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Utilizing Peer to Peer Mentoring to Develop Leadership Talent

Stephanie Abbu, DNP, RN, CNML

Neonatal Services Clinical Business Coordinator

Objective

After attending this presentation / discussion, the conference participant will be able to:

• describe effective mentoring relationships

• summarize opportunities to mentor the next generation of nurses and nurse leaders

I have no actual or potential conflict of interest in relation to this program / presentation.

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• Nursing Shortage

• Healthcare changes

• US population

• Financial impact

• Recruitment and retention

• Nurse Residency Programs

Introduction

Evaluation of Evidence

• Reasons to focus on retention

• Turnover intent

• Benefits of mentoring

Mentorship

• Preceptor - an instructional role

– Goal: to improve performance / evaluate competence

– Formal teaching

– Lasts for specified amount of time

• Mentor - An advisory role

– Goal: to counsel or guide

– Unstructured process

– Lasts for an unspecified amount of time

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What Is A Mentor?

• Role-Model

• Envisioner

• Energizer

• Supporter

• Challenger

• Teacher

• Feedback Giver

• Idea Bouncer

• Problem Solver

• Counselor

Desired Mentor Qualities• WILLING

• Has a sense of humor

• Excellent communication skills

• Provides trust in relationship

• Acts in a non-threatening manner

• Encourages peer relationships

• Encourages questions

• Helps mentee focus on the future

• Recognizes and communicates accomplishments

• Offers constructive, open feedback

• Views mentee’s weakness as opportunities

• Guides the mentee over barriers

• Provides a safe haven for exploration and risk-taking

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Desired Mentee Qualities• Is open and eager to learn—ambitious

• Puts time and energy in process

• Takes initiative

• Respects time and effort of mentor

• Asks for assistance

• Acts on information from mentor

• Recognizes when needs further development

• Able to accept feedback

• Demonstrates commitment to the relationship

• Accepts responsibility for own development

Mentoring BenefitsMentor• Intrinsic benefits of teaching

• Development of professional colleagues

• Development of self-awareness

• Development of interpersonal relationships

• Stimulation to question practice

• Opportunity to leave a legacy

• Supporting retention

• Succession planning

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Mentoring BenefitsMentee• Familiarization with organizational culture

• Recipient of one-to-one nurturing

• Assistance with career development

• Open communication without fear of repercussion

• Increased self-confidence

• Sense of belonging

• Development of problem-solving skills

• FUN

Sense of Belonging

Doctoral Translational Project Aim

To determine the degree to which implementation of a peer to peer mentoring program affected job satisfaction, intent to stay, mentor competence, and mentor self-efficacy

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Background

• 96 bed Level IV Neonatal Intensive Care Unit (NICU)

– 1,500 admissions annually (50% surgical)

– Inborn / Outborn

– Prematurity, birth defects, respiratory distress, infections

• Family-centered care

Private Rooms Open Bay

Methods◦ Design

• Mixed methods

• Quantitative

• Qualitative

◦ Sample• VUMC NICU nurses with greater than one year experience

• Convenience sample

• 12 mentees / 12 mentors

◦ Human Subject Protection• VUMC and UTC IRB approvals

• Consent forms

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Implementation

Initiated Peer to Peer Mentoring Program

• Mentor/mentee pairings

• Consented mentees, provided educational packet, and administered pre-tests

• Notified selected mentors

• Consented mentors, administered pre-tests, conducted initial workshop

• Conducted 6 mentor focus group sessions

• Administered mentor mid-test at 3rd session and post-tests at 6th

session

• Administered mentee post-test and intent to stay questionnaire

Mentorship Sessions

Initial workshop - Keys to a Successful Mentoring Relationship and Getting Started: First Meeting Guide and Setting Goals

1.Current Role

2.Understanding Self and Others

3.Communication

4.Problem Solving

5.Leadership

6.Career Development

I’m Ready To Be A Mentor

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Data Collection◦Mentee

• Pre: Demographic survey, McCloskey/Mueller Satisfaction Scale

• Post: McCloskey/Mueller Satisfaction Scale, Intent to Stay questionnaire

◦Mentor• Pre: Demographic survey, Mentor Competency Assessment,

Mentor Efficacy Scale

• Mid: Mentor Efficacy Scale

• Post: Mentor Competency Assessment, Mentor Efficacy Scale

Data Analysis◦ Quantitative Analysis

• SPSS 23.0

• Frequencies, percentages, means, standard deviations, dependent t-tests, non-parametric Friedman test

• p value of < .05 considered statistically significant

◦ Qualitative Analysis

• Open-ended responses

• Coded to identified themes

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McCloskey/Mueller Satisfaction Scale (Mentees only)

Paired Samples t -Tests Comparing Pre-test and Post-test Scores

n

Pre-test

M (SD)

Post-test

M (SD) t df p

Extrinsic rewards 10 3.23 (.643) 3.43 (.833) -1.81 9 .104

Scheduling 10 3.53 (.557) 3.70 (.537) -1.000 9 .343

Family/work balance 10 3.43 (.681) 3.47 (.643) -1.000 9 .343

Co-workers 10 4.13 (.058) 4.40 (.265) -2.714 9 .024

Social interaction opportunities 10 3.60 (.529) 4.23 (.208) -4.000 9 .003

Professional opportunities 10 3.58 (.427) 4.28 (.435) -3.674 9 .005

Praise and recognition 10 3.5 (.100) 4.20 (.265) -3.857 9 .004

Control and responsibility 10 3.46 (.378) 3.86 (.207) -1.964 9 .081

Goal = 25% increase in job satisfaction

Outcome = 11% increase in job satisfaction

Goal = 25% report impact on intent to stay

Outcome = 60% report impact on intent to stay

(n = 10)

