FRINK Linked Data Fragments server

Matches in SemOpenAlex for { <https://semopenalex.org/work/W2892897560> ?p ?o ?g. }

• W2892897560 endingPage "356" @default.
• W2892897560 startingPage "354" @default.
• W2892897560 abstract "Recently, I attended a professional meeting at which we recognized the retirement of a nursing colleague. As people stood to say a few words about this nursing leader, one of the qualities that was repeatedly highlighted was her ability to act as a positive role model and mentor to others. It was remarkable how many nurses, as well as other professional colleagues, had considered this leader to be their mentor over the years and the influence she had on their professional development and careers. This celebration of a distinguished career reminded me that, as nurses, we can and should look for every opportunity to mentor colleagues, both informally and through structured mentoring programs. Mentoring is a process of teaching, providing advice and emotional support, and nurturing and maintaining a relationship that extends over time.1 The word mentor has its roots in Greek mythology. In Homer's Odyssey, because Odysseus was away for many years fighting in the Trojan war, his son Telemachus was left under the guidance of a trusted friend, Mentor. Mentor's role was to prepare Telemachus to assume responsibility for his family while Odysseus was away.2 This reference is apparent in the definition of mentor according to Merriam-Webster: “a trusted counselor or guide.”3 In its active form, mentor means “to teach or give advice or guidance to a less experienced person.”3 The purpose of mentoring includes fostering lifelong learning, employee satisfaction and engagement, career advancement, and succession planning.4 Mentoring success is dependent on the quality of the mentoring relationship, which in turn depends on the personal connection between mentor and mentee.5 Mentoring relationships are based on trust; mutual respect; and the ability to provide open, honest feedback.6 Studies show that even the most well-designed mentoring programs are no substitute for a genuine, collaborative relationship.5, 7 There is no definitive timeframe within which the mentoring relationship exists. As long as the mentor and the mentee perceive value in the experience, it will continue.6 In many cases, mentoring relationships last a lifetime. In addition, multiple mentoring relationships can exist simultaneously and serve different needs for both the mentor and mentee. Each new mentoring relationship developed during the course of a career adds value. The mentor can be defined as an experienced individual who guides a novice member's transition to a new culture and the expectations of a new role.8 A mentor is a teacher, coach, counselor, guide, role model, resource, and facilitator.1, 6 Nurses who care and offer wisdom to other nurses are mentoring, perhaps without even realizing the role they are playing.9 One of the most important aspects of the mentor role is demonstrating skills and qualities to emulate.9 Role modeling such behaviors as speaking up with confidence when there is a safety-related concern in the OR or going out of one's way to welcome a new member into a group are important examples of how we can instill confidence in those starting out in perioperative services. A mentor models communication skills, emotional intelligence, political savvy, teamwork, preparation for taking on challenging assignments, and interaction with executives.10 Some of the most desired traits in a mentor include approachability, supportiveness, and friendliness.1 The ability of the mentor to recall how it felt to be new to perioperative nursing practice is helpful to create empathy for the mentee and understand the challenges of taking on a new role. Mentors support professional socialization and networking by helping to create a sense of belonging.4, 5 Mentors often teach from personal experience that is not included in the didactic component of education. Sharing experiences, both those that have been successful and those that did not produce the desired results, provides insight to less experienced colleagues and instills a sense of permission to try new things and not fear failure. A mentor encourages a mentee to take on challenges that will develop new skills and provide exposure to senior leaders.7 The best mentors go beyond teaching competency and help to shape the mentee's self-awareness, empathy, and capacity for respect.8 According to the 2010 Institute of Medicine report on the future of nursing, mentoring is an effective way to strengthen the nursing workforce and improve the quality of care and patient outcomes.11 The benefits of creating mentoring relationships with less experienced nurses include A positive mentoring relationship can benefit the mentee by A mentoring culture begins with authentic leadership, genuine caring and respect for employees and colleagues, and open communication. Mentoring does not occur exclusively in structured, formal mentoring programs between leaders and staff nurses. Opportunities for mentoring present themselves in a variety of ways and can be deliberate or develop spontaneously. In any public or professional forum, there will be others who are looking to the more experienced members of the group for guidance on the professional norms. You may find the opportunity to mentor others at professional meetings and conferences in addition to the work environment. Nurses must take ownership of their role in mentoring and promoting a culture of acceptance.8 Mentoring will help us to strengthen the nursing workforce, creating positive leaders and contributing to better patient care and outcomes. Finding ways to give back to the profession is important for each of us, and mentoring offers one such avenue. It is a way for each of us to leave a legacy, a positive contribution to the profession of nursing and the perioperative environment. Laurie Saletnik, DNP, RN, CNOR, is the Editor-in-Chief of the AORN Journal and the senior director of Nursing, Perioperative Services at the Johns Hopkins Hospital, Baltimore, MD. Dr Saletnik has no declared affiliation that could be perceived as posing a potential conflict of interest in the publication of this article." @default.
