Mentoring in Nursing and Healthcare

Helen M. Woolnough is Senior Lecturer in Psychology, Leeds Beckett University, UK. Sandra L. Fielden is Senior Lecturer in Organisational Psychology, Manchester Business School, University of Manchester, U.K

• Notes on Author ixIntroduction xi1 Gendered Career Development within Nursing and Healthcare 1Education 1The labour market 2Gendered Careers 4The Person-centred Approach 6The Organisational Structure Perspective 8Gender Differences in Career Development and the Meaning of Success 10Gender Differences in the Career Progression of Nurses and Healthcare Professionals 11Summary 13References 132 Mentoring as a Career Development Tool 23Defining Mentoring 23Functions of Mentoring 25Mentoring Phases 26Competencies of Mentors and Mentees 28Informal vs Formal Mentoring 30Alternative Forms of Mentoring 32Does Mentoring Really Work? 34Drawbacks to Mentoring 36Summary 38References 393 Diversity in Mentoring: Gender, Race and Ethnicity 45The Case for Diversity 45Diversity in the NHS 47Gender and Mentoring 48Barriers for Women to Acquiring a Mentor 48Cross-gender Mentoring Relationships 50The Role of Gender in Formal and Informal Mentoring Relationships 52The Role of Race and Ethnicity in Mentoring Relationships 53The Impact of Mentoring Relationships for White and BAME Women 55Summary 57References 584 Mentoring in Nursing and Healthcare 63Cultural of Nursing 63Perceptions of Nursing 64Mentoring in the NHS 66Mentoring in Nurse Education 68The Value of Mentoring throughout a Developing Career 69Mentoring across the NHS 73Summary 75References 755 Designing and Implementing a Formal Mentoring Programme 81Definition of Mentoring Applied to the Challenging Perceptions Programme 82Objectives of the Programme 83Recruitment of NHS Mental Health Trusts 84Recruitment of Participants and Control Group 87Recruitment of Mentors 88The Matching Process (Mentees’ Selection of Mentors) 89The Seven Main Elements of the Challenging Perceptions Programme 89Summary 96References 976 Evaluating Formal Mentoring Relationships 101Evaluation in Practice 101Data Collection 104Qualitative Data Collection 104Quantitative Data Collection 110Ethical Considerations 113Data Analysis 115Summary 117References 1187 Does Mentoring Work? The Realities of Mentoring from the Perspective of both Mentee and Mentor 123Career Development Outcomes 123Breaking the Glass Ceiling 126Personal Development Outcomes 129The Mentoring Relationship 131Benefits for Mentors 135Summary 139References 1408 The Challenging Perceptions Programme and the Long-term Benefits of Mentoring 145Formal Mentoring Programmes 145Mentee Case Studies 146The Challenging Perceptions Programme 148Key Lessons 152Evaluation Limitations 154Future Programme Development 157Summary 158References 160Afterword 165

"This is a comprehensive resource for those wishing to develop a mentor program. The book also builds on the current understanding of the literature surrounding mentoring programs while identifying the gaps in current knowledge" Doody's, Oct 2017