In healthcare, mentoring matters. It helps professionals develop needed skills and confidence, encourages career advancement, promotes ongoing learning and relationship building and provides multidisciplinary collaboration, engagement and more. Cleveland Clinic is a non-profit academic medical center.
- Advertising on our site helps support our mission.
- We do not endorse non-Cleveland Clinic products or services Policy “Mentoring is important because there is so much to learn from each generation,” says Alexis Beal, RN.
- With mentoring, it’s not a teacher and a student.
- It’s a double line of open communication that is based on a relationship.” Beal, who has been a registered nurse for nearly five years, participates in Cleveland Clinic’s Mentoring Resource Center, which launched in July 2021, and is the health system’s first formal global employee mentoring program.
She has had two mentors in the program — her current being Executive Chief Nursing Officer (ECNO) Meredith Foxx, MSN, MBA, APRN, NEA-BC, By participating in the formal mentoring program, Beal has made inspiring connections with other professionals, benefited from numerous job shadowing experiences, and opted to advance her education and become a clinical nurse specialist (CNS).
- My mentor took all my past experiences and my passions and told me I would make a great CNS.
- At the time, I didn’t even know what a CNS was,” Beal says.
- She set me up to shadow a CNS and a nurse practitioner so I could see the difference between the positions.
- I had a phone conversation with another CNS who then suggested I shadow three more.” From there, Beal says, she was accepted into Cleveland Clinic’s MAGNUS Experience, in which clinical nurses participate in thought-provoking discussions about leadership potential.
And this fall she will be going back to nursing school to become a CNS. These types of opportunities are exactly what Mentoring Resource Center creators hoped the program would deliver. And not just for new healthcare professionals, but for everyone, no matter where they are in their career.
- Nurse Manager Tonya Moyse, RN, used the Mentoring Resource Center to help empower her professional development and gain insight and knowledge about Cleveland Clinic career paths.
- Being in my professional field for more than 23 years, I was initially apprehensive about what value or benefit I would gain,” Moyse said.
“To my surprise, I found being a mentee to be incredibly helpful.” Ja’Net Colbert, Program Manager for Cleveland Clinic’s Mandel Global Learning and Leadership Institute, says the primary goal of the Mentoring Resource Center is to invest in caregivers by offering connections that help them learn and grow.
What is the importance of mentoring?
Mentoring brings value at many levels for mentees, mentors, supervisors and the organization for which they work. – Mentees have an opportunity to gain practical knowledge and insight from a seasoned employee who has achieved a level of expertise they aspire to attain.
Why Mentoring Works > We do most of our learning from observing successful and unsuccessful models. > We respond well to positive reinforcement from certain people. >We learn from having “mastery experiences,” leaping ahead in our learning when we master something difficult.
What are the benefits of mentoring in clinical practice?
Enables the mentee to develop their personal effectiveness by learning about their development needs and understanding their strengths. As a mentee, the mentor will give feedback on performance, ideas, development progress, etc.
What is the importance of being a mentor in nursing?
How Do I Find a Nursing Mentor? – There are many ways you can find a nurse mentor: Internally through a formal program provided by your facility, or externally, through taking advantage of nursing associations or nonprofit organizations. You can also choose your own nursing mentor.
- American Nurses Association (ANA)
- National Mentoring Partnership
- Sigma Global Nursing Excellence
- Pass the Torch for Women
- American Association for Nurse Practitioners
- American Organization for Nursing Leadership
What skills do you gain from mentoring?
Mentors can develop leadership skills and gain a personal sense of satisfaction from knowing that they’ve helped someone. Mentees can expand their knowledge and skills, gain valuable advice from a more experienced person, and build their professional networks.
What are the three R’s of mentoring?
Start here with the 3 Rs: Relevance, Rapport, Reciprocity. – 1) Relevance: This is usually known by its close cousin: “what’s in it for me?” My client Susan was trying to influence Gary taking into account what she wanted, and, of course, the importance to the company – from her point of view.
- She missed entirely the relevance to Gary: what he wanted, what was in it for him, the importance to the company from HIS point of view.
- Until she got that right, he listed to her like one of the characters in the peanuts cartoons listening to the adults: “wha wha wha wha.” The best strategy to gain relevance is listening.
Listen to discover their concerns, their interests. Listen to find out what motivates them. Susan had tried to get Gary to understand the importance of consistency from a marketing point of view. Absolutely correct, but not interesting to Gary! When she began listening, Susan noticed that Gary got really passionate when the topic of his new sales incentive program came up.
- When she took the time to tailor her marketing guidelines to his new program, he got very interested.
- Eeping in mind what he cared about, she focused on showing him that if he adhered to the guidelines he could piggyback on existing material and get more effort from the corporate marketing team.
- Also, since Gary liked to be seen as a creative type, she brought in one of her team members who gave him some creative ways to package the same material.
Gary is quickly becoming an ambassador for Susan’s priorities, and Susan has seen first-hand the value of relevance.2) Rapport: Sometimes people will do things for you because you’re brilliant. More often they will do things for you because they like you.