Mentor Competency Assessment (Mentors only)

Paired Samples t -Tests Comparing Pre-test and Post-test Scores

Skills by competency (n = 10)

Pre-test

M (SD)

Post-test

M (SD) t df p

Effective communication

Active listening 5.40 .966 6.20 .422 -3.207 9 .011

Providing constructive feedback 4.90 .738 5.80 .632 -3.857 9 .004

Developing a trusting relationship 5.70 .949 6.10 .568 -1.5 9 .168

Accommodating communication styles 5.00 .667 6.00 .471 -4.743 9 .001

Employing strategies to improve communication 5.10 .876 6.00 .471 -3.857 9 .004

Aligning expectations

Set clear relationship expectations 4.60 1.265 5.60 .843 -3.873 9 .004

Aligning expectations 4.60 1.265 5.50 .850 -3.25 9 .010

Considering mentor/mentee differences 4.70 .823 5.40 .699 -2.689 9 .025

Setting goals 4.50 1.434 5.60 .843 -4.714 9 .001

Develop strategies to meet goals 4.50 1.434 5.60 .453 -4.714 9 .001

Fostering independence

Motivating your mentees 4.70 1.418 5.70 .823 -3.873 9 .004

Building mentees’ confidence 4.56 1.333 5.56 .726 -3.464 9 .009

Stimulating mentees’ creativity 4.80 1.549 5.60 .966 -3.207 9 .011

Acknowledging mentees’ professional contributions 4.80 1.476 5.80 .919 -3.873 9 .004

Negotiating path to independence 4.50 1.179 5.60 .699 -6.128 9 .000

Addressing diversity

Accounting for biases and prejudices 4.80 1.033 5.70 .823 -3.857 9 .004

Accounting for different backgrounds 5.20 .919 5.90 .568 -3.28 9 .010

Professional development

Helping network effectively 4.60 1.430 5.50 .850 -3.857 9 .004

Helping set career goals 4.70 1.494 5.70 .949 -4.743 9 .001

Helping establish a work/life balance 4.80 1.317 5.30 .823 -2.236 9 .052

Understanding impact as a role model 5.20 1.033 6.00 .471 -3.207 9 .011

Goal = 25% increase in mentor competence Outcome = 19% increase in mentor competence

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Mentor Efficacy Scale (Mentors only)

Paired Samples Non-Parametric Friedman Test

Statistic nPre-test

M (SD)

Mid-test

M (SD)

Post-test

M (SD) p

Self-efficacy 10 64.0 (3.46) 67.7 (2.36) 70.7 (2.31)

Outcome expectancy 10 13.0 (1.49) 14.0 (1.05) 14.0 (1.25)

Mean Rank Mean Rank Mean Rank

Self-efficacy 10 1.1 1.95 2.95 <.001

Outcome expectancy 10 1.55 2.05 2.4 0.042

Goal = 25% increase in self-efficacy at 3 months

Outcome = 6% increase in self-efficacy at 3 months

Goal = 50% increase in self-efficacy at 6 months

Outcome = 10% increase in self-efficacy at 6 months

Goal = 75% participation in monthly mentorship meetings

Outcome = 53% participation in monthly mentorship meetings

Percent of Participants Who Requested Additional Information or Training (n =33)

Additional Information or Training Requests Percent

Goal setting 81.8

How to achieve work/life balance 66.7

Opportunities to role play 51.5

Not sure 45.5

Conflict resolution 36.4

How to challenge the clinical ladder 18.2

How to and when to end mentoring relationship 9

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Percent of Participants Who Reported Successes with Nurse Mentee (n = 33)

Successes with Nurse Mentee Percent

Meeting on regular basis 57.6

Set up boundaries and expectations 36.4

Role playing difficult situations 21.2

Mentee able to care for higher acuity patients 15.2

Self -awareness/Learned so much about myself 12.1

Percent of Participants Who Reported Challenges with Nurse Mentee (n = 33)

Challenges with Nurse Mentee Percent

Time to meet 100.0

Works opposite shift 51.5

Nothing/None to report 39.4

Not responding to me 24.2

Live too far from each other 9.1

Personal issues/Counseling 9.1

Percent of Participants Who Mention ed Items Needed to be Successful (n =33)

Items Needed to be Successful Percent

More time 100.0

More attendees at the focus group sessions 63.6

Not sure 51.5

Knowledge of upcoming educational events 18.2

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Implications

• Peer to Peer Mentor Program increases job satisfaction and intent to stay

• Mentored more likely to mentor in the future

• Cost effective strategy

• Applicable to all areas of nursing and other professions

• Recommend mentoring as part of clinical ladder advancement

• Advocate for development of Mentor Coordinator position

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Succession Planning for Leaders

• Nurse Leader shortage

• Investing in yourself

• Mentoring

Talent Mapping

Career Planning

Prepare for the Conversation

– Identify performance using the 9-square

– Consider career opportunities beyond your unit

– Strengths / Areas for development

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Career Planning

Conduct the Conversation

– Ask mentee to share their 9-square

– Share your thoughts on the 9-square

– Discuss career goals

– Discuss development plan

– Schedule next meeting

Development Plan

The Importance of Listening

“Listening may be the golden key that opens the door to human relationships.”

- William Ury, The Power of Listening

The Power of Listening YouTube

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Questions?

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