Introduction to Mentorship: Difference between revisions
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== Introduction == | == Introduction == | ||
== Definitions<ref>Burgess A, van Diggele C, Mellis C. Mentorship in the health professions: a review. Clin Teach. 2018 Jun;15(3):197-202.</ref> == | == Definitions<ref name=":0">Burgess A, van Diggele C, Mellis C. Mentorship in the health professions: a review. Clin Teach. 2018 Jun;15(3):197-202.</ref> == | ||
=== Mentorship === | === Mentorship === | ||
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== Types of Mentorships == | == Types of Mentorships == | ||
Mentorship can be completed in multiple formats.<ref>Mullen CA, Klimaitis CC. Defining mentoring: a literature review of issues, types, and applications. Ann N Y Acad Sci. 2021 Jan;1483(1):19-35. </ref> In situations in which the mentor and mentee are in proximity to each other, in-person mentoring may be the most beneficial. A mentee often is seeking guidance and knowledge in areas in which there is not a local mentor with the expertise required to form a mentorship relationship.<ref>Henry-Noel N, Bishop M, Gwede CK, Petkova E, Szumacher E. Mentorship in Medicine and Other Health Professions. J Cancer Educ. 2019 Aug;34(4):629-637.</ref><ref name=":0" /> Therefore, virtual mentorship can provide access to national and/or international mentors. Whether mentorship is in-person or virtual, mentoring can happen one on one, in groups, or as a team. | |||
Mentorship can be completed in multiple formats.<ref>Mullen CA, Klimaitis CC. Defining mentoring: a literature review of issues, types, and applications. Ann N Y Acad Sci. 2021 Jan;1483(1):19-35. </ref> In situations in which the mentor and mentee are in proximity to each other, in-person mentoring may be the most beneficial. A mentee often is seeking guidance and knowledge in areas in which there is not a local mentor with the expertise required to form a mentorship relationship. Therefore, virtual mentorship can provide access to national and/or international mentors. Whether mentorship is in-person or virtual, mentoring can happen one on one, in groups, or as a team. | |||
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== The Mentor == | |||
Mentors are experts in their areas of knowledge and skills and can provide evidence-based practice guidance and advisement through collaborative relationships. | |||
Mentors will possess the following skills and characteristics during the mentorship process: <ref name=":0" /> | |||
* Accessible, responsive, timely, and consistent | |||
* Effective professional communication skills including active listening | |||
* Provide timely and constructive feedback | |||
* Ability to share their knowledge and experiences practically | |||
* Foster critical thinking and reflection | |||
* Set aside personal bias and be non-judgemental | |||
* Positive attitude, respectful, inspiring, and motivational | |||
* Ability to empower the mentee | |||
* Set realistic goals and source a variety of learning resources | |||
* Build mutual trust and maintain confidentiality | |||
The mentor must set aside circumstantial assumptions and consider the mentee’s culture, work environment, and available resources. Advisement and guidance must be practical to what the mentee can achieve. The mentor needs to show interest in the mentorship relationship and skills and knowledge being shared. The mentor must be adaptable to the needs of the mentee and have an enthusiasm for teaching, knowing at times they may be providing education and coaching. | |||
A mentor can be described as one who is: | |||
'''M''' – motivational | |||
'''E''' – effective | |||
'''N''' – non-judgemental | |||
'''T''' – trustworthy | |||
'''O''' – open communicator | |||
'''R''' – reflective | |||
Signs of a bad mentor (“tormentor”):<ref>Mentoring Handbook. Second Edition. The American Heart Association 2008. Available from https://professional.heart.org/-/media/PHD-Files-2/Membership/mentoring_handbook_second_edition_ucm_323211.pdf [last access 17.04.2023]</ref> | |||
* Misinterprets a mentee’s potential | |||
* Does not maintain professional boundaries | |||
* Doesn’t listen to a mentee’s input | |||
* Unethical behaviour (?) | |||
* Doesn’t accurately represent personal skills, knowledge, and competency | |||
* Doesn’t set aside time to for the mentorship relationship or follow up with the mentee | |||
* Poor communication including criticisms | |||
== Resources == | == Resources == | ||
Revision as of 21:36, 17 April 2023
Original Editor - Ewa Jaraczewska based on the course by Angela Patterson
Top Contributors - Ewa Jaraczewska, Kim Jackson and Jess Bell
Introduction[edit | edit source]
Definitions[1][edit | edit source]
Mentorship[edit | edit source]
Mentorship is the process of forming a relationship between one or more experienced persons (mentors) in an area of evidence-based practice within a clinical and/or academic setting guiding one or more persons (mentees) in developing and reassessing skills and knowledge for their personal and professional development.
