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THE EMPOWERED NURSE

Mentoring success will depend upon appreciating the differ- As with all human relationships, there is a potential that it
ences in each generation’s values, communication styles, and could be a negative relationship. Mentors and mentees may
skills. Intergenerational mentoring is an excellent way to in- struggle to coordinate time to meet with competing work and
crease understanding among these cohorts. In a productive men- personal schedules. Mentors may neglect mentees, mentees may
tor/mentee dyad, both participants learn from each other and burden mentors, or they may simply not have a personality
pairing nurses from different generations can broaden the expe- match. In a successful relationship, both parties benefit from the
riences of both nurses. Mentors do not have to be from the same relationship and if the dyad is toxic then there should be an es-
or from a different generation than mentees. Each dyad will have tablished way to dissolve the relationship. The dyad should agree
different needs and goals with pairings considered on a case-by- to a no-fault termination of the relationship if it is not working
case basis (Stokowski, 2013). to the benefit of both (Jakubik et al., 2016).
Nurses who reported being mentored at any point in their
career were more likely to report they had mentored a nurse
Description of Benefits themselves. Mentored nurses reported a sense of accomplish-
ment, increased autonomy, felt appreciated and respected by
To Mentor To Mentee others, experienced more positive relationships with coworkers
• Re-energizes own career • Gains from mentor’s and supervisors, and an increased sense of fulfillment in their ca-
• Practices interpersonal skills expertise reers. These nurses expressed a need to pass on the knowledge
• Recognized as a leader • Gains a confidante and support they had received to others. Peer-to-peer mentoring
• Gains satisfaction in sharing • Receives valuable direction is one strategy the nursing profession can use to change the ex-
expertise • Learns a different perspective pression “nurses eat their young” to “nurses mentor their
• Learns a different perspective • Receives constructive feed- young.” Let’s be hungry for supporting each other and advanc-
• Increases leadership and back ing our profession — it is the right thing to do for each other
coaching skills • Gains networking and our patients.
• May reduce turnover relationships Interested in becoming a VUMC Nurse Mentor? More in-
• Gains knowledge about the formation can be found at www..vumc.org/vanderbilt-nurs-
organization’s culture ing/nurse-mentoring or by emailing
nursementoring@vumc.org.
Description of Desired Qualities
The Mentor The Mentee
• Interested in mentoring • Is open and willing to learn
• Able to motivate • Dedicates time and energy
• Demonstrates clinical to relationship
expertise • Demonstrates initiative
• Recognizes own limitations • Respects mentor’s time and
Stephanie Abbu, DNP, RN, CNML
• Capable teacher effort
Clinical Business Coordinator, Neonatal Services
• Demonstrates leadership • Responds and acts on Monroe Carell Jr. Children’s Hospital at Vanderbilt
abilities mentor’s advice stephanie.n.abbu@vumc.org
• Is willing and able to devote • Considers becoming a

time in relationship mentor
• Great sense of humor • Willing to ask for help
• Fosters independence of • Respectful
mentee • Demonstrates commitment
• Is able to identify areas for to nursing and organization
mentee’s growth • Is collaborative
• Trustworthy • Seeks challenging assign-
• Recognizes and communi- ments and responsibilities
cates strengths and growth • Receptive to and asks for
opportunities in others feedback
• Maintains standards of
excellence