The document discusses mentoring in nursing in contemporary healthcare. It begins with definitions of mentoring, mentor, and mentee. It describes the origins of mentoring from characters in Greek mythology and its use historically. It outlines the phases of the mentoring process and roles of mentors and mentees. It discusses objectives of mentoring relationships, implementation processes, benefits including leadership development and challenges like motivated mentors. The conclusion emphasizes the importance of mentoring for the nursing profession's future and leaves with quotes about the value of mentoring others.

1. MENTORING IN NURSING IN A
CONTEMPORARY HEALTH CARE SOCIETY
PRESENTED BY
KAWAI BENJAMIN A.
RN., ORLNP., SPEECH THERAPIST (BSc)
TO
DEPT OF NURSING SERVICES
CONTINUING EDUCATION’S PRESENTATION
FMC BIRNIN KEBBI
FRIDAY, 31ST MAY 2019

2. SCOPE
 Introduction
 Definitions
 Origin of mentoring
 Qualities of a mentor
 Phases of mentoring process
 Roles expected of mentors/ mentee
 Objectives of mentoring relationship
 Mentoring implementation process
 Benefits of mentoring
 Common challenges of mentoring
 Conclusion
 References

3. INTRODUCTION
 The significance of mentoring in nursing in our today
health care society cannot be ignored
 Today’s contemporary healthcare society consist of
different healthcare professional, how far has nursing
advanced in mentorship compared with others
 There is no greater accomplishment for mentors than
when people they developed pass them by (John c.
Maxwell,2008)

4. DEFINITIONS
 MENTEE: a person who takes charge of their
own development and see real value in learning
from others(Goodman,2004).
 A MENTOR: A mentor is an invaluable source of
information, skills and wisdom from which the
mentee can unearth and enrich his or her own
value for the organization

5. DEFINITIONS (CONTD)
 MENTORING : is transfer and exchange of information
between a mentor and a mentee as they develop a
long term relationship
 It is a process of deploying experienced individuals to
provide guidance and advice that will help develop
the career of the mentee allocated to them

6. ORIGIN OF MENTORSHIP
 History suggest that the discipline, mentoring
originated from a character in Homer’s odyssey
called mentor.
 Mentor was actually the goddess Athene who
guided Telemachus on his quest to find his father

7.  Also traced to1689 France where a French prelete
Francois Fenelon,the Archbishop of cambrai and formost
intellectual luminary in the country was nominated as
the tutor of Louis the xiv
In Africa:
 Manzi Anatole (Rwanda) is the director M.E.S.H(
mentoring and enhanced supervision at health centre).A
Rwandan Nurse with bachelor in clinical psychology and
master in public health

8. QUALITIES OF A MENTOR
Among others
 Sincerity
 Approachable
 Non-judgemental
N.B, These qualities are communicated primarily by facial
expression followed by tone and to a limited extent by
words.
People often remember more about how a subject is
communicated than the speaker’s knowledge of the
subject.

9. PHASES OF MENTORING
preparing
negotiating
enabling
closing

10. ROLES EXPECTED OF MENTOR/MENTEE
MENTOR
 Father
 Mother
 Sounding board
 Advisor
 Inspirer
 Developer
 Role model
 Networker
 Champion
 Knowledge broker
 Communicator
 Storyteller
 Teacher & coach
 MENTEE
 Reflector
 Learner
 Researcher
 Self developer
 Communicator
 Listener
 Interpreter
 Implementer
 Relationship builder
 Innovator
 Problem solver

11. TYPES OF MENTEE
 Passenger
 Pedestrian
 Patient
 Pilot

12. TYPES OF MENTEE
PASSENGER:-
 High level of dependence on the mentor, struggles
to function independently.
 Low level of focus and goal achieve.
PEDESTRIAN:-
 Low level of dependence on mentor.
 Low level of focus on achieving goals.
PATIENT:-
 High level of dependence on the mentor but are
much focused on goals achievement

