![]() This assessment will help toĭetermine your mentoring strengths and areas that need further development. Complete the Mentor Self-Assessment (Mentor Tool 3). Ensure your mentee receives and reads the AMSN Mentoring Program Mentee Guide. Mentor and mentee roles, and how to engage in a successful mentoring relationship. Read the Introduction to Mentoring article (Mentor Tool 2) to learn about mentoring, the Review the AMSN Mentoring Program Mentor Guide. Place a check in the column once you have completed each step.ġ. The following steps are suggestions for assisting your mentee in progressing successfully through the mentoring program. © Copyright 2012 Academy of Medical-Surgical Nurses All rights reserved. If you and your mentee plan to follow this program as it is designed, go to the Directions for the Mentor for step by step directions for beginning and maintaining your mentoring relationship Review the information in this guide to determine its contents and the components that will be most helpful to meet your needs as a mentor. ![]() Mentees may choose to disclose the identity of their mentors, but the mentors should not disclose any information, with the exception of: � Violation of hospital / agency policy � If mentee is not reliable in keepingĪppointments in a timely way or not participating in the mentoring program in some other manner. The mentoring relationship is confidential. Organizational Skills � Project Management � Goal Setting � Time Management Interpersonal Skills � Communication � Feedback � Assertiveness � Service Behaviors � Conflict Management � Relationship Building � Dealing with Difficult People/Situations Management Skills � Delegation � Motivation � Team Building � Organization Culture � Networking � Self-Management � Self-Care As the mentoring continues, you will be able to identify growth in these areas. While the original focus of the program was specific to the new graduate nurse, it became apparent that experienced nurses who change positions (e.g., change nursing units, are promoted to charge nurse or nurse manager, become a clinical nurse specialist, etc.) also benefit from a mentoring relationship.Īs a mentor, you will assist your mentee in developing skills in all of the areas listed below. The nursing shortage, the hectic work environment, and statistics on the numbers of new graduate nurses who leave their first nursing position within the first year were critical factors in the decision of the Academy of Medical-Surgical Nurses to develop this program. To effectively implement this program, some organizations designate a site coordinator to identify and link mentors and mentees, and oversee the timeline and completion of the mentoring tools. You may use the tools as the program is intended, or select those tools most appropriate to your mentoring needs. The program contains guidelines and tools for the mentor, mentee, and site coordinator. On the needs of colleagues � Communicate information concerningĮxpectations, learning opportunities, and stressors Personal, and interpersonal growth � Promote mutuality and sharing based Relationships � Guide nurses in their professional, It is designed to meet the following objectives. The program provides information on mentoring along with guidelines and tools for a successful mentoring relationship. The program is based on the principles of adult learning with a focus on meeting the needs of the mentee. It is a framework for the passage of wisdom, caring, and confidence between new and experienced nurses. ![]() The AMSN Mentoring Program is designed to guide a mutual relationship between an experienced nurse (mentor) and a new nurse or nurse transitioning to a new role (mentee). 22Īssessment of the Relationship with the Mentee. 18Ībout the Academy of Medical-Surgical Nurses. The Specialty of Medical-Surgical Nursing.
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