee, A., & Boyatzis, R. (2002). Primal leadership: realizing the poer of emotional intelligence. Boston, MA: Harvard Business School Press. • Poronsky, C.B. (2012). A literature review of mentoring RN-to-FNP transition. the Journal of Nursing Education, 51, 623-631. doi:10.3928/01484834-20120914-03;10.3928/01484832-20120914-03 • Zannini, L., Cattaneo, C. Brugnolli, A., & Salani, L. (2011). How do healthcare professionals perceive themselves after a mentoring programme? a qualitative study based on the reflective exercise of writing a letter to yourself. Journal of Advancing Nursing, 61, 1800-1810. doi: 10.111/j.1365-2648.2011.05615.x

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