You need to build rapport – affinity and trust with others. The key here is making connections with others early and often – before you have any need to influence. One key to rapport-building: Look for common ground. It can be hard to know what to talk about with others if you don’t have a specific project together.
When you look for common ground, you can build rapport with anyone you see in a meeting for the first time or sit with in the corporate cafeteria. This can be professional – how their job and your job intersect – or personal – one of my clients recently built rapport by talking about her Wii Fit! 3) Reciprocity: All organizations – and indeed all people – function with a kind of barter system.
- You help them.
- They help you.
- People are squeamish about this, preferring politely not to mention it.
- And yet this exchange is just human nature – how often have you “given in” on the question of where to go to dinner so that you “get to choose” which movie you see? Of course it’s more complex in your company; the trick is finding out what others value, want and need, and if you can give it to them.
The first step is to think about what you have to offer – literally make a list of your “currencies.” You may not have job opportunities or more money to offer. But remember, people also value enthusiasm and encouragement, ability to get something done, recognition, inspiration, collaboration, and even simply a good listener.
When you write down what you have to offer your colleagues, both senior, peers and juniors, it’s more likely it will be top of mind and you will be ready to “exchange” when you need to. Influence is a process, not an event. Influence is one of the most important tools to help you move forward. Start now.
Pick one R you want to work on and pick one thing you will do to increase your Relevance, Rapport or Reciprocity. Let me know what you decide to work on and how it goes!
What are the 3 C’s of mentorship?
Clarity, Communication, Commitment – the key to successful mentoring programmes.
What are the wellbeing benefits of mentoring?
3. Increasing self-confidence – Mental health charity Mind says: ‘ while low self-esteem isn’t a mental health problem in itself, they are closely linked’, An increase in confidence can therefore positively impact mental health, and help to challenge those limiting assumptions about ourselves that mental health issues cause us to feel.
- Those with mentors frequently report an increase in their self-confidence, particularly as they feel supported in their decisions and career path.
- Mentoring relationships are a safe space for mentees to explore new ideas and grow without fear of judgement, as well as receive reassurance from someone they admire.
These factors naturally work to increase their confidence in themselves, and so can really help to tackle mental health issues such as depression. Mental health issues feed off limiting beliefs about ourselves. Feelings of worthlessness and futility are closing linked with depression, and so investing in building the self-confidence and self-esteem of your employees is a highly effective way of improving mental health across your workforce.
What is the purpose and practice of a mentor?
The knowledge, advice, and resources a mentor shares depend on the format and goals of a specific mentoring relationship. A mentor may share with a mentee (or protege) information about his or her own career path, as well as provide guidance, motivation, emotional support, and role modeling.
A mentor may help with exploring careers, setting goals, developing contacts, and identifying resources. The mentor role may change as the needs of the mentee change. Some mentoring relationships are part of structured programs that have specific expectations and guidelines: others are more informal. The concept of mentoring is simple, but successful implementation can be challenging.
A document on disability issues posted by the American Psychological Association lists characteristics of effective mentoring to include “the ability and willingness to
value the mentee as a person; develop mutual trust and respect; maintain confidentiality; listen both to what is being said and how it is being said; help the mentee solve his or her own problem, rather than give direction; focus on the mentee’s development and resist the urge to produce a clone.”
For more information about mentoring, visit:
The National Center on Secondary Education and Transition’s Mentoring Youth in Transition Mentoring and Peer Support for People with Disabilities by DO-IT
What is the most important role of a mentor?
Accomplish Goals – When you want to become a mentor, or if you’re looking for a person to mentor you, the first thing in a mentor’s mind is to help their mentees accomplish their goals. There are several responsibilities that mentors have, but the end goal is always to help their mentee accomplish their objectives.
- Some of the responsibilities of mentors are: to provide guidance, advice, feedback and support to the mentee.
- As well as serving as their role model, teacher, counselor, advisor, sponsor, advocate and ally.
- You will provide them with all their tools to be able to become a better version of themselves.
Rich Rudzinski, Oversight
What are the 5 C’s of mentoring?
Striving for Contribution: The Five Cs and Positive Effects of Cross-Age Peer Mentoring This article explores the relationship between cross-age peer mentoring and positive life outcomes as defined by the Five Cs: competence, character, confidence, connection, and compassion.
- Qualified high school juniors and seniors were randomly assigned groups of 4-5 freshmen to mentor through the challenges of transitioning to secondary school.
- Through a qualitative interview process, 12 former mentors discuss the benefits they have experienced in their lives as college students or productive members of the workforce, ranging from 1-4 years removed from the experience.
All mentors found some value to the program as outlined by the Five Cs. Descriptors: Mentors, Peer Teaching, Cross Age Teaching, High School Students, Qualitative Research, Interviews, Student Attitudes, College Students, Program Effectiveness, Employees, Competence, Individual Characteristics, Values, Self Esteem, Interpersonal Relationship, Altruism, Questionnaires Routledge.
What are the 5 stages of mentoring?
