FUNDAMENTALS OF MENTORING Dan Kirkpatrick, MSN, RN College of Nursing and Health Wright State University FUNDAMENTALS OF MENTORING Dan Kirkpatrick, MSN,

FUNDAMENTALS OF FUNDAMENTALS OF MENTORINGMENTORING

Dan Kirkpatrick, MSN, RNDan Kirkpatrick, MSN, RNCollege of Nursing and HealthCollege of Nursing and Health

Wright State UniversityWright State University

MENTORINGMENTORING

OBJECTIVESOBJECTIVES- Define Mentoring- Define Mentoring

- Describe The Evolution Of - Describe The Evolution Of MentoringMentoring

- Identify A Model And Phases Of- Identify A Model And Phases Of

Mentoring RelationshipsMentoring Relationships

- List Areas Of Potential Concern In- List Areas Of Potential Concern In

Mentoring RelationshipsMentoring Relationships

- Describe Strategies/Tools For- Describe Strategies/Tools For

Developing/Maintaining Developing/Maintaining MentoringMentoring

RelationshipsRelationships

DEFINITION:DEFINITION:

Mentoring occurs when a senior person Mentoring occurs when a senior person (the mentor), in terms of experience, (the mentor), in terms of experience, undertakes to provide information, undertakes to provide information, advice, and emotional support for a junior advice, and emotional support for a junior person (the protégé) in a relationship person (the protégé) in a relationship lasting over an lasting over an extended period of timeextended period of time and marked by substantial emotional and marked by substantial emotional commitment by commitment by bothboth parties. If the parties. If the opportunity presents itself, the mentor opportunity presents itself, the mentor also uses both formal and informal means also uses both formal and informal means of influence to further the career of the of influence to further the career of the protégé.protégé.

EVOLUTION OF MENTORINGEVOLUTION OF MENTORING

Mentoring was initially Mentoring was initially viewed as simply the viewed as simply the ““The The sharing or transferring of sharing or transferring of informationinformation””

Mentoring is now seen as Mentoring is now seen as ““the facilitation or the facilitation or development of a learning development of a learning relationshiprelationship””, not “what to , not “what to think” but “how to think”think” but “how to think”

MENTORING AND MENTORING AND LEADERSHIPLEADERSHIP

Business World – Business World – active active mentoring programsmentoring programs

Healthcare Leaders – Healthcare Leaders – historically poor at mentoringhistorically poor at mentoring

MENTORING AND MENTORING AND LEADERSHIPLEADERSHIP

Question: Why DonQuestion: Why Don’’t We in t We in Healthcare Mentor Our Healthcare Mentor Our Staff??Staff??

Answers: Answers:

1) Lack of Time1) Lack of Time

2) Lack of 2) Lack of Education/Understanding of Education/Understanding of the Mentoring Processthe Mentoring Process

KRAMKRAM’’S MENTORING MODELS MENTORING MODEL

PROTEGEPROTEGE

MENTORING PROCESSMENTORING PROCESS

CAREER CAREER PSYCHOSOCIALPSYCHOSOCIAL

FUNCTIONS FUNCTIONSFUNCTIONS FUNCTIONS

SPONSORSHIPSPONSORSHIP ROLE MODELINGROLE MODELING

VISIBILITYVISIBILITY ACCEPTANCE &ACCEPTANCE &

COACHINGCOACHING CONFIRMATIONCONFIRMATION

PROTECTIONPROTECTION COUNSELINGCOUNSELING

CHALLENGINGCHALLENGING FRIENDSHIPFRIENDSHIP

ASSIGNMENTSASSIGNMENTS

PHASES OF THE PHASES OF THE MENTORING MENTORING RELATIONSHIPRELATIONSHIP

InitiationInitiation

CultivationCultivation

SeparationSeparation

RedefinitionRedefinition

ISSUES AND CONCERNS IN ISSUES AND CONCERNS IN MENTORINGMENTORING

CROSS-GENDER MENTORINGCROSS-GENDER MENTORING

CHAIN-OF-COMMAND MENTORINGCHAIN-OF-COMMAND MENTORING

DEVELOPING MENTORING DEVELOPING MENTORING RELATIONSHIPSRELATIONSHIPS

FORMAL VS INFORMAL MENTORINGFORMAL VS INFORMAL MENTORING

APPROACHING A MENTORAPPROACHING A MENTOR

APPROACHING A PROTEGEAPPROACHING A PROTEGE

How To MentorHow To Mentor

DoDo’’s and Dons and Don’’tstsDO: Meet on a regular basisDO: Meet on a regular basis

