Determining effective mentor characteristics in inter-organizational mentoring for managers: an approach based on academics’ and practitioners’ perspectives

Gisbert‐Trejo, Nuria; Landeta, Jon; Gallastegi, Eneka Albizu; Ferrín, Pilar Fernández

doi:10.1108/ict-06-2018-0051

Cited by 11 publications

(13 citation statements)

References 106 publications

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“…The significant finding is that "teacher-coach", "standard-prodder", and "eye opener" take prominence over characteristics such as "idea bouncer", "problem solver", and "challenger." The former characteristics have all historically been strongly highlighted as effective characteristics of an effective mentor [38]. These changes in perceptions could be attributable to the challenges facing individuals working in healthcare organizational cultures and environment that are complex, dynamic, and clinical governance and patient safety focused [5].…”

Section: Discussionmentioning

confidence: 99%

Exploring Primary Healthcare Students and Their Mentors’ Awareness of Mentorship and Clinical Governance as Part of a Local Continuing Professional Development (CPD) Program: Findings of a Quantitative Survey

McSherry

Snowden

2019

Healthcare

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: Introduction: Research by Snowden [1] and Elwood et al. [2] exploring the benefits of mentoring and the place of clinical governance in enhancing care delivery illustrated an unexplored synonymous relationship between mentors and mentees (students at undergraduate and postgraduate levels) and its potential impact on patient safety and quality of care. The significance of the research was in recognizing the importance the role of the mentor can play in raising awareness of patient safety and clinical governance principles and processes in the primary healthcare setting. Aims: Building on Elwood et al.’s [2] preliminary research, this research aimed to explore primary healthcare workers and their mentor’s awareness of mentorship and clinical governance as part of a local Continuing Professional Development (CPD) program. Furthermore, it aimed to establish any relationship between the mentors, the mentee, and their awareness and application of clinical governance in the primary healthcare setting. Methodology: A quantitative research design using a survey was adopted. Data Collection Instrument: The researchers integrated previously validated questionnaires incorporating Darling’s [3] Measuring Mentor Potential Scale, Darwin’s [4] Dimensions of Mentoring, and the Clinical Governance Awareness Questionnaire developed by McSherry and Pearce [5] into a new questionnaire. This was called “Mentorship and Clinical Governance Awareness”. Sample: Convenience sample surveys were posted to complete and return to 480 primary healthcare workers undertaking post graduate study. Findings: A total of 112 completed questionnaires were included for the analysis amounting to a 23% response rate. A principle component factor analysis combining part 1—Darling’s [3] characteristics of an effective mentor and part 2—Darwin’s [4] personality characteristics of an effective mentor identified four primary characteristics. These are: (1) “A Facilitatory Adviser”, (2) “Critically Enabling Facilitator”, (3) “A Change Facilitator”, and (4) “An Approachable Facilitator”. These newly identified characterizations according to the primary healthcare workers significantly impacted on their awareness and application of clinical governance in primary healthcare practice. Implications for primary healthcare practice and education: The newly devised questionnaire can be used to gauge the effectiveness of mentors and mentoring and how the characteristics of the role can impact on mentee’s awareness and application of clinical governance. Healthcare manager’s, leaders, and educators should focus their attention on how these newly established characteristics of the mentor can influence clinical governance awareness and application in healthcare the future.

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Section: Discussionmentioning

confidence: 99%

Exploring Primary Healthcare Students and Their Mentors’ Awareness of Mentorship and Clinical Governance as Part of a Local Continuing Professional Development (CPD) Program: Findings of a Quantitative Survey

McSherry

Snowden

2019

Healthcare

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“…Mentoring in entrepreneurship represents a systematically shaped relationship based on longterm and voluntary support between a successful entrepreneur sharing his/her knowledge, experience and views and another entrepreneur who is ready and wish to learn it and improve his/her professionalism [9]. Mentoring is generally a oneto-one interrelation that normally occurs between a senior, more experienced person (the mentor), and a junior less skilled one (the mentee) to help the mentee to effectively and rapidly adapt to the business environment through advice and guidance so that mentees acquire organizational socialization, career advancement and professional and personal growth [10].…”

Section: Resultsmentioning

confidence: 99%

“…The prototypes of an ideal mentor varied, depending on ethnicity and gender, and also on how the question was asked. The researchers [15] identified 29 mentor characteristics (age, gender, work experience, motivation to be a mentor etc.). The practice showed [16] that there was no statistically significant difference in clients' satisfaction according to whether an entrepreneur worked with a mentor of the same gender.…”

