Mentoring in Nursing and Healthcare: Supporting career and personal development is an innovative look into mentoring within nursing, and its implications for career success. It provides an up-to-date review of the current research and literature within mentoring in nursing and healthcare, drawing together the distinctive challenges facing nurses and their career development. It proposes new directions and practical ways forward for the future development of formal mentoring programmes in nursing. Offering fresh insight into mentoring principles and how these can be used beyond pre-registration nurse education to support personal career development. This is an essential book for all those commencing, continuing or returning to a nursing career. Key features: • Addresses mentoring as a career development tool • Focuses on the individual benefits of being a mentee and mentor and how this can aid professional development • Both theoretical and practical material is presented • Features case studies throughout book • Supports nurses to develop their careers • It is sector specific but has transferability across disciplines • A summary chapter draws together common threads or theoretical perspectives. The book concludes with strategies for future research and progress
Notes on Author ix Introduction xi 1 Gendered Career Development within Nursing and Healthcare 1 Education 1 The labour market 2 Gendered Careers 4 The Person-centred Approach 6 The Organisational Structure Perspective 8 Gender Differences in Career Development and the Meaning of Success 10 Gender Differences in the Career Progression of Nurses and Healthcare Professionals 11 Summary 13 References 13 2 Mentoring as a Career Development Tool 23 Defining Mentoring 23 Functions of Mentoring 25 Mentoring Phases 26 Competencies of Mentors and Mentees 28 Informal vs Formal Mentoring 30 Alternative Forms of Mentoring 32 Does Mentoring Really Work? 34 Drawbacks to Mentoring 36 Summary 38 References 39 3 Diversity in Mentoring: Gender, Race and Ethnicity 45 The Case for Diversity 45 Diversity in the NHS 47 Gender and Mentoring 48 Barriers for Women to Acquiring a Mentor 48 Cross-gender Mentoring Relationships 50 The Role of Gender in Formal and Informal Mentoring Relationships 52 The Role of Race and Ethnicity in Mentoring Relationships 53 The Impact of Mentoring Relationships for White and BAME Women 55 Summary 57 References 58 4 Mentoring in Nursing and Healthcare 63 Cultural of Nursing 63 Perceptions of Nursing 64 Mentoring in the NHS 66 Mentoring in Nurse Education 68 The Value of Mentoring throughout a Developing Career 69 Mentoring across the NHS 73 Summary 75 References 75 5 Designing and Implementing a Formal Mentoring Programme 81 Definition of Mentoring Applied to the Challenging Perceptions Programme 82 Objectives of the Programme 83 Recruitment of NHS Mental Health Trusts 84 Recruitment of Participants and Control Group 87 Recruitment of Mentors 88 The Matching Process (Mentees Selection of Mentors) 89 The Seven Main Elements of the Challenging Perceptions Programme 89 Summary 96 References 97 6 Evaluating Formal Mentoring Relationships 101 Evaluation in Practice 101 Data Collection 104 Qualitative Data Collection 104 Quantitative Data Collection 110 Ethical Considerations 113 Data Analysis 115 Summary 117 References 118 7 Does Mentoring Work? The Realities of Mentoring from the Perspective of both Mentee and Mentor 123 Career Development Outcomes 123 Breaking the Glass Ceiling 126 Personal Development Outcomes 129 The Mentoring Relationship 131 Benefits for Mentors 135 Summary 139 References 140 8 The Challenging Perceptions Programme and the Long-term Benefits of Mentoring 145 Formal Mentoring Programmes 145 Mentee Case Studies 146 The Challenging Perceptions Programme 148 Key Lessons 152 Evaluation Limitations 154 Future Programme Development 157 Summary 158 References 160 Afterword 165
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