What is mentoring?
Mentoring involves multiple roles depending on the needs of the mentee (the person being mentored). It includes some or all of the following:
- a mutual relationship where participants share experiences, knowledge and information
- a developmental process where the mentee grows in skills, knowledge and confidence
- a strategy to share intellectual and other resources
- informal or formal support by a more experienced and skilled person
- guided learning by the mentor
- traditionally a one-to-one relationship but group mentoring may be a beneficial option.
Who needs mentoring?
Just about everyone, but usually someone new to the field. Mentors also need mentoring.
What does a mentor do?
A mentor:
- supports and encourages
- is interested in the mentee
- listens actively
- shares skills, knowledge and experience
- provides insight
- is available, open, respectful, accepting, willing to share and learn
- gives guidance and constructive feedback
- assists with career planning
- motivates by setting example
- promotes the development of contacts and networks
- advocates for the mentee.
What does a mentee do?
A mentee:
- enters into a relationship or agreement and develops explicit outcomes and objectives
- meets with mentor (preferably face to face)
- initiates meetings and demonstrates commitment.
Features of a good mentoring relationship
In a good mentoring relationship:
- the mentor and mentee have shared interests and values
- both mentor and mentee have a clear shared understanding of what their mentoring relationship will provide and how this will be done
- mentors are interested in the mentee's progress
- the mentee feels accepted
- mentees trust their mentor and values their input
- a mentoring agreement is reached that is flexible and suits both mentor and mentee
- protected time is provided to support the mentoring process
- goals are set by both parties that are reviewed regularly in order to monitor progress
- mentoring is supported by the organisation.
How is it different from supervision?
- Mentoring does not involve assessment, supervision does.
- There is an equality in the relationship which separates it from a supervisory relationship. The mentor may be more experienced but is not necessarily in a supervisory capacity or higher academic level.
- Mentoring relationships may exist for various periods of time from a few weeks up to years depending on mentee needs.
- Mentoring may be independent of the workplace.
- Mentoring is self-paced.
Finding a mentor?
Identify what is required from mentoring and who would be the best mentor to achieve this. Approach is usually by the mentee (self selection).
PHCRED has a networking function to assist with this process. Contact local PHCRED university departments <www.phcris.org.au/phcred/contacts.php> or view primary health care researcher profiles at <www.phcris.org.au/roar/profiles.php>
Universities, professional and employing organisations may provide contacts to approach.
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Benefits of mentoring
Mentor:
- Opportunity to share one's experience and wisdom
- enhances communication and leadership skills
- supports ongoing learning and growth in the field
- provides high levels of personal satisfaction
- encourages reflective practice
- contributes towards succession planning and workforce retention.
Mentee:
- Increases skills and knowledge
- receives support for setting and achieving goals
- increases confidence and self-esteem
- extends networks and support systems
- improves communication skills
- expands vision
- reduces isolation
- promotes career advancement.
Organisation:
- Increases professional development and organizational capacity
- enhances organisational culture and image
- recognises values of individual contributions
- increases ability to attract and retain people
- seen as a leadership organisation
- provides support networks
- retains corporate knowledge.
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Resources
Australian Mentoring Centre
Retrieved August 2011
Coaching and Mentoring Network
Retrieved August 2011
Coaching and Mentoring Skills
Dubrin AJ. (2004). Coaching and Mentoring Skills. Upper Saddle River, NJ: Prentice Hall. ISBN: 0130922226
Creating an environment conducive to adult learning
Hohler S. (2003). Creating an environment conducive to adult learning. AORN journal 77(4), 833-835
Find yourself a mentor
Chambers R. (2005). Find yourself a mentor. BMJ Career Focus 330, 170
Live my work: rural nurses and their multiple perspectives of self
Mills J, Francis K, Bonner A. (2007a). Live my work: rural nurses and their multiple perspectives of self. Journal of Advanced Nursing 59(6), 583-590
Mentoring Fact Sheets for Nursing in General Practice
Retrieved August 2011
Mentoring in Australia
Rolfe-Flett A. (2002). Mentoring in Australia. Pearson Education, Australia. ISBN: 9781740094689
Mentoring in the new millennium
Walker W, Kelly P, Hume R. (2002). Mentoring in the new millennium. Medical Educ Online 7, 15. Retrieved August 2011
Mentoring Made Easy: A Practical Guide for Managers
Spencer C. (2004). Mentoring Made Easy: A Practical Guide for Managers (3rd Ed). Retrieved August 2011
Mentoring TAFE NSW
A
source of websites and publications. Retrieved August 2011
Mentoring, clinical supervision and preceptoring: clarifying the conceptual definitions for Australian Rural Nurses
Mills J, Francis K, Bonner A. (2005). Mentoring, clinical supervision and preceptoring: clarifying the conceptual definitions for Australian Rural Nurses. A review of the literature. Rural and Remote Health 5(on-line), 410
Mentoring, Preceptorship and Clinical Supervision: A Guide to Professional Roles in Clinical Practice
Morton-Cooper A, Palmer A. (2000). Mentoring, Preceptorship and Clinical Supervision: A Guide to Professional Roles in Clinical Practice. Oxford: Blackwell Science. ISBN: 9780632049677
Mentoring: A role to facilitate academic change
Provident IM. (2005). Mentoring: A role to facilitate academic change. The Internet Journal of Allied Health Sciences and Practice, 3(2). Retrieved August 2011
Mentorship: A Key to Recruitment and Retention
Grindel C. (2004). Mentorship: A Key to Recruitment and Retention. Medsurg Nursing 13(1), 36-37
Some issues on mentoring
deliberations: London Metropolitan University. Retrieved August 2011
The Accidental Mentor: Australian rural nurses developing supportive relationships in the workplace
Mills J, Francis K, Bonner A. (2007b). The Accidental Mentor: Australian rural nurses developing supportive relationships in the workplace. Rural and Remote Health 7(on-line), 842
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