#MHwomenleaders12_Breakout Session: The Importance of Mentorship

Lead Sponsor

Refreshment SponsorLuncheon Sponsor Reception Sponsor

Sarah Patterson

Vice President/Chief Operating Officerand PartnerVirginia Mason Medical Center

© 2012 Virginia Mason Medical Center© 2012 Virginia Mason Medical Center

The Impact and Importanceof Mentorship

Modern HealthcareWomen Leaders in Healthcare Conference

August 7, 2012

Presentation by:Sarah Patterson

Executive VP & COOVirginia Mason Medical Center, Seattle, WA


Virginia Mason Medical Center

• Integrated health care system• 501(c)3 not-for-profit• 336-bed hospital• Nine locations• 500 physicians• 5,000 employees• Graduate Medical Education• Research Institute• Foundation• Virginia Mason Institute

Our Strategic Plan

© 2012 Virginia Mason Medical Center



What is mentoring?Not This But This


Impact of Mentoring

Reinforces the importance of career development

Provides opportunities for mentees to gain knowledge from more senior leaders or colleagues

Fosters partnerships and social networks

Increases the ability to develop strategies to address job-related issues

Provides access to resources outside of mentees’ typical circle

Provides the ability for mentors to improve leadership skills, such as: inspiring others, persuading and encouraging others to move in a desired direction, and showing commitment to staff development


Mentor Responsibilities Act as a role model Challenge the mentee Hold mentee accountable Help identify development areas Provide honest feedback Provide safe risk-taking environment Share expertise Commitment

Development Philosophy 20 %

Role Modeling

Feedback&

Coaching

Copy a Skill or

Behavior and Get Feedback

KnowledgeTransfer/

Awareness

CultureSetting

EducationBased

TrainingReading

WorkshopsVideos

10 %

Project

TaskforceMembership

Temporary Account-

ability

Coaching

360° Feedback

Boss/Mentor

Relation-ship

Stretch Assignment

Start-up

Turn-around

Staff to LineLine to Staff

ExperienceBased

Developmentin Role

Full Job

Change

70 %

RelationshipBased


Mentors Offer High Levels of Support and ChallengeGrowth is achieved when the mentor challenges and supports the mentee. Balance high levels of Challenge (to stretch your mentee) with a high level of Support (to encourage your mentee).

(Source: Daloz, 1999)


Fewer women than menhave mentors



Background & Meeting Schedule Notes

Share relevant background information (education, interests, job information, etc.)

How often will we meet and for how long?

When and where will we meet?

How will unplanned changes be handled? Are there any foreseen changes in professional responsibilities and/or workload in the near future? Are there any other changes anticipated?

Expectations Notes

What are the mentee’s goals and how do they tie into his/her development plan?

Are any topics of urgent interest?

What is the desired outcome of our mentorship?

What are the benefits for each of us?

What are the ground rules for our discussions? (e.g. confidentiality, openness, candor, truthfulness, etc.)

Are any topics “off limits”?

What do we each see as our key responsibilities in the mentorship?

How will we keep the mentee’s manager informed?

If problems arise, how will we resolve them?

How long do we think the mentorship will last (at least six months)? And, how will we know when the mentoring partnership has served its purpose?

Any additional areas/issues we have discussed and agreed to:

Meetings & Objectives The First Meeting Objective(s): Establish goals for mentorship. Notes: 3-month Check-in Objective(s): Refer back to goals. Mentee to conduct 1:1 with manager on progress. Notes: 6-month Check-in Objective(s): Review goals and success measures. Where are you? What more do you need to get there? Notes: 1-year Check-in Objective(s): Determine whether or not to continue or end the official mentorship. This will be a joint decision, but the mentee initiates the conversation. Typically, the mentorship is nearing an end if: 1) the mentorship goals have been met, 2) mentorship becomes a less central part of the mentee development plan, or 3) mentee finds him/herself relying on the mentor less for developmental guidance. Even though the formal mentorship may end, an informal partnership can still exist. Notes:

Mentor/Mentee Log

Check-In Schedule

Mentoring Agreement

Virginia Mason Mentoring Toolkit


Where have I found my mentors?

• My boss• Partners/colleagues at work• Peers on Boards, professional

associations• The soccer field


Advice that has helped me

• Be true to yourself/follow your passion• Opportunities can be hidden• Choose the people you work with carefully• Keep things in perspective• Self awareness is key• Being a working parent requires managing

your guilt


Questions?

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#MHwomenleaders12_Breakout Session: The Importance of Mentorship

Health & Medicine