• W2892897560 created "2018-10-05" @default.
• W2892897560 creator A5050496686 @default.
• W2892897560 date "2018-09-28" @default.
• W2892897560 modified "2023-10-01" @default.
• W2892897560 title "The Importance of Mentoring" @default.
• W2892897560 cites W2032458389 @default.
• W2892897560 cites W2613017962 @default.
• W2892897560 cites W2991796332 @default.
• W2892897560 doi "https://doi.org/10.1002/aorn.12386" @default.
• W2892897560 hasPubMedId "https://pubmed.ncbi.nlm.nih.gov/30265383" @default.
• W2892897560 hasPublicationYear "2018" @default.
• W2892897560 type Work @default.
• W2892897560 sameAs 2892897560 @default.
• W2892897560 citedByCount "9" @default.
• W2892897560 countsByYear W28928975602019 @default.
• W2892897560 countsByYear W28928975602020 @default.
• W2892897560 countsByYear W28928975602022 @default.
• W2892897560 countsByYear W28928975602023 @default.
• W2892897560 crossrefType "journal-article" @default.
• W2892897560 hasAuthorship W2892897560A5050496686 @default.
• W2892897560 hasBestOaLocation W28928975601 @default.
• W2892897560 hasConcept C111472728 @default.
• W2892897560 hasConcept C138885662 @default.
• W2892897560 hasConcept C15744967 @default.
• W2892897560 hasConcept C159110408 @default.
• W2892897560 hasConcept C17744445 @default.
• W2892897560 hasConcept C19417346 @default.
• W2892897560 hasConcept C2779530757 @default.
• W2892897560 hasConcept C39549134 @default.
• W2892897560 hasConcept C509550671 @default.
• W2892897560 hasConcept C51067260 @default.
• W2892897560 hasConcept C519517224 @default.
• W2892897560 hasConcept C64487391 @default.
• W2892897560 hasConcept C71924100 @default.
• W2892897560 hasConcept C74916050 @default.
• W2892897560 hasConcept C95457728 @default.
• W2892897560 hasConceptScore W2892897560C111472728 @default.
• W2892897560 hasConceptScore W2892897560C138885662 @default.
• W2892897560 hasConceptScore W2892897560C15744967 @default.
• W2892897560 hasConceptScore W2892897560C159110408 @default.
• W2892897560 hasConceptScore W2892897560C17744445 @default.
• W2892897560 hasConceptScore W2892897560C19417346 @default.
• W2892897560 hasConceptScore W2892897560C2779530757 @default.
• W2892897560 hasConceptScore W2892897560C39549134 @default.
• W2892897560 hasConceptScore W2892897560C509550671 @default.
• W2892897560 hasConceptScore W2892897560C51067260 @default.
• W2892897560 hasConceptScore W2892897560C519517224 @default.
• W2892897560 hasConceptScore W2892897560C64487391 @default.
• W2892897560 hasConceptScore W2892897560C71924100 @default.
• W2892897560 hasConceptScore W2892897560C74916050 @default.
• W2892897560 hasConceptScore W2892897560C95457728 @default.
• W2892897560 hasIssue "4" @default.
• W2892897560 hasLocation W28928975601 @default.
• W2892897560 hasLocation W28928975602 @default.
• W2892897560 hasOpenAccess W2892897560 @default.
• W2892897560 hasPrimaryLocation W28928975601 @default.
• W2892897560 hasRelatedWork W2351801629 @default.
• W2892897560 hasRelatedWork W2352635441 @default.
• W2892897560 hasRelatedWork W2374666506 @default.
• W2892897560 hasRelatedWork W2386415068 @default.
• W2892897560 hasRelatedWork W2387814224 @default.
• W2892897560 hasRelatedWork W2389687086 @default.
• W2892897560 hasRelatedWork W2570425741 @default.
• W2892897560 hasRelatedWork W2899084033 @default.
• W2892897560 hasRelatedWork W2918413601 @default.
• W2892897560 hasRelatedWork W3030451596 @default.
• W2892897560 hasVolume "108" @default.
• W2892897560 isParatext "false" @default.
• W2892897560 isRetracted "false" @default.
• W2892897560 magId "2892897560" @default.
• W2892897560 workType "article" @default.