Group Mentoring of New Graduate Midwives: Emerging Professional Capacity: A Naturalistic Inquiry

Abstract

<p>This research explores an innovative group mentoring model developed at the request of four newly graduated midwives who were mentored as a group by four experienced midwives. Since virtually all research on mentoring, both internationally and in New Zealand assumes that mentoring is a one-to-one activity, this study aimed to describe how this group mentoring model operated and explore whether it was successful in supporting new midwives to gain confidence. A naturalistic study design was used with a mixed methods approach to collecting and analysing a large amount of richly descriptive data. Data were gathered from records of individual contacts between mentors and new graduates, from a series of interviews with each of the eight participants, and from the actual audio recordings of regular group mentoring meetings across the mentoring year. Simple descriptive analysis of quantitative data and detailed thematic analysis of qualitative data were undertaken. The study found the group mentoring model provided everything that is expected of one-to-one mentoring and the new graduates felt well supported as they gained confidence during their first year in practice as autonomous self-employed midwives. The group model provided new graduates with 24/7 one-to-one mentor support whenever they asked for it. This was found to occur mostly in the first half of the year and was highly valued. The new graduates and the mentors all agreed that the most important part of the model were the regular group meetings. These meetings were entirely focused on day to day experiences that the new graduates chose to present to the group. Analysis of the meeting transcripts showed that the new graduates' issues ranged across the whole scope of practice; that they were sometimes prompted by self-reflection, sometimes by issues to do with relationships with others, and sometimes by a need to discuss technical matters. The mentors' responses were variously supportive; listening and exploring; directing or informing; and questioning or challenging. The group aspect of this mentoring model added a number of features that would not be possible in one-to-one mentoring. The new graduates valued how the group meetings exposed them to multiple perspectives from several mentors. The group meetings modelled a supportive and collegial way of working together that facilitated their emerging professional capacity now and into their future. The group provided a safe yet challenging space: a "stimulating sanctuary" for the new graduates' development. Overall the study found that group mentoring can successfully meet the needs of new graduates and provides several advantages over one-to-one mentoring. Group mentoring may be a more sustainable model than one-to-one, particularly where there are shortages of mentor midwives available. It is a model that promotes a supportive professional midwife culture, contributes to new knowledge in the area and is the preferred approach to mentoring in the future.</p>

Midwifery mentorship in Aotearoa New Zealand: The mentors’ perspective

“…Previous studies from Aotearoa have reported on the efficacy and benefits of midwifery mentoring from the perspective of mentee and new graduate midwives (Jackson, 2020;Kensington, 2006;Lennox, 2011;Lennox et al, 2008;Pairman et al, 2016;Stewart & Wootton, 2005). Likewise, international literature on mentoring relationships in midwifery has focused on the experiences of mentees and student midwives, or programme efficacy (Bradford et al, 2022;Cummins et al, 2017;Ryan et al, 2010;Wissemann et al, 2022).…”

“…The importance of mutual trust, respect and a non-hierarchical and safe environment to facilitate successful mentoring relationships has been identified in the wider literature on midwifery mentoring (Bradford et al, 2022;Cummins et al, 2017;Jefford et al, 2021;Kensington, 2006;Ryan et al, 2010). This also reflects how mentee midwives in Aotearoa describe their experience of the mentoring relationship as providing a safe yet challenging space (Lennox, 2011) and a safe environment to reflect on practice (Stewart & Wootton, 2005), which enable mentees to feel safe, comfortable and secure (Kensington, 2006).…”

“…Doing physical exercise has a significant impact on midwives' ability to manage stress and protect against burnout (Mollart et al, 2013). Mentors in Lennox's (2011) study similarly discussed the importance of having conversations about self-care with new graduate mentees. However, where mentors in Lennox's study expressed frustration at being unable to influence mentees' self-care practices, for mentors in our study, discussions around health and wellbeing with mentee midwives challenged them to reflect on their own self-care.…”

“…The role of mentoring programmes to support and improve clinical knowledge and safety is a recognised benefit of mentoring in health care settings, including midwifery (Wissemann et al, 2022). In Lennox's (2011) study, mentors viewed it as important to have an impact on the "new graduate's ability to create sustainable practice structures" but it does not describe how mentors approached this (Lennox, 2011, p. 142). The focus on forging positive working relationships is supported by the literature which has identified collaboration with other midwives across different birth settings as an essential component of a supportive practice climate (Thumm & Flynn, 2018).…”