COLLEGE OF NURSING ABEOKUTA

TOPICS: MENTORSHIP IN NURSING

COURSE TITLE: ENTREPRENEURSHIP IN NURSING

COURSE CODE: GNS 323

SUBMITTED TO: MRS FADIPE & MRS OGUNTOYINBO

SUBMITTED BY:

OLALEYE H.A

OLATUNDE H:E

DATE OF SUBMISSION: FEBRUARY 14, 2024

Who Is a Nurse Mentor?

A nurse mentor is a leadership position in health care that doesn’t require a specialized degree or
credential. Experience and an advanced education in nursing are the two main eligibility requirements.
Further, nurse mentors should demonstrate that they are:

1.Ethical and trustworthy

2.A source of encouragement

3. Reliable and available

4. Active listeners

5. Invested in helping nurses achieve their career goals

The relationship between mentor and mentee can either be formal or informal. Formal nurse mentoring
can be arranged through an organization, such as the American Nurses Association (ANA). This ensures
that the mentor has been vetted and approved to act as a mentor. The ANA currently offers two types of
mentorship programs: career mentoring and flash mentoring. Career mentoring lasts for eight months
and is a comprehensive version of mentorship; flash mentoring is much shorter and focuses on specific
skill development.

On the other hand, informal nurse mentoring does not go through an organization and is more flexible
in structure. Informal nurse mentoring relationships typically occur when a new nurse builds a rapport
with an experienced nurse. Rather than following a pre-established timeline, informal nurse mentors
make themselves available as needed. Mentees can ask clinical questions, seek assistance with a
particular problem, or use their mentor as a sounding board.

Whether the relationship is formal or informal, nurse mentorships can be mutually beneficial. Young or
inexperienced nurses get the guidance they need, while mentors benefit by elevating the talent around
them.

Some nurse mentor relationships develop naturally, but for others, finding one may take some time. A
nurse mentor should be:

1.Trustworthy

2. Reliable

3.Encouraging
4.A great listener

5.A guide to your career goals

6.Organized Manager. A nurse mentorship, whether formal or informal, should be structured. A

● Advanced Professional Development. A knowledgeable nurse mentor can speak to a wide range of
topics, from nursing practice and work environment issues to career counseling and personal advice.

● Persistent. Practical follow-up skills enable nurse mentors to proactively and regularly check in on
their mentees’ job satisfaction.

● Collaborative and Goal-Oriented. Both the mentor and mentee should be involved in the development
of the mentoring plan, so the ability to establish a vision that sets goals is a crucial competency.

● Personable and Straightforward. Nurse mentors possess strong interpersonal skills and can
communicate with clarity while demonstrating compassion and patience. They are active listeners with
strong relationship-building, training, and teaching skills.

● Encouraging. Nurse mentors are empathetic, patient, and nonjudgmental. They are skilled in providing
affirmation and giving and receiving feedback.

● Insightful. Nurse mentors understand the ins and outs of the health care system to provide new
nurses with strategies for navigating it.

6.Available.

GOAL OF MENTORSHIP

The goal of mentorship programs is to provide:

1.Clinical care support

2.Psychological and emotional support

3.Academic advice

4. Career development

5. Nurse leadership opportunities

BENEFITS OF MENTORSHIP

1.Improve job satisfaction

2.Promote professional growth and development

4. Increase cost-effectiveness

5.Nurse mentoring can be invaluable in conflict situations that new nurses may be unsure how to
handle.

6.Through leading by example, nurse mentors serve as effective role models who demonstrate how to
deliver patient care at the highest standards. New nurses who are properly mentored may be able to
deliver improved quality of care, which can lead to positive patient outcomes.

7.Nurse mentors are motivators who can help young nurses push through mental, physical, and
emotional barriers.

A positive mentoring relationship can benefit the mentee by

• maximizing learning,

• improving proficiency,

• increasing confidence,

• facilitating personal and professional growth, and

• providing an introduction to new experiences and professional colleagues.

How does nursing mentorship benefit the mentor?

Not only the mentee but also the mentor benefit from the nursing mentorship programmes, including:

1. Rekindle your interest in nursing.

2. Solicit feedback regarding current policies and procedures.

3. Acquire a new perspective on current nursing trends.

4. Evaluate your communication skills to identify what is ineffectual, unclear, or deceptive.

5. Assist in the career development of another nurse while you develop your own.

6. Provide support for the next generation of nurses.

7. Recognise and gain insight from generational differences.

8. Contribute to a positive work environment.

By encouraging and implementing nursing mentorship programmes, the healthcare setting also benefits,
including:

1. Displays support for continuing education in nursing

2. Conveys the organisation's willingness to embrace change

3. Improves nurse recruitment and retention

4. Offers succession planning that ensures an awareness of a company's history and mission

5. Promotes improved teamwork by emphasising overall goals

6. Contributes to the provision of high-quality patient care and improved patient outcome. Finds and
develops prospective nurse leaders

BARRIERS IN MENTORSHIP

Nurses may face complications with mentors and may have to end the relationship. Reasons might be
the mentee did not feel supported, or the mentor may not have the desired skill set. Some other
barriers include:

1.Cultural difference or miscommunication

2.Unable to maintain the relationship

3.Lack of preparedness

4. Career changes

CONCLUSION

A mentoring culture begins with authentic leadership, genuine caring and respect for employees and
colleagues, and open communication. Mentoring does not occur exclusively in structured, formal
mentoring programs between leaders and staff nurses. Opportunities for mentoring present themselves
in a variety of ways and can be deliberate or develop spontaneously. In any public or professional forum,
there will be others who are looking to the more experienced members of the group for guidance on the
professional norms. You may find the opportunity to mentor others at professional meetings and
conferences in addition to the work environment. Nurses must take ownership of their role in mentoring
and promoting a culture of acceptance.
 Mentoring will help us to strengthen the nursing workforce, creating positive leaders and contributing
to better patient care and outcomes. Finding ways to give back to the profession is important for each of
us, and mentoring offers one such avenue. It is a way for each of us to leave a legacy, a positive
contribution to the profession of nursing and the perioperative environment.