Mentor[edit | edit source]
A person with advanced experience and knowledge in an area of clinical practice or education that advises and guides another person to develop their skills and knowledge for personal and professional growth.
Mentee[edit | edit source]
A person that is receptive to developing new skills and knowledge in their education and/or clinical practice through collaborating with a mentor.
Types of Mentorships[edit | edit source]
Mentorship can be completed in multiple formats.[2] In situations in which the mentor and mentee are in proximity to each other, in-person mentoring may be the most beneficial. A mentee often is seeking guidance and knowledge in areas in which there is not a local mentor with the expertise required to form a mentorship relationship.[3][1] Therefore, virtual mentorship can provide access to national and/or international mentors. Whether mentorship is in-person or virtual, mentoring can happen one on one, in groups, or as a team.
| Type of Mentorship | Characteristic |
|---|---|
| Virtual or E-Mentoring | Access nationally and internationally through internet and messaging platforms |
| Traditional Mentoring | One-on-one mentoring |
| Team Mentoring | Two or more mentors working with two or more mentees with a mentor to mentee relationship no greater than one to five |
| Peer Mentoring | Expert mentors to expert mentees |
The Mentor[edit | edit source]
Mentors are experts in their areas of knowledge and skills and can provide evidence-based practice guidance and advisement through collaborative relationships.
Mentors will possess the following skills and characteristics during the mentorship process: [1]
- Accessible, responsive, timely, and consistent
- Effective professional communication skills including active listening
- Provide timely and constructive feedback
- Ability to share their knowledge and experiences practically
- Foster critical thinking and reflection
- Set aside personal bias and be non-judgemental
- Positive attitude, respectful, inspiring, and motivational
- Ability to empower the mentee
- Set realistic goals and source a variety of learning resources
- Build mutual trust and maintain confidentiality
The mentor must set aside circumstantial assumptions and consider the mentee’s culture, work environment, and available resources. Advisement and guidance must be practical to what the mentee can achieve. The mentor needs to show interest in the mentorship relationship and skills and knowledge being shared. The mentor must be adaptable to the needs of the mentee and have an enthusiasm for teaching, knowing at times they may be providing education and coaching.
A mentor can be described as one who is:
M – motivational
E – effective
N – non-judgemental
T – trustworthy
O – open communicator
R – reflective
Signs of a bad mentor (“tormentor”):[4]
- Misinterprets a mentee’s potential
- Does not maintain professional boundaries
- Doesn’t listen to a mentee’s input
- Unethical behaviour (?)
- Doesn’t accurately represent personal skills, knowledge, and competency
- Doesn’t set aside time to for the mentorship relationship or follow up with the mentee
- Poor communication including criticisms
Resources[edit | edit source]
- bulleted list
- x
or
- numbered list
- x
References[edit | edit source]
- ↑ 1.0 1.1 1.2 Burgess A, van Diggele C, Mellis C. Mentorship in the health professions: a review. Clin Teach. 2018 Jun;15(3):197-202.
- ↑ Mullen CA, Klimaitis CC. Defining mentoring: a literature review of issues, types, and applications. Ann N Y Acad Sci. 2021 Jan;1483(1):19-35.
- ↑ Henry-Noel N, Bishop M, Gwede CK, Petkova E, Szumacher E. Mentorship in Medicine and Other Health Professions. J Cancer Educ. 2019 Aug;34(4):629-637.
- ↑ Mentoring Handbook. Second Edition. The American Heart Association 2008. Available from https://professional.heart.org/-/media/PHD-Files-2/Membership/mentoring_handbook_second_edition_ucm_323211.pdf [last access 17.04.2023]
