4/5/2018 1 Utilizing Peer to Peer Mentoring to Develop Leadership Talent Stephanie Abbu, DNP, RN, CNML Neonatal Services Clinical Business Coordinator Objective After attending this presentation / discussion, the conference participant will be able to: • describe effective mentoring relationships • summarize opportunities to mentor the next generation of nurses and nurse leaders I have no actual or potential conflict of interest in relation to this program / presentation.
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Utilizing Peer to Peer Mentoring to Develop Leadership Talent · to Develop Leadership Talent Stephanie Abbu, DNP, RN, CNML Neonatal Services Clinical Business Coordinator ... •Recipient
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4/5/2018
1
Utilizing Peer to Peer Mentoring to Develop Leadership Talent
Stephanie Abbu, DNP, RN, CNML
Neonatal Services Clinical Business Coordinator
Objective
After attending this presentation / discussion, the conference participant will be able to:
• describe effective mentoring relationships
• summarize opportunities to mentor the next generation of nurses and nurse leaders
I have no actual or potential conflict of interest in relation to this program / presentation.
4/5/2018
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• Nursing Shortage
• Healthcare changes
• US population
• Financial impact
• Recruitment and retention
• Nurse Residency Programs
Introduction
Evaluation of Evidence
• Reasons to focus on retention
• Turnover intent
• Benefits of mentoring
Mentorship
• Preceptor - an instructional role
– Goal: to improve performance / evaluate competence
– Formal teaching
– Lasts for specified amount of time
• Mentor - An advisory role
– Goal: to counsel or guide
– Unstructured process
– Lasts for an unspecified amount of time
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What Is A Mentor?
• Role-Model
• Envisioner
• Energizer
• Supporter
• Challenger
• Teacher
• Feedback Giver
• Idea Bouncer
• Problem Solver
• Counselor
Desired Mentor Qualities• WILLING
• Has a sense of humor
• Excellent communication skills
• Provides trust in relationship
• Acts in a non-threatening manner
• Encourages peer relationships
• Encourages questions
• Helps mentee focus on the future
• Recognizes and communicates accomplishments
• Offers constructive, open feedback
• Views mentee’s weakness as opportunities
• Guides the mentee over barriers
• Provides a safe haven for exploration and risk-taking
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Desired Mentee Qualities• Is open and eager to learn—ambitious
• Puts time and energy in process
• Takes initiative
• Respects time and effort of mentor
• Asks for assistance
• Acts on information from mentor
• Recognizes when needs further development
• Able to accept feedback
• Demonstrates commitment to the relationship
• Accepts responsibility for own development
Mentoring BenefitsMentor• Intrinsic benefits of teaching
• Development of professional colleagues
• Development of self-awareness
• Development of interpersonal relationships
• Stimulation to question practice
• Opportunity to leave a legacy
• Supporting retention
• Succession planning
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Mentoring BenefitsMentee• Familiarization with organizational culture
• Recipient of one-to-one nurturing
• Assistance with career development
• Open communication without fear of repercussion
• Increased self-confidence
• Sense of belonging
• Development of problem-solving skills
• FUN
Sense of Belonging
Doctoral Translational Project Aim
To determine the degree to which implementation of a peer to peer mentoring program affected job satisfaction, intent to stay, mentor competence, and mentor self-efficacy
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Background
• 96 bed Level IV Neonatal Intensive Care Unit (NICU)
• Bandura, A. (1997). Self-efficacy: The exercise of control. New York: W. H. Freeman and Company.
• Barnett, J. S., Minnick, A. F., & Norman, L. D. (2014). A description of U.S. post-graduation nurse residency programs. Nursing Outlook, 62(3), 174-184. http://dx.doi.org/10.1016/j.outlook.2013.12.008
• Buerhaus, P. I., Auerbach, D. I., & Staiger, D. O. (2007). Recent trends in the registered nurse labor market in the US: Short-run swings on top of long-term trends. Nursing Economics, 25(2), 59-66. Retrieved from http://www.medscape.com/viewarticle/556417
• Fiedler, R., Read, E. S., Lane, K. A., Hicks, F. D., & Jegier, B. J. (2014). Long-term outcomes of a post baccalaureate nurse residency program. The Journal of Nursing Administration, 44(7/8), 417-422. http://dx.doi.org/10.1097/NNA.0000000000000092
• Fleming, M., House, S., Hanson, S., Yu, L., Garbutt, J., McGee, R., Kroenke, K., Abedin, Z., & Rubio, D. M. (2013). The mentoring competency assessment: validation of a new instrument to evaluate skills of research mentors. Academic Medicine, 88(7), 1002-1008. http://dx.doi.org/10.1097/ACM.0b013e318295e298
• Halfer, D. (2011). Job embeddedness factors and retention of nurses with 1 to 3 years of experience. The Journal of Continuing Education in Nursing, 42(10), 468-476. http://dx.doi.org/10.3928/00220124-20110601-02
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