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Mentoring: The “Magic” Partnership. Presented By: Holly Jones, BS, CST Instructor Surgical Technology Our Lady of the Lake College Mentor Vs Preceptor. Preceptor Involuntary Short term Assigned new each day Assigned at random Teaches skills.

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The “Magic” Partnership

Presented By: Holly Jones, BS, CST

Instructor Surgical Technology

Our Lady of the Lake College

mentor vs preceptor
Mentor Vs Preceptor
  • Preceptor
    • Involuntary
    • Short term
    • Assigned new each day
    • Assigned at random
    • Teaches skills
mentor vs preceptor3
Mentor Vs Preceptor
  • Mentor
    • Voluntary
    • Long term relationship
    • Assigned once
    • Paired by similar characteristics
    • Teaching goes beyond skills only
    • Role Models
assigning mentors
Assigning Mentors
  • Mentors must volunteer!!
  • Find similarities
    • Personality traits
    • Life experiences
the origin of mentoring
The Origin of Mentoring
  • 800 B.C.
  • Homer - Ancient Greek Storyteller
  • Trojan War
    • King requested friend named “Mentor” to look after son during war
    • This coined the term “Mentor”
what is it
What is it?
  • Mentoring
    • Comes from Greek word meaning “enduring”
    • To Endure
      • to undergo without giving in
      • to regard with acceptance or tolerance
what is it8
What is It?
  • Mentoring
    • Definition
      • partnership between experienced and less experienced person(s) in order to share experiences and expertise to aid in personal and professional growth
who s who
Who’s Who?
  • Mentor - “The Experienced”
    • The teacher
  • Mentee - “The Inexperienced”
    • The one being taught
  • Together form a partnership
    • Based on mutual respect
effects of mentoring
Effects of Mentoring
  • Increase
    • Access to information
    • Self - esteem & confidence
    • Job satisfaction
    • Empowerment to cope
    • Professionalism
effects of mentoring11
Effects of Mentoring
  • Decrease
    • Stress
    • Frustration
    • Lack of initiative
    • Absenteeism
mentor in disguise
Mentor in Disguise?
  • Have you:
    • Shared in someone’s worries, frustration, or concerns about work?
    • Discovered someone’s “hidden” talent?
    • Influenced someone’s thinking?
types of mentoring
Types of Mentoring
  • Natural Mentoring
    • Occurs all the time
    • Occurs by “chance”
      • advice to a friend
      • career tips
      • parenting
types of mentoring14
Types of Mentoring
  • Situational Mentoring
    • Short lived
    • Specific purpose
      • inservice
      • “informational” interview
types of mentoring15
Types of Mentoring
  • Supervisory Mentoring
    • Very important
    • All good supervisors mentor their subordinates
    • Drawbacks
      • may not be a “subject matter expert”
      • heavily tasked
types of mentoring16
Types of Mentoring
  • Formal Facilitated Mentoring
    • Structured programs - organizations
    • Selected and matched through formal process
      • interviews
      • personal profiles
      • comparative interest inventories
      • get-acquainted sessions
what does it take
What Does It Take?
  • To become a mentor one must
    • Have the desire
    • Be committed
    • Make the time
    • Be Patient
    • Be experienced in the subject matter
    • Show enthusiasm
the mentor
The Mentor
  • Provides to the Mentee
    • Support
    • Guidance
    • Assistance
a good mentor
A Good Mentor
  • Has good interpersonal skills
  • Open to disagreement
  • Fosters problem solving and critical thinking
  • Gives credit
  • Willing to invest time and energy
  • Do we eat our young?
    • The OR is known for this
    • Fast-paced environment makes mentoring hard
  • Nurture our young
    • Eases workload
thought for the day
Thought For the Day

A candle looses nothing by lighting another

advantages to mentoring
Advantages to Mentoring
  • Effective method to help employees with
    • Orientation
    • Career advancement
    • Problem solving
  • Assist employees in dealing with challenges associated with successful and productive work-life
benefits to mentor
Benefits to Mentor
  • Professional growth
  • Interpersonal benefits
  • Increased self-esteem
  • Different perspective
responsibilities of mentor
Responsibilities of Mentor
  • Listen
  • Help identify goals
  • Provide Constructivefeedback
responsibilities of mentor26
Responsibilities of Mentor
  • Share in successes
  • Remember the “less experienced” feel intimidated
benefits to mentee
Benefits to Mentee
  • 3 “E’s”
    • Emotional support
    • Encouragement
    • Empathy
  • Receive motivation
  • Valuable direction
  • Gain knowledge
  • Different perspective
responsibilities of mentee
Responsibilities of Mentee
  • Willing to learn
  • Able to accept feedback
    • Use feedback for growth
  • Able to identify Goals
  • Positive attitude
  • Value time spent with mentor
  • Show appreciation
  • Both the mentor and mentee should benefit from the relationship
  • “A gift exchange”
training principals
Training Principals
  • Present one idea/concept at a time
  • Use feedback and frequent summaries
  • Revisit information often
    • Repetition is a key to success
training principals32
Training Principals
  • Present meaningful information
    • Theory versus practical application
  • Assure complete understanding
    • Ability to use information
advice to the mentor
Advice to the Mentor
  • Be a mirror
  • Be heard, but also listen
  • Ask, what would you do?
    • Allows critical thinking
    • Increases mentee self esteem
successful mentoring program
Successful Mentoring Program
  • Needs assessment
  • Make the match
  • Establish goals
  • Periodic evaluations
    • Someone to make sure needs are being met
    • Relationship gain
  • Graduation?
mentoring myths
Mentoring Myths
  • Mentoring decreases productivity
  • A mentor needs to be older than the mentee
  • Mentoring is a rare experience
mentoring myths37
Mentoring Myths
  • Mentoring requires a greater time commitment than workers can afford
  • The mentee is the only one who benefits
  • You’re puzzled over the recent behaviors of your mentee. He asks for your suggestions, and yet later you learn he didn’t even try to implement them. What would you do?
    • Discuss your findings with your mentee. If he acknowledges what he’s doing, jointly problem solve what you could both do differently.
    • Assume this is a generation gap issue and let it go.
    • Kindly suggest that he is showing passive-aggressive behavior and could possibly use some professional help.
    • Stop giving suggestions to him. Ask him what he believes is the right step in each situation.