Developing a Mentor Program for Nurses

Mentoring involves a manager passing on his/her knowledge and expertise to an employee. Typically, the employee has a mentor who is at management level but not directly involved in his or her work area, so that issue s can be discussed in an impartial and confidential manner.

An advantage of mentoring is that it helps to acclimatise less successful workers to the job and organisational requirements. By having a "go to" person to ask questions, discuss scenarios and generally learn the nuances of the company, the mentee can become a productive member much more quickly and never feel that he has nowhere to turn for help. The mentee can gain the sense of achievement that comes from the mentor's feedback and assessment of his progress. The mentee's quest to gain the mentor's approval can serve as a motivating force to continue to improve his performance. The mentor can gain satisfaction from knowing that she is helping an individual and can take a measure of pride in her accomplishments. For a mentor that has already achieved a great deal of success, she can look at the process as a way of "giving back”.

The mentor program would involve a three tier mentorship, this mentorship would involve three employees from different points of careers(early career employees, Mid- career employees , senior - career employees. This mentorship would allow Amanda develop a broader set of skills, an awareness of what is expected in advance positions. This mentorship will also an assistant in the task of indirect and direct learning.

Mentors instill self confidence and empowerment in the people they train.

Mentors are influential, senior organizational members with advanced experience and knowledge committed to providing perception to a mentee’s career development. A mentor supports a mentee’s views of self within a work role as well as it supports the mentor’s sense of self for the valuable wisdom and experience they have to share.

Mentors give you the advantage of learning from someone else’s mistakes. They share the experiences they went through to get to where they are today. By learning about the mistakes and experiences, you no longer need to waste your time. Having a good mentor allows you to find the best and easiest way to almost anything.

Mentoring in the workplace can be described as a relationship in which a more experienced colleague uses his or her greater knowledge and understanding of the work or workplace to support the development of a more junior or inexperienced member of staff.

Mentoring relationships has its roots beginning in ancient Greek mythology, when Odysseus (a.k.a. Ulysses) entrusted Mentor with his son, Telemachus, while he left to fight the Trojan War. Odysseus, king of Ithaca, left home for 20 years on the famous journey that Homer ccalled the Odyssey. Mentor was responsible for raising Telemachus, shaping his character and helping him make wise decisions as he grew up to be a man. Eventually, Telemachus begins searching for his father, and Mentor joined him. The myth says that the Greek goddess Athena assumed Mentor’s form for the purpose of giving advice to Odysseus (Shea, 1997). Mentor’s name, with a lower-case “m,” has passed into our language as a shorthand term for wise and trusted counselor, advisor, teacher and friend. Mentoring is where a person invests time and energy to help another person grow and learn (Shea, 1997). “Mentor served as a coach, teacher, guardian, protector, and kindly parent. Mentor shared wisdom, promoted Telemachus’s career, and actively engaged him in a deep personal relationship (BOOK – Johnson –Ridley, xxx, p. xv). Like today the mentoring model is pairing a mentor and a mentee where the mentor is a role model and provides direction and guidance.

Mentoring takes many forms and has many purposes, however, no uniform definition of mentoring exists (Bochke, 2001). Caffarella (1993) defined mentoring as “intense caring relationships in which person(s) with more experience work with less experienced person(s) to promote both professional

Mentorship relationships have demonstrated a capability to improve the recruitment, training and retention of nurses. As leaders, we are challenged with healthcare transformation. In order to meet the demands of our healthcare system, we will need to not only intuitively adapt, but also consider innovative approaches to practice. The implications not only apply to quality of care of patients, but also to the development of future leaders. We will need to rely on the resources and talents we have within our organization in order to foster quality care and employee engagement. Mentoring in nursing can help support these objectives. This paper will review my contribution and advocacy related to taking a stand to promote our nursing future.

What are the benefits of mentoring children at a young age? A mentor is an adult or anyone who devotes time just to support the child. A mentor can be, for example, a teacher, a relative, or even a spiritual figure. The main purpose of a mentor is to help a young person define individual goals and find ways to accomplish them. So how does mentoring children at a young age affect their behavior? Mentoring children is very important because a mentor encourages positive choices, promotes high self-esteem, supports them academically, and introduces new ideas to them. It also can help them prepare themselves for the real world and make strong connections with people.

It is not an uncommon component of the general human resources functions of most organizations to implement coaching and mentoring programs. Organizations utilize these programs to promote employee growth and to help employee’s develop and learn new skills. The programs are essential sources for advice and directions and help the organization align the goals of the goals of the organization with the professional as well as the personal development of its employees. Not only does coaching programs benefit the employee it also benefits the organization as well, it ca provide a variety of benefits for organizations of any sizes, especially small or start up business, it provides the employee and the organization a formal or informal way to connect, learn and grow within an organization and also as a tool along their own individual career paths.

There are many benefits that could be useful for young adults to have a mentor, according to Blue Sky Coaching (2008). One of many, that personally stands out to me, is business and life skills. I think this is very beneficial because whether you have a career mentor as an employee or a child development mentor, they can help you discover the value of life and teach you things that will take you farther then you would go on your own. This skill is something you can't get from just anyone, they have to know the skill and tell you the do's and don'ts of the process the correct way. It could be a volunteer from an organization, all the way up to the CEO of a large flourishing company, they will show you the way to go. Other benefits include: knowledge and contacts, perspective

We often meet wise people who we trust to guide us. Some consider these individuals to be mentors because they support or influence us in a special way. A mentor can be anyone, such as a someone who guides you through a tough job, or even your mom and dad! What makes all these people similar is that they all have likeable qualities. The qualities that I think make a good mentor are patience, determination, and a good-listener.

I was out of the workforce for many years raising a family. When I reentered the workforce, I assumed a largely human resource role at my current company, a subsidiary of a global corporation. I reported directly to the subsidiary CEO. For the first time I had mentoring with someone who was at least aware of performance and talent management, and the connection to the corporate