107: Leadership Development: Making the Most out of Mentoring

© 2021 National Association of Pediatric Nurse Practitioners Experts in pediatrics, Advocates for children.

Reconnect & Rediscover:A Convening Pediatric Experts and AdvocatesOct. 2-4, 2021

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© 2021 National Association of Pediatric Nurse Practitioners Experts in pediatrics, Advocates for children.

107: Leadership Development: Making the Most out of MentoringCathy Haut, DNP, CPNP-AC/PC, FAANP, FAANDirector of Nursing Research and Evidence Based PracticeNemours Alfred I DuPont Hospital for Children

Slides were prepared also by:Susan Van Cleve, DNP, RN, CPNP-PC, PMHS, FAANP, FAANClinical Professor University of Iowa College of Nursing

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Disclosures

• Cathy Haut doesn’t have any conflicts of interest to disclose in relation to this presentation.

© 2021 National Association of Pediatric Nurse Practitioners3

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Learning Objectives

• Identify the importance of the role of mentoring for advanced practice registered nurses who work in pediatrics.

• Explore characteristics of mentees and how to optimize mentor/mentee relationship.

• Discuss how mentorship is part of leadership development.

Mentors in your life• Consider an important mentor in your professional life. Identify

3 characteristics the mentor possesses that you admire. • Describe ways the mentor has been most helpful to you. • Identify ways you have mentored others. • Describe why mentoring is important.

Our Journey

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Mentoring:• Oprah Winfrey: “A mentor is someone who allows you to see the hope

inside yourself”• Ralph Waldo Emerson: “Our chief want in life is somebody who will

make us do what we can”• Winston Churchill: “We make a living by what we get, we make a life by

what we give”• Steven Spielberg: “The delicate balance of mentoring someone is not

creating them in your own image, but giving them the opportunity to create themselves”

• Denzel Washington: “Show me a successful individual and I’ll show you someone who had real positive influences in his or her life. I don’t care what you do for a living – if you do it well, I’m sure there was someone cheering you on or showing the way. A mentor”

Mentoring: Raji Koppolu, MSN, RN, CPNP, MSL Past NAPNAP President

A lot of people have gone further than they thought they could because someone else thought they could. (unknown)• We are lucky to identify a mentor in our lives. Whether that mentor be a faculty member, family,

close friend or just someone who reached out to us and identified a promise that we didn’t even know we had.

• On being a nurse practitioner: Along the way, mentors helped guide and shape the way I looked at these situations, and there is no doubt I would not be where I am today without their guidance.

• Mentors do not tell you something is right or wrong, but tap into strengths, foster growth and build our own capacities.

• In times of change, chaos or uncertainty, it is these individuals who are there to support us…

Mentoring: Effects of COVID-19 Pandemic Effects on Nursing:• Nurses have died of Covid-19• Nurses are retiring, some early; Nurses are leaving the profession• Nursing students and NP students do not have clinical placements;

institutions are not allowing live student experiences• Clinical and faculty preceptors are working fewer days in person,

resulting in less opportunities for mentoring**Seeking to mentor students through virtual meetings or group teaching sessions might provide creative opportunities to gain real-time feedback and uninterrupted learning. Bowden and Schmus, 2021

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Mentoring: Best

Mentor Behaviors

• Best leaders practice a form of leadership that is less about creating followers, more about creating leaders.

• Relationships should come before mentorship; mentoring requires rapport

• Too many mentors see mentoring as a job-focused role

• Mentors should be givers of energy; focus on exploration of unconventional success

• Mentorship is about “good people” and having the right “good people around us”

Anthony Tjan (2017)

What is Mentoring?• Mentorship is a relationship: more experienced or more

knowledgeable person helps to guide a less experienced or less knowledgeable person.

• A mentor is a coach who provides advice to enhance the mentee’s professional performance and development. The psychosocial function establishes the mentor as a role model and support system for the mentee.

• Mentoring is a professional relationship: an experienced person assists another in developing specific skills and knowledge that will enhance the person's professional and personal growth.

Mentoring Basics• Professional responsibility - we should all be mentors• Does not imply power between two individuals; it is based on

respect. • Constructive, supportive relationship where the mentor’s primary

goal is to empower the mentee to become competent and confident.

• Most mentors experience imposter syndrome at some point in their lives-that dreaded feeling that you don’t belong or that you haven’t earned the right to be doing what you are doing – when in fact, your experience and expertise are more than enough!

• Once this is established, the role of the mentor is to promote other skills such as leadership, scholarship, advancement, further knowledge or education.

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Historical and Successful Aspects of Mentoring

• Historically viewed as a dyad, mentoring relationship between two people

• Often cited with new graduate nurses or in new work environments.