During work hours if During work hours if possiblepossible

After work hours if After work hours if necessary (in public)necessary (in public)

DONDON’’T: Meet in private with T: Meet in private with individuals after hoursindividuals after hours

How To MentorHow To Mentor

DoDo’’s and Dons and Don’’tsts

DO: Occasionally have anDO: Occasionally have an

agenda/homework/specific agenda/homework/specific taskstasks

DONDON’’T: Schedule just a Chit T: Schedule just a Chit ChatChat

sessionsession

Ways To MentorWays To Mentor Start a mentoring education programStart a mentoring education program Encourage participation at formal Encourage participation at formal

events, i.e. company dinners. Sit with events, i.e. company dinners. Sit with protégé, introduce them to senior staff protégé, introduce them to senior staff during breaks.during breaks.

Encourage protégé to take on Encourage protégé to take on organization-wide projects - then help organization-wide projects - then help them!them!

Provide in-depth career counselingProvide in-depth career counseling Start a mentoring award programStart a mentoring award program

Hints to MentoringHints to Mentoring

#1 Listen!!!!!!!!!!!!#1 Listen!!!!!!!!!!!! #2 Get to know your mentor/protégé#2 Get to know your mentor/protégé #3 Role model behavior to protégés#3 Role model behavior to protégés

– Be visible in your organizationBe visible in your organization– Be a joiner: professional organizations, Be a joiner: professional organizations,

community activitiescommunity activities #4 Consider #4 Consider ““groupgroup”” mentoring mentoring

How To Improve How To Improve Mentoring In Our FacilityMentoring In Our Facility

Make facilitative mentoring a part Make facilitative mentoring a part of your organizational cultureof your organizational culture

Reward outstanding mentorsReward outstanding mentors Be a mentor!!!Be a mentor!!!

Mentor/ProtégéMentor/Protégé““DoDo’’s and Dons and Don’’tsts””

Mentor Mentor ““DoDo’’ss””Be Available/Be PreparedBe Available/Be Prepared

Convey Respect & ConfidenceConvey Respect & Confidence

Focus on ProtégéFocus on Protégé

Ask QuestionsAsk Questions

Track ProgressTrack Progress

Identify StrengthsIdentify Strengths

Give FeedbackGive Feedback

ReassessReassess

Mentor/ProtégéMentor/Protégé““DoDo’’s and Dons and Don’’tsts””

Mentor Mentor ““DonDon’’tsts””Promote Your Own AgendaPromote Your Own Agenda

Use Your Protégé as Use Your Protégé as ““Free LaborFree Labor””

Take Credit for Their WorkTake Credit for Their Work

Make a Make a ““Clone of YourselfClone of Yourself””

Smother Your ProtégéSmother Your Protégé

Mentor/ProtégéMentor/Protégé““DoDo’’s and Dons and Don’’tsts””

Protégé Protégé ““DoDo’’ss””Be PunctualBe PunctualFollow ThroughFollow ThroughSet AgendasSet AgendasCommunicate With Your MentorCommunicate With Your MentorAccept CritiqueAccept CritiqueConvey RespectConvey RespectAccept ChallengesAccept ChallengesShow AppreciationShow AppreciationReassessReassess

Mentor/ProtégéMentor/Protégé““DoDo’’s and Dons and Don’’tsts””

Protégé Protégé ““DonDon’’tsts””Avoid DecisionsAvoid Decisions

Rely Exclusively on Your MentorRely Exclusively on Your Mentor

AcquiesceAcquiesce

Over-IdealizeOver-Idealize

Avoid Following-ThroughAvoid Following-Through

TOOLS TO ENHANCE TOOLS TO ENHANCE MENTORINGMENTORING

1.1. Presence of Mentoring Presence of Mentoring QuestionnaireQuestionnaire

2.2. Mentoring PowerPoint PresentationMentoring PowerPoint Presentation

3.3. Staff Skills WorksheetStaff Skills Worksheet

4.4. Colin PowellColin Powell’’s Rules and Lessonss Rules and Lessons

5.5. Mentoring ListMentoring List

6.6. Mentoring Reference ListMentoring Reference List

MENTORING TOMORROWMENTORING TOMORROW’’SS LEADERS & CLINICIANS LEADERS & CLINICIANS

““Mentoring is a ongoing Mentoring is a ongoing process, not an end result. process, not an end result.

It involves commitment, It involves commitment, energy, and a desire to see energy, and a desire to see the best of ourselves in the best of ourselves in othersothers””