13. TYPES OF MENTEE CONTD.
PILOT:-
 Considered the ideal
 High level of focus on goal achievement
 Hunger to excel
 Typically dynamic
 Assuming responsibility for flying/driving their own
goals

14. OBJECTIVES OF MENTORING RELATIONSHIP
 To drive a high performance organization
 To promote skills and knowledge transfer
 To embed transformation which encourage a
diverse workforce
 To enforce learning and development
 Driving organizational goals

15. MENTORING IMPLEMENTATION PROCESS
 Individualize mentoring
 Create mentoring implementation structures
 Training of mentoring coordinators
 Identify mentors and mentee
 Training of mentors and mentee

16. MENTORING IMPLEMENTATION PROCESS (CONTD)
 Match mentors and mentee
 Relationship goal setting and contracting
 Implement and define time lines
 Follow up and implementation

17. BENEFITS OF MENTORING(jackwalsh,2001)
 It can be used for leadership development.
 It support and re-enforces training and skills
development interventions.
 Mentoring when combined with training,
increases a productivity margin by 88%.

18. BENEFITS OF MENTORING (CONTD).
 It aids in induction and orientation of new employee
or manager.
 It assist in career development.
 It promotes teamwork and sound working relationship.
 It promotes succession planning and skills transfer.

19. BENEFITS OF MENTORING (CONTD).
 It assist in the implementation of performance
management
 Contribute to job satisfaction
 It accelerates employment equity
 It build competence within the organization

20.  It harness the full potentials and talents of
employees
 It promotes learning culture in an organization
 It helps an organization to achieve it’s objectives

21. Challenges of mentoring
 Motivated mentors
 Goal setting for mentee
 Effective matching.
 Open feedback.
 Providing structures.
 Tracking outcomes

22. CONCLUSION
 As a profession it’s time for us to wake up and do the
needful. The task of salvaging our profession and securing
her future via mentoring lies in our hands especially the
seniors and elders in the profession.

23. CONCLUSION
 I leave you with these beautiful assertions by Myles
Munroe (PhD)
 The greatest act of leadership is mentoring
 If what you learn, achieve, accumulate or accomplish dies
with you, then you are a generational failure
 Mentoring is the manifestation of the highest level of
personal maturity ,security and self confidence
 An insecure person will never train people, they will oppress
people
 Mature people create people greater than themselves

24. Conclusion contd.
 The greatest obligation of true leadership is to
transfer your deposit to the next generation
 Leadership success is measured by the success
of your successor
 You preserve what you built through
mentorship.

25.  Make people greater than you and you will live
forever
 The first act of true leader is identifying your
replacement and begin mentoring them
 When you mentor people your legacy will make
your tombstone unnecesary

26. References
 Baxley.S, Ibitayo.k & Bond.M.L(2004) mentoring today’s Nurses: A global
perspective for success. Indianapolis:sigma theta tau International.
 Gibson, T. ,& Heartfield ,M. (2005). Mentoring for Nurses in general practice :
An Australian study, Journal of interprofessional care, 19(1),50-
62.dol:101080/1356182400021742.
 Grossman .s.c. (2013) mentoring in nursing : A dynamic and collaborative
process (2nd ed.)Newyork : springer.
 Mayer, M & Fourie, L. (2006) Mentoring and Coaching . Johannesburg : Know
Red publishing .
 Olson, R. K. (2014).Academic mentoring of faculty . In S. Baxley, K, Abidoye,
& M.L. Bond(Eds) Mentoring today's Nurses: A global perspective for success.
(pp. 75-92), Indianapolis :Sigma Theta Tau international .
 Steinmann,N.(2006). Fundamentals of Effective Mentoring; Raising Giant
Killers. Johannesburg: Know Results publishing .
 Tucker ,K. (2007). Establishing a mentoring and coaching programme .
Johannesburg : Know Results publishing .

27. THANKS
FOR YOUR
TIME
THANKS FOR LISTENING