Section: Resultsmentioning

confidence: 99%

Mentoring as One of the Prerequisites for the Development of the Entrepreneurial Environment

Zvaigzne

Kotane

2019

ETR

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The quality of the entrepreneurial environment is one of the preconditions for the competitiveness of the national economy of Latvia. Mentoring in entrepreneurship is mainly used to foster the expansion of new and less-experienced enterprises. Cooperation between a mentor and a mentee gives opportunities for the mentee to grow and develop. The paper is based on the implementation results for the research grant "Mentoring Opportunities for Entrepreneurship Development in Rezekne Municipality”. The research aim is to examine mentoring as one of the preconditions for the development of the entrepreneurial environment. The research results revealed that mentoring could be one of the most effective ways how to promote an increase in the number of entrepreneurs and economic growth. Potential mentors rated a mentor’s knowledge of relevant business legislation and how to enter a new market and attract a new cooperation partner as “important” and “very important”. Mentees, in contrast, wished to make new contacts, acquire new cooperation partners and attract investments and funds with the help of their mentors as well as expected that their mentors would help them to reveal their personal potential and how to effectively use it in entrepreneurship. The key traits needed by mentees, the potential mentors referred to, confirmed the theoretical principles of mentoring – mentors have to hear and listen and to help their mentees to find answers to problems themselves. In Rezekne municipality, mentoring in entrepreneurship could contribute to the development of less-experienced enterprises. Accordingly, it is necessary to continue the research begun by the authors, identifying and creating a database of potential mentors and mentees in the other municipalities of Latgale region who can and are ready to engage in the business mentor network. Research methods used: monographic and descriptive, analysis, synthesis, statistical analysis and a sociological method – surveying. The research was done based on relevant research studies by foreign and national scientists as well as industry experts, data of the Central Statistical Bureau and other information sources.

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“…The knowledge provided by this research on the desired mentee characteristics for IOM can help mentoring program coordinators. Given a concrete goal for a program, our results provide useful information to: choose those mentees who can achieve the greatest results in a program of this nature; attract mentees that best fit the program by advertising for these characteristics; and improve the matching between mentor and mentee, as knowing the ideal mentee characteristics in advance facilitates matching, which is an extremely important part of the IOM process (Germain, 2011; Gisbert-Trejo et al , 2019a). …”

Section: Discussionmentioning

confidence: 99%

Mentee characteristics in inter-organizational mentoring for managers: a hybrid Delphi survey

Gisbert‐Trejo

Gallastegi

Landeta

et al. 2020

EJTD

Self Cite

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Purpose Inter-organizational mentoring (IOM) is a human resource development tool that is used when the mentor and mentee belong to different organizations. As mentees are the focus of the IOM process, the success of this type of program is highly reliant on their characteristics. Therefore, the purpose of this paper was to derive the most desirable characteristics for mentees in IOM. Design/methodology/approach An intensive review of the literature on mentoring for managers and business professionals was carried out to identify mentee characteristics. These characteristics were then ranked for their importance to IOM using the Hybrid Delphi method (with 130 informants taking part in a Delphi survey and 19 expert IOM practitioners taking part in Focus Group and Nominal Group Technique sessions). An exploratory factor analysis identified the three main underlying factors behind the listed mentee characteristics. Findings In total, 17 relevant mentee characteristics were identified and ranked and then synthesized into three essential factors for the mentee. The results were discussed in the light of existing studies. Originality/value The mentee characteristics and factors identified in this study will be of great practical value to coordinators of IOM programs. Also, the review of the literature and the obtained results will help other researchers who wish to expand on this topic.

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Determining effective mentor characteristics in inter-organizational mentoring for managers: an approach based on academics’ and practitioners’ perspectives

Cited by 11 publications

References 106 publications

Exploring Primary Healthcare Students and Their Mentors’ Awareness of Mentorship and Clinical Governance as Part of a Local Continuing Professional Development (CPD) Program: Findings of a Quantitative Survey

Exploring Primary Healthcare Students and Their Mentors’ Awareness of Mentorship and Clinical Governance as Part of a Local Continuing Professional Development (CPD) Program: Findings of a Quantitative Survey

Mentoring as One of the Prerequisites for the Development of the Entrepreneurial Environment

Mentee characteristics in inter-organizational mentoring for managers: a hybrid Delphi survey

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