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Lead SponsorLuncheon Sponsor   Reception Sponsor   Refreshment Sponsor
Sarah PattersonVice President/Chief Operating Officerand PartnerVirginia Mason MedicalCenter
The Impact and Importance      of Mentorship         Modern HealthcareWomen Leaders in Healthcare Conference          Augu...
Virginia Mason Medical Center• Integrated health care system• 501(c)3 not-for-profit• 336-bed hospital• Nine locations• 50...
Our Strategic Plan                     © 2012 Virginia Mason Medical Center
© 2012 Virginia Mason Medical Center
What is mentoring?Not This                                But This           © 2012 Virginia Mason Medical Center
Impact of Mentoring   Reinforces the importance of career development   Provides opportunities for mentees to gain knowled...
Mentor ResponsibilitiesAct as a role modelChallenge the menteeHold mentee accountableHelp identify development areasProvid...
Development Philosophy  10 %                    20 %                               70 % Training                          ...
Mentors Offer High Levels of Supportand ChallengeGrowth is achieved when the mentor challenges and supports the mentee.Bal...
Fewer women than men    have mentors      © 2012 Virginia Mason Medical Center
© 2012 Virginia Mason Medical Center
Virginia Mason Mentoring ToolkitMentoring AgreementBackground & Meeting Schedule                            NotesShare rel...
Where have I found my mentors?• My boss• Partners/colleagues at work• Peers on Boards, professional  associations• The soc...
Advice that has helped me•   Be true to yourself/follow your passion•   Opportunities can be hidden•   Choose the people y...
Questions? © 2012 Virginia Mason Medical Center
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#MHwomenleaders12_Breakout Session: The Importance of Mentorship

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Sarah Patterson's Presentation: The Importance of Mentorship

http://bit.ly/MHwomenleaders12

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  • CT explain, both give examplesMentioned that one of the follow-up steps was to create a robust leadership development plan For us, this does not mean that everyone will go through scores of classesWe subscribe to the theory that most development happens on the jobIn that context we emphasize opportunities for special assignments, development moves, learning from others, getting more deeply involved in VMPS and out on the gembaThe role of mentoring and coaching and continually providing feedback as someone grows and is learning a new skill is equally important
  • CTWhile a little busy, what this slide is depicting is that the work we are doing with our leaders is part of a larger Talent Management Strategy We recruit the bestEnsure they understand expectations and have clear directionProvide ongoing feedback Align rewards and recognition appropriately to outcomes and behaviorIntentionally develop to ensure a leadership pipeline
  • Transcript of "#MHwomenleaders12_Breakout Session: The Importance of Mentorship"

    1. 1. Lead SponsorLuncheon Sponsor Reception Sponsor Refreshment Sponsor
    2. 2. Sarah PattersonVice President/Chief Operating Officerand PartnerVirginia Mason MedicalCenter
    3. 3. The Impact and Importance of Mentorship Modern HealthcareWomen Leaders in Healthcare Conference August 7, 2012 Presentation by: Sarah Patterson Executive VP & COO Virginia Mason Medical Center, Seattle, WA © 2012 Virginia Mason Medical Center
    4. 4. 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 © 2012 Virginia Mason Medical Center
    5. 5. Our Strategic Plan © 2012 Virginia Mason Medical Center
    6. 6. © 2012 Virginia Mason Medical Center
    7. 7. What is mentoring?Not This But This © 2012 Virginia Mason Medical Center
    8. 8. 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 © 2012 Virginia Mason Medical Center
    9. 9. Mentor ResponsibilitiesAct as a role modelChallenge the menteeHold mentee accountableHelp identify development areasProvide honest feedbackProvide safe risk-takingenvironmentShare expertiseCommitment © 2012 Virginia Mason Medical Center
    10. 10. Development Philosophy 10 % 20 % 70 % Training Feedback Full Reading Role Development & JobWorkshops Modeling in Role Coaching Change Videos Coaching Stretch Project AssignmentKnowledge Copy a 360° Transfer/ Taskforce Skill or Feedback Start-upAwareness Membership Behavior Turn- and Get Boss/ Culture Temporary around Feedback Mentor Setting Account- Relation- Staff to Line ability ship Line to StaffEducation Relationship Experience Based Based Based
    11. 11. Mentors Offer High Levels of Supportand ChallengeGrowth is achieved when the mentor challenges and supports the mentee.Balance high levels of Challenge (to stretch your mentee) with a high levelof Support (to encourage your mentee). (Source: Daloz, 1999) © 2012 Virginia Mason Medical Center
    12. 12. Fewer women than men have mentors © 2012 Virginia Mason Medical Center
    13. 13. © 2012 Virginia Mason Medical Center
    14. 14. Virginia Mason Mentoring ToolkitMentoring AgreementBackground & Meeting Schedule NotesShare relevant background information (education,interests, job information, etc.)How often will we meet and for how long?When and where will we meet? Check-In ScheduleHow will unplanned changes be handled? Are there Meetings & Objectivesany foreseen changes in professional responsibilitiesand/or workload in the near future? Are there any The First Meetingother changes anticipated? Objective(s): Establish goals for mentorship. Notes:Expectations NotesWhat are the mentee’s goals and how do they tieinto his/her development plan?Are any topics of urgent interest?What is the desired outcome of our mentorship? 3-month Check-in Objective(s): Refer back to goals. Mentee to conduct 1:1 with manager on progress.What are the benefits for each of us? Notes:What are the ground rules for our discussions? (e.g.confidentiality, openness, candor, truthfulness, etc.) Mentor/Mentee LogAre any topics “off limits”?What do we each see as our key responsibilities in 6-month Check-inthe mentorship? Objective(s): Review goals and success measures. Where are you? What more do you need to get there?How will we keep the mentee’s manager informed? Notes:If problems arise, how will we resolve them?How long do we think the mentorship will last (atleast six months)? And, how will we know when thementoring partnership has served its purpose?Any additional areas/issues we have discussed and 1-year Check-inagreed to: 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: © 2012 Virginia Mason Medical Center
    15. 15. Where have I found my mentors?• My boss• Partners/colleagues at work• Peers on Boards, professional associations• The soccer field © 2012 Virginia Mason Medical Center
    16. 16. 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 © 2012 Virginia Mason Medical Center
    17. 17. Questions? © 2012 Virginia Mason Medical Center
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