The world of healthcare is plagued with many obstacles that challenge the delivery of quality care, one such challenge is that of mentoring in nursing leadership. Mentorship has been identified in the development of staff nurses, to become future leaders and enhance leadership skill within the workplace. Mentoring in nursing is not a new concept however, the question is why it is not being utilized consistently and effectively as a means to increase valuable leadership in the healthcare system, therefore increasing patient outcomes and staff satisfaction. Some of the reason noted throughout the assessed research states the lack of leadership programs available, the cohorts in leadership retiring, lack of leadership development while in nursing
…show more content…
Mentoring is concerned about the long term result of evolving a career. The mentee does not just benefit from this type of collaboration but the mentor does as well, through the self-reflection process.
The mentoring process can be formal or informal as well. In the formal mentoring process, deliberate programs are set in place for the nurse to learn the leadership role under the supervision of an appointed proxy or preceptor. In the informal mentor setting, a senior nurse takes opportunities allotted to help an underdeveloped nurse grow when openings arise. Mentorship either formal or informal must go through stages to be considered successful they are; initiation, cultivation, separation, and redefinition (Fielden, Davidson, & Sutherland, 2009). The initiation phase the mentor and mentee are introduced, begin admiring each other and hopefully “click”. During cultivation the relationship grows by getting to know one another on a professionally and personally basis. In the separation phase the mentee takes on responsibilities without the mentor, gaining independence and confidence. In the final stage, the redefinition phase, the mentee and mentor reestablish their individual roles as nurses in which the relationship becomes more of a peer relationship (McCloughen, O’brien, & Jackson, 2009). The stages of the mentor process are used to help develop the relationship between the mentor and the mentee, establishing trust. Overall, mentorship is seen as being “critical for the preparation of leadership roles and leadership succession” (McCloughen, O’brien, & Jackson, 2009, p. 327). For the process of leadership development to happen the mentee needs a willingness to learn, have a strong sense of self and be devoted to the
Mentoring is concerned about the long term result of evolving a career. The mentee does not just benefit from this type of collaboration but the mentor does as well, through the self-reflection process.
The mentoring process can be formal or informal as well. In the formal mentoring process, deliberate programs are set in place for the nurse to learn the leadership role under the supervision of an appointed proxy or preceptor. In the informal mentor setting, a senior nurse takes opportunities allotted to help an underdeveloped nurse grow when openings arise. Mentorship either formal or informal must go through stages to be considered successful they are; initiation, cultivation, separation, and redefinition (Fielden, Davidson, & Sutherland, 2009). The initiation phase the mentor and mentee are introduced, begin admiring each other and hopefully “click”. During cultivation the relationship grows by getting to know one another on a professionally and personally basis. In the separation phase the mentee takes on responsibilities without the mentor, gaining independence and confidence. In the final stage, the redefinition phase, the mentee and mentor reestablish their individual roles as nurses in which the relationship becomes more of a peer relationship (McCloughen, O’brien, & Jackson, 2009). The stages of the mentor process are used to help develop the relationship between the mentor and the mentee, establishing trust. Overall, mentorship is seen as being “critical for the preparation of leadership roles and leadership succession” (McCloughen, O’brien, & Jackson, 2009, p. 327). For the process of leadership development to happen the mentee needs a willingness to learn, have a strong sense of self and be devoted to the