CMSA Today - Issue 2, 2012 - (Page 24)
Looking to the Future:
Do You Take the Long-term or Short-term View of Mentorship?
BY WENDY DEVREUGD, RN, BSN, PHN, FNP, CCDS, MBA
here is no right or wrong answer to the question! Both approaches may be right under diﬀerent circumstances; depending upon the skills, experience, and timing of the mentor in interventions. If one focuses often on “developing” people, mentoring is the highlight of your day; a long-term approach that is intricately woven into everything you do in case management nursing practice. However, even an once-in-a-lifetime contact - or a spoken word of advice – may be a “lifebuoy” to someone who is drowning in the deep waters of confusion or conﬂict. The act of mentoring…whether the short-view or the long-view…may promote a mentee’s professional life in ways one may not see or understand at the time. Do you remember such a person in a professional life storm? Was it a ripple in the water…or was it high waves? According to Tom Rath (Strengths Finder 2.0, 2007):
“…consider being a “mentor of the moment”…Many of the most poignant and memorable developmental moments occur when the right words are delivered at the right time – words that clarify understanding, reignite a passion, open eyes to opportunity, and change a life course.” The “feedback” one receives in the role as a long-term mentor also is critical and should be actively sought. I remain extremely curious how the individual strengths and weaknesses balance, interplay, and contribute to the success or failure of the one being mentored; such as character traits, individual accountability, cultural diversity, and the degree of thirst for knowledge (to name only a few). I want to have an attitude of “I will not let you fail!” So it is helpful if the mentor seeks a chance to have periodic feedback from the one being mentored and ask some questions – to be able continue to learn and grow in the mentor role:
1. After ___ years in practice, tell me how you “found your voice” and “mentors”? Who were they? How did they help you? 2. Did your mentoring improve with feedback to the mentor from you? 3. On self-accountability: what did you ﬁnd helpful in improving your nursing/ case management practice? 4. How often did you research and where? Did this research help you? 5. How did you develop facilitative relationships with physicians and others? 6. What are you doing now to develop your own mentoring skills and leadership for the future? (“Pay it forward…”) In the last column of “Mentoring Matters” we heard from a new nurse and her experience with beginning her nursing practice and with being mentored. Her words were inclusive of both fear and doubt; but also a strong determination to grow, gain experience, and ﬁnding her “voice” and mentors. Since I am mentoring new nurses and case managers, I found these conversations bridged the gap over the wide channels of nursing practice and personalities. We now return to this same nurse after two years of practice (see sidebar). I dare say… I can use so much of what she shares in her insights with me with future incoming case managers. A future mentor here, perhaps? ■
Rath, T. (2007). Strengths Finder 2.0. Pg. 91. Gallup Press, New York, New York.
About the Author
Wendy DeVreugd is the Senior Director of Case Management at Kindred Healthcare, Hospital Division, West Region. You can reach her at Wendy. Devreugd@kindredhealthcare.com.
ISSUE 2 • 2012 • DIGITAL
Table of Contents for the Digital Edition of CMSA Today - Issue 2, 2012
2012 Public Policy Summit, April 23-24
Aligning Professional Ethics with Innovation: Licensure Portability’s Predicament
Can You Hear Us Now? What’s Happening with the Multi State Licensure Task Force
The Evolving Role of Care Coordination in an Acute Care Environment: Confi rming the Appropriate Utilization of Necessary Services – Separating Tasks from Process (Part 2 of 3)
VIEW FROM CAPITOL HILL
CASE MANAGEMENT AND THE LAW
CMSA CORPORATE PARTNERS
INDEX OF ADVERTISERS
CMSA Today - Issue 2, 2012