Veterans Health Administration Mentoring Model for New Nurse Executives

Abstract

A nurse executive mentoring program was implemented through the Veterans Health Administration Office of Nursing Service to standardize orientation and increase retention rates in this vital healthcare role. The Veterans Health Administration system has 154 nurse executives throughout the United States with 74% eligible for retirement. This mentoring program is intended to support the integration of new appointees into the nurse executive role. The program has produced a written resource to support effective functioning in the role. The program includes a leader skills self-assessment to evaluate the leadership style and assist with senior leadership team integration.

Moving Knowledge to Action: A Qualitative Study of the Registered Nurses' Association of Ontario Advanced Clinical Practice Fellowship Program

“…A literature review found many studies on mentoring; however, only a small number evaluated mentoring to advance nursing practice for positive patient outcomes, practitioner outcomes or both. Rather, mentoring programs have been used for teaching student and novice nurses, such as mentoring new graduate nurses to ease their transition into practice (Fogel 2011;Fox 2010), assisting role transitions for administrators, nurse practitioners or faculty members (MacPhee and Bouthillette 2008;de Campli et al 2010;White et al 2010;Hill and Sawatszky 2011) and providing career direction for junior colleagues (Allen et al 2004) or leadership development for nurse executives (Weiss et al 2008). These programs are typically developed and administered by organizations for their employees, often with the goal of recruiting or retaining nursing staff.…”

“…In summary, mentorship programs for advanced nursing knowledge and skills have targeted a variety of knowledge, skills and practices that include research inquiry (Cullen et al 2011;Ploeg et al 2008;Turkel et al 2008), evidence-based practice (Gawlinski and Miller 2011;Selig and Lewanowicz 2008;Wells et al 2007) and leadership development (Tourangeau et al 2003;Weiss et al 2008). However, little research has evaluated quality of care or patient outcomes as a result of mentorship programs and fellowships in nursing.…”

Effective succession planning in nursing: a review of the literature

“…2009, Sherman & Pross 2010), although succession planning for nurse executives remains a high priority (Beyers 2006, Blouin et al. 2006, Weiss et al. 2008, Ponti 2009).…”

“…Public sector succession plans generally take in all managerial levels, with emphasis on promoting from within to retain top talent (Reilly 2008). Nursing succession plans tend to focus on front-line managers because these are the nurses who directly influence quality of care -a health-care organizationÕs stock in trade (Shermont et al 2009, Wendler et al 2009, Sherman & Pross 2010, although succession planning for nurse executives remains a high priority (Beyers 2006, Blouin et al 2006, Weiss et al 2008, Ponti 2009).…”

Get authentically engaged

“…7 Additionally, there has been an increase in nurse manager retention by initiating a formal program that extends beyond orientation, such as a residency or mentoring program, which allows for regular contact with designated peers throughout the first year of employment. 8 Therefore, it's essential for nurse managers to have regular contact with a designated mentor to enhance the learning process, solidify success, and learn from mistakes. Offering encouragement, personalizing appreciation, and maintaining an optimistic outlook are all aspects of a positive mentoring relationship, which has the ability to stimulate, ignite, and invigorate energies to incredible outcomes.…”