The Changing Faces of Mentorship: Application of a Developmental Network Framework in a Health Services Research Career Development Program

Halvorson, Max A.; Finney, John W.; Bi, Xiaoyu; Maisel, Natalya C.; Hayashi, Ko; Weitlauf, Julie C.; Cronkite, Ruth C.

doi:10.1111/cts.12355

Cited by 8 publications

(9 citation statements)

References 12 publications

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“…Some mentoring relationships in every cohort weren't as generative as one might wish; yet, the overwhelming majority of scholars who completed the questionnaires highly rated the effectiveness of their mentors. Even when one mentor proved a poor match, another mentor turned out to be a strong advocate and helpful, thus reaffirming the benefits of a mentoring network as opposed to having only a single mentoring relationship (Halvorson et al, 2015).…”

Section: Lessons Learnedmentioning

confidence: 82%

Building a Mentoring Network

2019

The Growth and Development of Nurse Leaders

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Background-Mentoring has long been regarded as one of the key components of research training and faculty development.Purpose-The Robert Wood Johnson Foundation Nurse Faculty Scholars program purposely facilitated scholars' development of a mentoring network by providing each individual with three mentors: a school-of-nursing mentor (primary), a university-based non-nurse research mentor (research), and a nationally-recognized nurse leader at another university (national).Method-The Mentorship Effectiveness Scale was used to assess the effectiveness of each type of mentor in the first five completed cohorts.Discussion-The ratings of mentorship effectiveness for all three kinds of mentors were generally high. Scholars valued most their mentors' support and advocacy; the biggest weakness in dealing with all mentors was accessibility.Conclusion-Even when one mentor proved a poor match, another mentor turned out to be an advocate and helpful, thus reaffirming the benefits of a mentoring network as opposed to only a single mentoring relationship. One lesson learned is the importance of preparing mentors for their role via written materials, in-person or phone orientations, and discussions at the annual meeting.

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Section: Lessons Learnedmentioning

confidence: 82%

Building a Mentoring Network

2019

The Growth and Development of Nurse Leaders

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“…The HSI Fellowship aims to train a new cadre of PhD graduates with the skills, experience and relationships to drive evidence-informed health system improvement. Although the evaluations of the HSI Fellowship program and its mentorship component are strongly positive, future work should focus on improving and strengthening the relationships among the HSS and the AS, between supervisors and fellows, between the fellows themselves by way of peer mentorship and alumni mentorship opportunities and perhaps even between different types of mentors, in line with emerging evidence in support of mentorship "boards" and similar team mentorship ideas (Claman 2010;Halvorson et al 2015). Ellen and Brown (2016) suggest that game theory insights emphasize the importance of trusted relationships to effective knowledge transfer.…”

Section: Discussionmentioning

confidence: 95%

“…A key feature is a dual supervision and mentorship approach in which each fellow receives supervision and guidance from a senior decision-maker from the partner organization (the health system supervisor [HSS]) and an academic [the academic supervisor [AS]) at a Canadian university (see McMahon et al 2019 for a detailed program overview). Although there is considerable literature on mentorship in academic and non-academic organizations ( Allen et al 2004 ; Claman 2010 ; Eller et al 2014 ; Gagliardi et al 2014 ; Pfund et al 2014 ; Sambunjak et al 2006 , 2010 ; Sherrill et al 2012 ; Tjan 2017 ; Tong and Kram 2013 ; Walsh and Borkowski 1999 ), less is known about mentorship in the experiential learning of doctoral and post-doctoral trainees embedded in health system organizations (including this dual mentorship approach [ Halvorson et al 2015 ; Hamelin and Paradis 2018 ]).…”

Section: Introductionmentioning

confidence: 99%

Exploring Mentorship as a Strategy to Build Capacity and Optimize the Embedded Scientist Workforce

Bornstein

McMahon

Yiu

et al. 2019

hcpol

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Background: Mentorship plays a significant role in career development in academic and applied settings, but little is documented about its role in the experiential learning of academic trainees embedded in health system organizations. The experiences of the first cohort of Canada' s Health System Impact (HSI) Fellowship program can provide insights into how mentorship in this innovative type of training can work. Objectives: To understand the mentorship strategies that were used and to explore fellows' and supervisors' perspectives and experiences on the effectiveness and value of those strategies. Methods: Data from the surveys of fellows and their supervisors and a panel rooted in the lived experience of the first HSI Fellowship cohort were used. Results: Health system and academic supervisors developed a range of innovative, individualized and effective approaches for guiding their fellows, such as providing the fellow with a committee of mentors within the organization, holding regular meetings with the fellow and both the health system and the academic supervisor and leveraging their own network to expand the network and resources available to the fellow. Conclusion: The results suggest that engaging senior leadership in health system settings has provided positive experiences for both fellows and their mentors. *36% of host partners participated in Round 1. **15% also supervised a fellow in Round 1.

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“…Even when one mentor proved a poor match, another mentor turned out to be a strong advocate and helpful, thus reaffirming the benefits of a mentoring network as opposed to having only a single mentoring relationship (Halvorson et al, 2015). …”

Section: Lessons Learnedmentioning

confidence: 90%

Building a mentoring network

et al. 2017

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Background Mentoring has long been regarded as one of the key components of research training and faculty development. Purpose The Robert Wood Johnson Foundation Nurse Faculty Scholars program purposely facilitated scholars’ development of a mentoring network by providing each individual with three mentors: a school-of-nursing mentor (primary), a university-based non-nurse research mentor (research), and a nationally-recognized nurse leader at another university (national). Method The Mentorship Effectiveness Scale was used to assess the effectiveness of each type of mentor in the first five completed cohorts. Discussion The ratings of mentorship effectiveness for all three kinds of mentors were generally high. Scholars valued most their mentors’ support and advocacy; the biggest weakness in dealing with all mentors was accessibility. Conclusion Even when one mentor proved a poor match, another mentor turned out to be an advocate and helpful, thus reaffirming the benefits of a mentoring network as opposed to only a single mentoring relationship. One lesson learned is the importance of preparing mentors for their role via written materials, in-person or phone orientations, and discussions at the annual meeting.

show abstract

The Changing Faces of Mentorship: Application of a Developmental Network Framework in a Health Services Research Career Development Program

Cited by 8 publications

References 12 publications

Building a Mentoring Network

Building a Mentoring Network

Exploring Mentorship as a Strategy to Build Capacity and Optimize the Embedded Scientist Workforce

Building a mentoring network

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