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Mentor Training

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Alexis Mugele

on 7 December 2017

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Transcript of Mentor Training

Uncharted Territory
Mentor Training: "Bring Out the Best"
Mentor
Preceptor
Tools for successful mentoring relationships
The Mentor/mentee relationship in a nut shell
Who are or have been your mentors?
Engage and retain existing staff
Support new staff within TSICU environment
Foster a collaborative environment
Reinforce fundamentals and inspire advanced practice
Increase stability and productivity
Create an avenue for interdisciplinary partnerships
Develop leadership talent
Establish a culture of lifelong learning
Being a mentor is the most effective way of extending one’s professional contributions
Why is mentoring important?
How do we know what we are doing is working?
Reaching the tipping point
Looking out for the "l
ollipop moments"
EVERYDAY LEADERSHIP
Mentorship helps the mentee establish a sense of place and pride as a member of the TSICU
Time for a pep talk

Identify the difference between a mentor and a preceptor
Discuss why is mentoring important
Identify your own mentoring style
Provide the tools for successful mentoring relationships
Develop tools for dealing with difficult situations

Goals and objectives
Someone who provides support, encouragement, and shares wisdom with a less experienced colleague.
A relationship based on peer to peer support
A teacher or instructor responsible to uphold a certain law or tradition.
An expert who provides practical knowledge and training to a beginner
A time-limited relationship based on imparting skills and evaluating performance
Serve as a good example and invests in a mentee's growth
Assessment – insights into the mentee's assimilation within the TSICU
Challenge – encourage the mentee to go beyond their comfort zone
Support – encouragement, respect, conflict resolution and inspiration
Advocacy – open doors to new learning experiences, resources, people
Mentors Provide…
Identify your own mentoring style
Allow for the adequate time
Ask non-threatening questions
Restate key points
Summarize the issues
Outline the next steps

Active listening tips
Active listening builds trust. Trust is the critical factor in a successful relationship
Providing feedback: Common mistakes
Mentor communication basics
Too long or too vague
Exaggerates using generalities
Judges the person, not the action
Gets “sandwiched” rather than standing alone
Psychoanalyzes the motives
Contains an implied threat or inappropriate humor
Presented as a question rather than a statement
Be sensitive to the emotional impact
Be specific and focus on a simple message
Give timely feedback
Describe the behavior, if necessary
Pay attention to body language
Acknowledge the impact of the behavior
Providing feedback:Tips that work

Listening
Reflecting
Paraphrasing
Summarizing
Asking questions that raise awareness
Making suggestions
Direct= Push
Solving someone’s
problem for them
Indirect = Pull
Helping someone to
solve their own problems
Spectrum of coaching skills
Underestimating the of potential of your mentee
Expecting the mentee to defer to you
Failing to respect your mentee's goals
Inappropriate praise or criticism
Encouraging or ignoring ethical violations
Standing in the way of your mentee's advancement
Avoiding conflict
Develop tools for dealing with difficult situations
How to avoid or work through these issues?
Habits of an effective mentor
MYTHS
TRUTHS
Mentors know the big picture

Mentors are masters
Mentors have all the answers
Mentors help mentees overcome barriers and stimulate the mentee to develop their own inner leader/vision.
Mentors know their own limits
Mentors make mistakes too
Mentors have great questions
Four Bird Personality Types-"DOPE"
A tool to help you better understand your inner mentor
Assessment process
Monthly check-ins
How do you address issues?
How do you set realistic goals?
Evaluation of growth
OWL
Communication type: Asking
Indirect, slow paced, good listener
EAGLE
Communication type: Telling
Fast paced, risk taker, opinionated, selective listener
DOVE
Communication Style: Asking
Avoids risk, soft voice, cautious, asks permission
Strengths
Challenges
Peacock
Communication Style: Telling
Bold, rule breaker, highly assertive, makes statements
"Results seeker"
Faithful and devoted
Controlled, not easily excited or disturbed
Detail conscious
Asks many questions
"Detail seeker"
Intense eye contact
Decisive statements with organized delivery
Impatient, get's to the bottom line
Confident of knowledge base
Rather tell than ask
Highly animated and eager
Shares personal feelings
Looks for credit

Dominates, interrupts

"Harmony seeker"
Seeks support
Sincere, frequent smile
Reassuring
Resists change
Stays univolved
Some strengths I will bring to a mentoring relationship are...

One of my worries about being a mentor is...

One thing I hope to gain from being a mentor is...

The most important thing I hope my mentee will gain is...
Why become a mentor?
"Excitement seeker"
-must attend mentor training class
-6 to 12 month commitment with each mentee
-monthly one hour meetings (not to take place at Vito's)
-maintain meeting record
Full transcript