• Formal nursing mentoring in workplace-sponsored situations.• Newer models include the organization or association where

the mentor/mentee relationship takes place. • Quality of mentoring is related to success. • Mentoring often results in increased satisfaction and retention

of professionals. Jakubik and Gavriloff, 2011Weese, Jakubik, Eliades, Huth, 2014

Qualities/Characteristics of Good Mentors• Ethical and moral integrity; advanced personal, social and

professional development. • Empathetic and nonjudgmental understanding, sensitive to

mentee’s needs.• Positive and willing to take time to talk, listen, encourage,

clarify, recommend, and guide.• Provide affirmation and validation, support, trust, advice,

encouragement, and counsel.• Trusted and respected; regarded as positive role models or

experts.• Present; great listeners, motivated, inspiring and committed.

Mentors are authentic.• Empower mentees to be the best they can be.Smith-Trudeau, 2014

Characteristics of Mentees

• We are all mentees! • Mentees are aware of personal and

professional strengths and weaknesses; have a dose of humility.

• Mentees are willing to seek advice, direction, support.

• Mentees are willing to assume responsibility for their own learning and growth.

• Mentees are receptive to feedback and coaching.

• Mentees seek challenges and increased responsibility.

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Mentoring Through the Lifespan• Baby Boomers (1944-1964): retired or planning for retirement

• Represent knowledge, experience and talent• Can be good mentors to support success• *Important that skills match mentee goals• TV, newspaper, magazines, but 90% have Facebook accts

• Generation X (1965-1977): • Independent, resourceful, self-sufficient, more education • Dislike micromanagement and structure, value work-life

balance• Technologically adept, flexible

Mentoring through the Lifespan• Generation Y/Millennials (1977-1997): make up nearly half of

work force• Work is a key part of life• Want feedback – both negative and positive• Anxious to be successful, learn new skills, connect to a purpose

• Generation Z (1995-2010)• Many not yet in workforce• “Zoomers”• Most interested in finding “dream job”

• Generation Alpha (2010-2024)


Mentoring Generation X

• Offer informal opportunities• Invite them to a challenge/independent chore• Consider leadership in an environment with

multi-generations• Support current interests; brand new

experiences may not be ideal• Offer flexibility and freedom to choose options• Feedback is important, but encourage creativity

and initiative

© 2021 National Association of Pediatric Nurse Practitioners 18

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Mentoring Millennials

• Offer rapid information and innovation• Offer opportunities for autonomy/leadership• Give them Purpose• Encourage their leadership, use empowerment• Encourage collaboration, embrace diversity• Used to instant responses – like social media and

technology• NEED mentoring as they are new to most

experiences!

*Waljee, 2020


Mentoring Generation Z

• Very new to workforce!• Data collection during Pandemic indicate higher levels of stress,

mental health problems, depression and suicidal ideation and difficulty managing*

• Support resilience• Introduce goals and options for later career moves• Can use technology for communication, but also encourage face-face

discussions*Sherman, 2021


Two Types of

Mentoring: Formal and

Informal

https://commons.wikimedia.org/wiki/File:Mentor_Me_by_Ken_Poirot_Book_Quotes_23.jpg; Creative Commons

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TWO Types of MentoringFormal

Informal

Formal Mentoring• Formal mentoring programs manage the matching process • Good matching programs are sensitive to demographic

variables as well as common professional interests. • A strong program provides a framework for both parties to

explore the relationship and evaluate the appropriateness of the mentor–mentee match.

• Utilize a formal mentoring guide if available. Take role seriously.

• Programs can provide validation, encourage problem solving, and help mentees grow and develop.

Formal Mentoring• Be self aware of own strengths, style.• Develop rapport with mentee, learn about the mentee’s job,

satisfaction, challenges, how mentee manages challenges, communication style, strengths, weaknesses

• Treat mentee as an adult learner. • Schedule time with mentee on an ongoing basis.• Be present, listen, communicate caring, empathy, and

understanding.• Provide validation and encourage problem solving.

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• Communicate frequently with mentee.

• Send emails, texts, information about topics of interest.

• Show interest in progress; review updates, progress reports.

• Celebrate successes of mentee. • Conclude formal mentoring

when competency or confidence established.

Formal Mentoring

Stages in Formal Mentoring

1. Initiation Stage- Mentors review mentee profiles or program administrators match mentors and mentees.

2. Cultivation stage- Mentee learns from the Mentor.

• Mentor coaches the mentee on how to work effectively and efficiently

• Mentor and mentee establish an interpersonal bond

• Mentor accepts and confirms the mentee’s professional identity and relationship matures into a strong friendship.

• Stage is generally a positive one for both mentor and mentee.

Stages in Formal Mentoring

3. Separation stage- stage that describes the end of a mentoring relationship.

• may be nothing left to learn, the mentee may want to establish an independent identity, or the mentor may send the mentee off on his or her own.

4. Redefinition stage- stage when mentor and mentee recognize that relationship can continue but will not be the same as their mentoring relationship

• If both parties successfully negotiate through the separation stage, the relationship can evolve into a collegial relationship or social friendship.

