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Learning Objective 1: The learner will be able to describe the components of a structured formal mentoring program.
Learning Objective 2: The learner will be able to discuss rationale for utilizing and analyzing the results of the Nurse Manager Inventory Tool in nurse leader development.
Purpose
Healthcare organizations must focus on development of leadership competencies of individuals promoted into positions of managerial responsibility. Structured formal mentoring can contribute to preparation of these key individuals for leadership roles. While some organizations have created structured classroom learning programs for nurse leaders, many do not systematically guide nursing leaders through learning experiences. The purpose of this quality improvement project is to improve nurse leader competencies through design and implementation of a structured formal mentoring program.
Methods
This time-series design allows for repeated measures of competencies using the Nurse Manager Inventory Tool (NMIT) through a self-assessment and an assessment of the nurse leader by their direct supervisor. The baseline results allowed for purposeful mentoring pairings to complement competency needs. The tool will be utilized at the completion of three and six months post completion of the structured formal mentoring program to assess for sustainment of the anticipated increased competency level.
Results
Efficacy of the program will be analyzed through comparison of self- and supervisor assessment information on the NMIT over time and by perceptions of the structured formal mentoring program. Mean scores for each of three leadership domains will allow for descriptive analysis. Scores will help determine which leadership domains varied and factors that may have affected attaining the competencies. Competency domains chosen as the focus of the mentee/mentor goal will also be compared. The success of the program will be demonstrated through the key outcome measure of nurse leader competencies.
Conclusion
Commitment to mentoring nursing leaders and creating a mentoring culture can contribute to effective succession planning and transitional support for nurse leaders as they assume increasing leadership responsibility and apply new concepts and principles to practice.
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