WHAT IS Clinical Mentoring?
Newly licensed and new to specialty staff need transitional support that lasts beyond the initial “precepting “ period. We have identified this level as “Clinical Mentoring”. It differs from the traditional view of mentoring in that it uses the framework of clinical expertise, in keeping with the Benner model, to model expert behaviors less experienced nurses have no access to. Mentors may not be present in the same clinical arena, thereby differentiating themselves from preceptors in validation of clinical skills. The new staff member has validated the core competencies, but faces many new situations as they become more exposed to the varied aspects that patients present with. They need colleagues to turn to that will continue to support and foster critical thinking development, provide a sounding board for their early struggles and validate their clinical judgment. The mentor may or may not be present in the clinical area. He or she may be a nurse on the unit, or be matched with the mentee in order to provide a roadmap for career development. In the program being utilized for a group mentoring approach, new and experienced nurses are being matched on the nursing unit to develop camaraderie, community and confidence in medical surgical skills.
This clinical mentoring may gradually transition from support to professional mentoring wherein the newly licensed nurse may be mentored by someone from a different setting and/or role to develop interests in further education, a new career track such as education or leadership or specialty nursing. But in the first year of practice, the role of mentoring, while not that of an evaluator of competency or clinical skills, is about the building of clinical confidence, transition to role, and reducing the discordance of reality shock for the new nurse.
So consider the structure of support for transition within your healthcare system. Are there aspects of both clinical and professional mentoring in place?
Mentor program "best practice"
Individuals who have taken a lead role in developing and evaluating concrete Mentorship Programs include Elizabeth Campbell, MSN, RN and Thomas Gunning, BSN, RN.
They started with implementation of the VNIP Nurse Intern and Preceptor Development; then developed a Mentoring Program that continued the support and development of newly licensed nurses or nurses in specialty transition post orientation. Their Mentoring Program includes specific instructional support for mentors, an orientation workshop for both mentors and mentees, tools that outline and support the mentor/mentee team and evaluation of the process, the relationship and program outcomes.
Their experience is described in the article - Navigating a Nursing Career… is Mentorship the Direction for You?
Program outcomes . . .
Newly licensed nurses participating in this program reported increased confidence in:
- Communication with physicians
- Clinical assessment
- Self confidence
- Time management
- Delegation
Program structure and tools include:
A concrete mentor program should include……
- Participant orientation program
- Tools to match mentor pairs
- Evaluation tools ( pre-program, mid-program and post-program)
- Newly Licensed Nurse Inventory
- Didactic presentations
- Ongoing support
- Cultivation of support for mentoring initiatives within the organization
Links
Nurse Mentoring: Creating a Professional Legacy
For more information on creating a mentoring program in your organization, contact Beth Campbell, MSN at 978-852-5954 or ecamp0113@verizon.net, or Tom Gunning, BSN, RN at 617-543-6773 or TWGunning@gmail.com.
Support for Transition to Practice - PP show