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Informal Mentoring• Mentoring may be spontaneous

relationship that can occur at any phase of an individual’s career

• Relationships are often identified and established by mentees

• Mentees may have multiple mentors for different purposes

• In the initiation stage, the matching process occurs through professional or social interactions between potential mentors and mentees. Potential mentees search for experienced, successful people whom they admire and perceive as good role models.

Informal Mentoring

• Both parties seek a positive, enjoyable relationship.

• Mentees appreciate the mentor’s knowledge, experience and willingness to share skills and information.

• Over time, mentees become more independent and less reliant on mentors.

Challenges to Mentoring• Not all mentor/mentee relationships are successful• Finding time is always challenging. • One of the parties may lack commitment, follow through. • Mentor may overburden mentee or vice versa. • Over-dependency may occur. • Toxic mentors may be detrimental to the success of the

mentee. • Prior to establishing a relationship, agree to a no-fault

separation if the relationship is not working.

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Successes in Mentoring

• Built on trust • Self disclosure-willingness to share + and

– experiences• Affirmation- mentor believes in the

success of the mentee• Willingness and skill in giving and

receiving feedback. Constructive negative feedback should be given with care and at the appropriate time.

• Each makes time for the relationship. • If this does not occur, find a new mentor.

Mentoring is a way of paying it forward…

Each of us has had a mentor.

It is our responsibility to pay it forward and give to upcoming NPs.

Mentoring supports growth and promotes leadership.

Give back, be a mentor!

Interprofessional Mentoring

• Learning roles of other professions• Strengthening collaboration

efforts between professions• Works well with student-

focused mentoring• Examples:• Mental Health Partners• Physician-PNP partners• Dietician-Nurse partners

© 2021 National Association of Pediatric Nurse Practitioners

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Virtual Mentoring• Not anything NEW!!• Generation Z !!• Works well for group mentoring• Determine goals for meetings• Establish boundaries and expectations

(camera-on??)• Ask for feedback if virtual is the “New Normal!”

dronepicr, CC BY 2.0 <https://creativecommons.org/licenses/by/2.0>, via Wikimedia Commons


Mentors Embrace

Diversity in Nursing

• ANA Code of Ethics: urges nurses to confront moral wrongs, promote, protect, and advocate for all patients and communities; urges nurses to confront biases, protect human rights, and reduce disparities

• Recognize own bias and work to recognize racism in all forms including internalized, interpersonal, institutional, and structural racism.

• Recognize that structural racism impacts our patient’s health, causing health disparities

• Promoting diversity among nurses is one way to address this inequity, by mentoring and supporting diverse students, nurses and colleagues.

*Koschmann, KS, Noelene K. Jeffers, NK, Heidari, O. (2020) “I can’t breathe”: A call for antiracist nursing practice. Nursing Outlook 68:539-541.

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National Mentoring Programs

• Academy of Medical Surgical Nurses Mentoring Program- has an excellent Mentoring Guide

• Sigma Theta Tau has a mentoring program for nurses and Nurse Educators

• The Fellows of the American Association of Nurse Practitioners (FAANP) Mentorship Program connects motivated, less-experienced NPs with Fellows.

• NAPNAP nominate a Mentor!

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Washington State NAPNAP Chapter Mentoring

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Questions for Thought• Based on what you have learned today, rate your first

experience as a mentor.• Based on the presentation today, rank your first experience as

a mentee.• What is your motivation now?• Video: On the Shoulders of Giants – who are your best

mentors?

Resources• Institute of Pediatric Nursing Resources on Mentoring,

Civility & Self-Care http://www.ipedsnursing.org/mentoring-civility-self-care• Robert Wood Johnson The Civility Toolkit

http://stopbullyingtoolkit.org• Johnson and Johnson Nursing:

https://nursing.jnj.com/nursing-mentorship/

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References:• Barron Mcbride A, Campbell J, Deming K. Does having been mentored affect

subsequent mentoring? Journal of Professional Nursing. 2019;35(3):156-161.• Bowden VR & Schmus C How do we avert a pediatric nursing shortage. Pediatr Nurs.

2021;47(1):5-6,10. • Hagqvist P, Oikarainen A, Tuomikoski A, Juntunen J, Mikkonen K. Clinical mentors

experiences of their intercultural communication competence in mentoring culturally and linquistically diverse nursing students: A qualitative study. Nurse Education Today. 2020;87(104348)

• Kosterlitz M, Lewis J. From baby boomer to millennial: Succession planning for the future. Nurse Leader. 2017;15(6):396-398.

• Missi M. Creating our future through mentoring. AORN Nursing Journal. 2018;110(2):127-129.

• Sherman RO. Keeping an eye on generation Z nurses. Nurse Leader. 2021;19(1):6-7.• Waljee JE, Chopra V, Saint S. Mentoring Millenials. JAMA. 2020;323(17):1716-1717.


THANK YOU!!& ANY QUESTIONS??

Cathy [email protected]

Susan Van [email protected]*Contact Information for Speakers

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107: Leadership Development: Making the Most out of Mentoring

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