The
JMH
Mentor
Program
March 2012
Mentor Program GoalsMentor Program Goals
•Increase job satisfaction andretention•Increase job satisfaction andretention
•Encourage professional growthand development•Encourage professional growthand development
•Foster a ____________within thehospital•Foster a ____________within thehospital
Guide
Advocate
Networker
Communicator
Resource
___________
Friend
Listener
Encourager
Coach
Confidant
Facilitator
Challenger
PreceptingPrecepting
1.Short-term process1.Short-term process
2.Offers supervisionwhile learningnew skills2.Offers supervisionwhile learningnew skills
3._________oriented3._________oriented
4.Occurs at work4.Occurs at work
1.Long-term process1. Long-term process
2. ____________oriented2. ____________oriented
3. Provides a socialconnection to theorganization3. Provides a socialconnection to theorganization
4. Interaction duringpersonal time4. Interaction duringpersonal time
MentoringMentoring
Essential
Elements
Of the
Mentoring
Process
Propermatch
Department Worked
Years of practice
Biographical Sketch
Predictive Index
Teaching/
Learning Style
Educational preparation and
Past educational experience
________________
Mentor/MenteeMatch CriteriaMentor/MenteeMatch Criteria
Professional
Relationship
Skills &
Behavior
Development
COMMUNICATION SKILLS
•Be brave. Share yourexperiences if thoseexperiences might behelpful.
•Listen for recurring themes.
•Ask open-ended questions.
•If you are not sure aboutwhat you’re hearing, ask forclarification.
•Identify whatcommunication skills arelacking and build thoseskills.
–Example:________________
•Use “I” statements ratherthan “you” statements.
•Stay focused. Be there. Bepresent.
•Be quiet and listen.
•Don’t worry about whatyou’re going to say next._________MORE THAN YOUTALK.
•Make sure your messageand your actions match.
PERSONALACCOUNTABILITY
•Learn & Grow (empoweredarea)
–“I’m a piece of thepuzzle”
–“It starts with me”
–“This can work”
–“I can make it happen”
Ownership, findingsolutions,__________________
•Personal accountability ispart of the foundation forbuilding adult behaviors inthe work place – stay tunedfor more on that!
•___________ ofaccountability
–Upper level: Learn &Grow
–Lower level: Protect &Defend
ADULT BEHAVIOR IN THEWORK PLACE
•These skills & behaviorscan be learned - mentorsare role models 24/7
•Personal accountabilityexpected by all
•Everyone has an equal voice& uses it
•Communication flows allways – take messages tothe “right mail box”
•Conflict is managed openly
•Initiate contact with your mentee. If contacts havefailed after ________ attempts, notify the mentorcoordinator
•Schedule a minimum of ____ meetings within the 12-month program
•Submit a feedback form to the mentor coordinatorfollowing each meeting
•Follow up phone calls are strongly encouraged
MENTOR RESPONSIBILITIES
•A savior
•A foster parent
•A therapist
•A “cool” peer
•An ___________
WHAT AMENTORISN’T
•Share your ________________ andexperience
•Develop leadership skills – invest inthe future
•Spend time with someoneinterested in growingprofessionally
•Sense of giving back
•Fun, friendship
•Building your personal resume
MENTORING – WHAT’S IN IT FOR ME?
•Answer questions promptly or get help from someonewho can
•Set parameters on your role
•Give _________________ feedback
•Learn from your mentee
TIPS FOR MENTORS
