Description
Mentoring in Nursing and Healthcare: Supporting career and personal development is an innovative look into mentoring within nursing, and its implications for career success. It provides an up-to-date review of the current research and literature within mentoring in nursing and healthcare, drawing together the distinctive challenges facing nurses and their career development. It proposes new directions and practical ways forward for the future development of formal mentoring programmes in nursing.
Offering fresh insight into mentoring principles and how these can be used beyond pre-registration nurse education to support personal career development. This is an essential book for all those commencing, continuing or returning to a nursing career.
Key features:
- Addresses mentoring as a career development tool
- Focuses on the individual benefits of being a mentee and mentor and how this can aid professional development
- Both theoretical and practical material is presented
- Features case studies throughout book
- Supports nurses to develop their careers
- It is sector specific but has transferability across disciplines
- A summary chapter draws together common threads or theoretical perspectives. The book concludes with strategies for future research and progress
Chapter
The Person-centred Approach
The Organisational Structure Perspective
Gender Differences in Career Development and the Meaning of Success
Gender Differences in the Career Progression of Nurses and Healthcare Professionals
Chapter 2 Mentoring as a Career Development Tool
Box 2.1 Kram’s stages of the mentoring.
Box 2.2 Clutterbuck’s stages of the mentoring relationship.
Competencies of Mentors and Mentees
Box 2.3 Capabilities of effective mentors.
Informal vs Formal Mentoring
Alternative Forms of Mentoring
Does Mentoring Really Work?
Box 2.4 Benefits of mentoring for mentees.
Box 2.5 Benefits of mentoring for mentors.
Box 2.6 American Psychological Association ethical guidelines.
Chapter 3 Diversity in Mentoring: Gender, Race and Ethnicity
Barriers for Women to Acquiring a Mentor
Cross-gender Mentoring Relationships
The Role of Gender in Formal and Informal Mentoring Relationships
The Role of Race and Ethnicity in Mentoring Relationships
The Impact of Mentoring Relationships for White and BAME Women
Chapter 4 Mentoring in Nursing and Healthcare
Mentoring in Nurse Education
Box 4.1 Mentors are responsible and accountable for:
Box 4.2 Preceptors should:
The Value of Mentoring Throughout a Developing Career
Chapter 5 Designing and Implementing a Formal Mentoring Programme
Definition of Mentoring Applied to the Challenging Perceptions Programme
Objectives of the Programme
Recruitment of NHS Mental Health Trusts
Recruitment of Participants and Control Group
The Matching Process (Mentees’ Selection of Mentors)
The Seven Main Elements of the Challenging Perceptions Programme
Element 1: A three-day, residential career development and mentoring training course for female mentee participants
Element 2: One-day gender awareness and mentoring programme for mentee participants and their chosen mentors
Element 3: The Mentoring Relationship
Element 4: Action learning sets
Element 5: Work shadowing
Element 6: Assessment and evaluation
Element 7: Final networking event
Chapter 6 Evaluating Formal Mentoring Relationships
Qualitative Data Collection
Mentees and Control Group
Quantitative Data Collection
Mentees and the Control Group
Semi-structured Interview Analysis
Chapter 7 Does Mentoring Work? The Realities of Mentoring from the Perspective of Both Mentee and Mentor
Career Development Outcomes
Breaking the Glass Ceiling
Personal Development Outcomes
The Mentoring Relationship
Chapter 8 The Challenging Perceptions Programme and the Long-term Benefits of Mentoring
Formal Mentoring Programmes
The Challenging Perceptions Programme
Focus on Individual Perceptions
Future Programme Development
Mentoring in Nursing and Healthcare
：Supporting Career and Personal Development
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