Skip to content Mentoring is a professional and personal growth connection between two persons. A “mentor” is usually a more experienced person who offers his or her expertise, experience, and guidance to a “mentee.” A mentor helps you grow as a person by assisting you in becoming the finest version of yourself.
- This could include assisting you in achieving your personal or professional objectives, introducing you to new ways of thinking, challenging your limiting beliefs, sharing life lessons, and much more.
- Mentoring relationships are based on trust, confidentiality, mutual respect and sensitivity.
- Mentoring facilitates knowledge transmission by allowing people to learn from one another.
Mentoring is crucial in every aspect of our life as it helps us gain various life skills needed for one to succeed. Contemplation, initiation, facilitating growth and maintenance, decline and dissolution and redefinition are the five stages of mentoring.
What are the 5 levels of mentoring?
Contemplation is the first sage of a mentoring relationship between the mentor and mentee. While no two relationships develop in the exact same way, mentoring relationships tend to follow five stages: contemplation, initiation, growth and maintenance, decline and dissolution, and redefinition.
- Michigan State University Extension recommends volunteers and youth learn about the five stages of relationship development in mentoring prior to being matched.
- This helps all parties develop more realistic expectations prior to entering the relationship.
- It’s important to note that in real life, two people don’t often neatly progress through relationship stages.
They may skip steps, move backward or frequently flip-flop between two stages. There is also no timeline for when relationships should progress – matches need to move at a rate that is comfortable for the mentor and mentee. During the first stage, contemplation, the potential mentor or mentee considers entering a mentoring program.
- During this stage, interested parties learn about the program and determine whether it is a good fit.
- They begin to picture themselves in the role of mentor or mentee and decide if they want to proceed.
- If they do, this stage continues through the application, screening and training process.
- Volunteers, youth, parents and guardians will then begin to form expectations for the match.
This is a time for planning and considering what the relationship will look like. Often times, mentors receive more information and training than young people during this stage. This can help them set realistic expectations. Young people sometimes receive less pre-match orientation and training and have the potential for staying in this stage for a significant time as waiting lists for mentors can be long.
- Parents and mentoring staff can ease nerves during this stage by talking about the expected timeline and providing answers to the young person’s questions.
- It is important to recognize that mentors or mentees may have feelings of excitement or anxiety during the contemplation stage.
- This is normal.
- Meeting your new mentor or mentee can be compared to starting a new job or meeting the family of a significant other for the first time.
In both of these cases, you are embarking on a new experience and want to make a good impression. You are vulnerable and may be hopeful or concerned depending on your past experiences. There will likely be some nervousness until the match is made and this stage ends.
What is clinical mentoring?
Clinical mentorship is a system of practical training and consultation that fosters ongoing professional development of mentees to deliver sustainable high-quality clinical care.
What is the key benefits to mentoring and coaching?
What are the benefits of coaching and mentoring employees? Coaching and mentoring an employee makes them more valuable to your organisation by developing and enhancing their skills—both professionally and personally. By being interested in the growth of your staff, you’re showing them that you care about their progress.
And this can increase their loyalty to you, Some businesses coach and mentor. Some choose one method over the other. So what’s the difference? Generally in the workplace, coaching an employee is a shorter, more specific affair. For example, you might be coaching a group of trainees on how to make sales calls in line with your company’s tone and strategy.
This requires the passing on of particular knowledge—so who better than a confident speaker who has an expertise of the skill? The benefits of mentoring in the workplace Mentoring is a longer process than coaching. A senior employee will attach to one or a group of junior employees, and have frequent one-to-one sessions to monitor progress over, say, a six-month period,
During this time, they’ll concentrate on a range of skills—both soft and hard skills. The mentor will form a relationship with their mentees, be available for any queries, and report to you with each employee’s progress. Observing your employees as they grow over a long period can help you make crucial business decisions, such as aligning the career path of an employee with their strongest skills for your business.
Staff with better training perform better. They bring in more revenue and make it easier for your business to pay for coaching overheads. The benefits of coaching in the workplace Having trained coaches in your business is a no-brainer. A trained coach can:
Teach new skills with a clear learning plan in place.Help staff to solve problems in new ways.Answer questions that someone might have if they become confused during the coaching session.
When staff commit to learning new skills, they’re recognising that they can increase their value to their employer. They’re working hard to become a better employee. If they’re looking to pass their probation, earn a salary increase, and progress their career, this is a great way to go about it.
By recognising their value and their ability, they gain more confidence. This can lead to a strong and competitive workplace culture, Are coaching and mentoring just for new or junior employees? Coaching and mentoring are great for helping staff to learn new skills or enhance current skills while increasing their confidence, too.
It doesn’t matter who the employee is, there’s something they can learn. You might be thinking that only new recruits need coaching—but what about when you or one of your other senior employees needs to learn how to use that smart new piece of technology? It might be the latest tablet, or it could be a piece of software like BrightHR’s absence management system,
What are the benefits to a mentor from mentoring?
Mentoring can help develop stronger leaders, both as mentors and mentees. Mentors may build their leadership skills while guiding their mentees, and mentees may develop professionally at faster rates with mentors. This can lead to more qualified candidates for internal promotions.