navigate the transition to professional practice, answer career-related questions, and
clarify professional misconceptions (Ali & Panther, 2008). Mentors serve as coaches,
problem solvers, advocates, teachers, supporters, and counselors for mentees (Ali &
Panther, 2008). Mentors also gain valuable skills through the mentor-mentee relationship
in the areas of leadership and career development (Nowell, Norris, Mrklas, & White,
2016). Overall positive mentoring relationships are characterized by positive outcomes in
several key areas including career, attitudes, behavior, and motivation (Nowell et al.,
2016).
Recognizing the important role of the mentor-mentee relationship, the leadership
of the Upsilon Chapter of Sigma Theta Tau International at New York University Rory
Meyers College of Nursing developed a structured mentorship program to address the
needs of nursing students and early career nurses. The program was a collaboration
between the Mentorship Committee and the Upsilon Chapter executive board. Planning
for the mentorship program began in September 2014. The first step was to organize a
seminar to highlight the importance of mentorship for career development and
progression. In February 2015 an expert on educational leadership led a 2-hour seminar
on the attributes of good mentor-mentee relationships. The program was well received
and served as an opportunity to identify potential mentors and mentees for the mentorship
program.
In September 2015 a notification was sent to Upsilon Chapter members about the
launch of the mentorship program. The Mentorship Committee decided to test the
feasibility of the mentorship program by starting small - only 10 mentor/mentee dyads.
The application process began in October 2015 and all applicants had to commit to
attending mandatory mentorship workshops. After a competitive selection process, the 10
mentors and 10 mentees were chosen, with notification of acceptance being sent in
November 2015. In December 2015 mentors and mentees participated in a mandatory
mentoring workshop, which consisted of two distinct phases. In the first phase, mentors
and mentees were separated into their respective groups to cover:
An introduction to key concepts related to developing an effective mentoring
relationship, including attributes of good mentors and mentees.
Review of Upsilon Chapter’s Mentoring Handbook, developed by the Mentorship
Coordinator and team.
Completion of worksheets to help develop goals and expectations for the
mentoring relationship.
In the second phase, mentors and mentees then participated in a speed networking
session. During the session, the 10 mentees were able to meet with each of the 10
mentors for 5 minutes, during which time they were given the opportunity to ask key
questions about each other’s interests. After the speed networking session, each mentee
and mentee were then asked to rank their top 3 partner choices. Finally, dyads were
matched by the Mentorship Coordinator based on mentor and mentee rankings, career
objectives, and prior experience.
After the workshop and matching process, program participants were given one
month to establish goals for their relationship as well as guidelines for communication
and conflict resolution, which were then submitted to the Mentorship Coordinator. A
quarterly progress report was sent to all participants to assess barriers and facilitators
encountered in the mentoring relationship. Two networking sessions were hosted to allow
mentors and mentees to meet each other in an informal environment. They were asked to
reflect on the progress of their goals and ways they feel they can improve their
relationship. Thus far one mentor-mentee relationship was terminated due to the mentee
moving out of the country. The first cohort will conclude in January 2017, at which time
the formal mentoring relationship will terminate, although dyads may wish to continue in
an informal capacity. A closing mentoring event will be hosted in February 2017 to
highlight program successes and challenges. In addition, the mentors and mentees who
participated in Upsilon Chapter’s first mentoring cohort will be honored at our induction
ceremony in April 2017. Also, plans are underway for the second cohort of the program,
in which we hope to increase to 20 mentor/mentee dyads.
This program can serve as a model for other STTI chapters to follow. We used an
innovative speed networking session that allowed mentors and mentees to assess
potential matches prior to assigning pairs. The use of progress reports and networking
events allowed for monitoring of mentor-mentee relationships and the opportunity for the
Mentorship Coordinator to intervene when needed.
References
Ali, P. A., & Panther, W. (2008). Professional development and the role of mentorship.
Nursing Standard, 22(42), 35–9. http://doi.org/10.7748/ns2008.06.22.42.35.c6579
Nowell, L., Norris, J. M., Mrklas, K., & White, D. E. (2016). Mixed methods systematic
review exploring mentorship outcomes in nursing academia. Journal of Advanced
Nursing, (September), 1–18. http://doi.org/10.1111/jan.13152