Purpose: The objective of the study was to describe participants’ perception of a formal statewide mentorship program, with a focus on its impact on professional growth and to identify opportunities to strengthen formal mentoring programs.
Methods: A qualitative descriptive design was used to explore the experience of two cohorts, both mentors and mentees, who participated in a structured, formalized nurse leader mentorship program. Focus groups and individual interviews were conducted separately with 13 mentors and 14 mentors. Five interview questions were used to guide the focus group interviews and demographic data were collected after informed consent was obtained from the study participants.
Data Analysis: Analysis of the focus groups was conducted for the mentor group and the mentee group independently. The investigators individually reviewed and analyzed the transcripts and then met and reached consensus on common themes using the constant comparison method of analysis.
Findings: Through purposive sampling, 27 or 87% of those contacted participated in the focus groups. The range of participant age was 20 – 50; most were female (n=26, 96%), and mentors were slightly older than mentees. Eighty-five (85%) of the total sample earned MSNs or higher, with the higher education group being the mentees (93%). All of the mentors held at least one national certification in nursing compared to 86% of the mentees. Most of the participants worked in an acute care setting, n=24 (89%); the remainder worked in the outpatient area or other undisclosed settings.
Themes identified as a result of the 60 minute focus group with the 13 mentors, and individual interviews with two mentors include: Giving Back; Rewarding and Energizing; Concrete Guidance; Not Always a Good Fit; Sources of Conflict; Goal Setting; Nourishing the Mentee. The mentors felt confident in their role as mentors, and disclosed that this was an opportunity for them to “share their gifts”, experiences and knowledge gained through their work as nurse leaders. The mentors was very pleased with their experiences with their mentees and felt they were able to give as well as get value from their relationship. As a group, they felt strongly that the MP should continue, and some felt mentorship should be recognized as a new standard for professional nursing.
Four themes emerged from the focus group interviews with the fourteen mentees: Mentorship program as a lifeline for the mentee; Moving from reluctance to reliance; Instilled courage; Gaining confidence. For the mentees, the MP program was like a gift and helped them to learn more about themselves, and helped to reduce self-doubt. Involvement in the mentorship program instilled courage and provided them with confidence. Mentors helped them to support their own choices and decisions to become more effective leaders.
A joint theme that emerged throughout both the mentor and mentee interviews was that although the “official” mentorship was coming to the end; the dyads would be connected for the rest of their careers. The mentees felt confident that they could and would call the mentors for advice in the future and they would continue to enjoy lifelong friendship.
Conclusion: The experience of mentors/mentees who participated in the statewide MP was very positive and the participants felt that the program was effective in meeting its goals. Mentorship programs can be established statewide and can be effective mechanisms to support leaders or prospective leaders in their rolls in an often chaotic and challenging health care environment.
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