The impact of a career development and mentoring programme on female mental health nurses

Abstract

Purpose – Literature has shown that mentoring and career development programmes can assist women and minority groups in pursuit of more senior roles. The Challenging Perceptions 12-month, multi-faceted career development and mentoring programme was specifically designed to aid female mental health participants in their attempts to break the glass ceiling, which can be apparent within senior levels of the UK National Health Service. This study aimed to investigate the effects of a career development and mentoring programme on female mental health nurses' career and personal development compared to a matched comparison group. Design/methodology/approach – A longitudinal, qualitative study based on semi-structured interviews conducted with female mental health nurse participants and a matched control group at four time points, six months apart over an 18-month period. Female mental health nurses at F, G, H, I and Nurse Consultant Level who applied to participate in the programme were selected by a panel consisting of members of the project team and subsequently randomly allocated a group. Twenty-seven female mental health nurses experienced the programme and 27 female mental health nurses constituted a comparison group. Findings – Experience as programme participant influenced the career and personal development of participants, particularly compared to the matched control group. Career development outcomes included promotion and additional learning/study. Personal development outcomes included increased self-confidence and increased satisfaction with ability to deliver quality patient care. Originality/value – Career development and mentoring programmes designed to affect diversity have an important role to play in fostering the career and personal development of nurses in healthcare organisations.

Examination of Athletic Trainer’s Perceptions on Mentoring Relationships

“…Within mentoring research, two predominant mentoring styles emerge: formal mentoring and informal mentoring. Formal mentoring is defined by structured relationships (Vatan & Temel, 2016); this type of mentoring has been found effective in addressing issues of gender and ethnic diversity (Woolnough & Fielden, 2014). Programs such as the Research (Bratt, 2009), the Challenging Perceptions nursing program in the United Kingdom (Woolnough & Fielden, 2014), and the Flying Start program for nurses within the National Health Service (NHS) in the United Kingdom (Solowiej, Upton, & Upton, 2010), all serve as formal mentoring programs that target the specific needs of those individuals within the profession.…”

“…Woolnough and Fielden (2014) examined the impact of implementing a career development and mentoring program for female nurses working in the mental health sector. The authors found that those that had access to the formal mentorship program had significantly higher rates of promotion within their jobs, had an increase in self-confidence and self-esteem, reported a perceived increase in leadership effectiveness, and were able to highlight multiple examples of personal growth and development based on the techniques they had learned (Woolnough & Fielden, 2014). Additionally, Solowiej, Upton & Upton (2010) found that newly qualified practitioners enrolled in the Flying Start program had an increase in self-value as a practitioner, and the program was beneficial to their career development.…”

“…Benefits of engaging in a mentoring relationship have been reported throughout health professions literature for both the mentor and protégé. Benefits include: service to the profession (Bowman et al, 2013;Cellini et al, 2017); reciprocal teaching and learning (Bowman et al, 2013;Mazerolle, Bowman, et al, 2015;Nottingham et al, 2016); creating meaningful relationships between mentor and protégé (Bowman et al, 2013;Ferguson, 2011;Leck & Orser, 2013;Nottingham, et al , 2017); increased job satisfaction (Cellini et al, 2017;Pitney et al, 2006;Rush, Adamack, Gordon, Lilly & Janke, 2012;Saperstein et al, 2012); and increased selfconfidence and competence in skills (Mazerolle, Bowman, et al, 2015;Pitney et al, 2006;Woolnough & Fielden, 2014). The benefits demonstrate the dynamic nature of mentoring relationships which results in mutual growth for both mentor and protégé (Cellini et al, 2017;Zanchetta et al, 2017).…”

“…Within nursing, formal mentoring programs have high rates of efficacy for both protégés and mentors. Woolnough and Fielden (2014) report that those that engage in formal programs have a higher rate of self-confidence, self-esteem, and higher rates of promotion within their jobs. Vatan and Temel (2016) report positive changes in leadership for both mentors and protégés due to the implementation of a formal mentoring program.…”

“…Gender. Woolnough and Fielden (2014) examined the impact of implementing a career development and mentoring program for female nurses working in the mental health sector.…”