Mentee Training Program

Transcription

1 Mentee Training Program 2016

2 This presentation was developed by the Mentor Program Training Committee of STSW. The participating members were: Nancy Arnold, BSW, MSSW, LCSW, CCTSW retired -University of WI - Hospital and Clinics, Madison, WI Darshit Bakhai, LMSW Michigan Medicine University of Michigan Transplant Center Pat Dennis, LCSW, CCTSW, CCSW-MCS Gulf Coast Transplant Center, Fort Myers, FL Anne P. LaFleur, MSW, LICSW, CCTSW Massachusetts General Hospital, Boston, MA

3 Course Objectives Explain why Mentor and Mentees are so important to social work, to transplant, and to STSW Provide organizational information about STSW Discuss STSW Mentor Program requirements and the matching process Describe what Mentoring is and what it is not Discuss how to develop the Mentor / Mentee relationship Provide some communication guidelines Discuss possible skill development topics Describe what support STSW will provide for the Mentor and for the Mentee

4 Why Mentors Are So Important Definition of Mentor an experienced and trusted adviser They have been there and done that! They are a coach, confidant, and a sounding board They have a genuine interest in developing the clinical practice of transplant social work, in advancing the social work profession, and in promoting STSW

5 Why Mentees Are So Important Definition of Mentee a person who is advised and helped by a more experienced person over a period of time They want to learn how to negotiate this complex field quickly and learn the best practices used by the best! They are the future of transplant social work! They have a genuine interest in developing the clinical practice of transplant social work, in advancing the social work profession, and in promoting STSW

6 STSW History Founded in New York in 1985 by Lee Suszycki First meeting of the National Clinical Network for Heart Transplant Social Workers was held in NY in 1986 Became the Society for Transplant Social Workers in 1999 Certified Clinical Transplant Social Worker (CCTSW) was established in 2008 Certified Clinical Social Worker - Mechanical Circulatory Support (CCSW-MCS) was established in marked the 30 th International Annual Conference in Columbus, Ohio with more than 200 members attending Annual conferences focus on networking and sharing best practices Over 300 members from the US, Canada, and worldwide

7 STSW Mission Statement The mission of the Society for Transplant Social Workers is to inspire and support our members as we: Make a difference in the lives of our patients and their families. Connect with and motivate each other. Promote professional growth. Collaborate to advance social work in our field.

8 STSW Structure Executive board President Jan Hart (St Vincent Hospital) Vice President Noelle Dimitri (Beth Israel Deaconess Medical Center) Secretary Denise Winkowski Alloway (Lucile Packard Children s) Treasurer Pat Voorhes (University of Utah Medical Center) Past President Laurie McDonald (University of North Carolina) Past President Kay Kendall (Cleveland Clinic) Past Treasurer Nancy Arnold (retired - University of WI - Hospital and Clinics)

9 Additional Board Members Abstracts Chair Bylaws Chair Conference Chair Exhibitor Chair Historian/Nominating Chair Membership Chair Multicultural Issues Chair Public Policy Chair Research Chair Technology Chair Committees & positions change as new needs arise - see STSW.org for current committee information and program duties

10 STSW Member Benefits Annual Conference registration discount Access to members only web site content E-Newsletter subscription Certified Clinical Transplant Social Worker (CCTSW) credential Certified Clinical Social Worker Mechanical Support (CCSW-MCS) credential Progress in Transplantation subscription Research grants, access to latest research, conference scholarships, and annual surveys

11 STSW.org Website Forums ask general or organ specific questions reach 200+ of your colleagues by posting a question. Sign up for forums for notice of questions & responses posted. Assessment Tool samples and links Job Description sample Annual STSW Survey member responses regarding experience, credentials, salaries, job tasks, etc. (each year since 2010) Resources for Transplant SW and for Patient Educational/Informational materials Public Policy updates Regulatory Agency information & requirements Recommended journal articles, research information, and books

12 To Be an STSW Mentee You Must Be an STSW member in good standing Be enthusiastic and have goals in mind Complete a Mentee Application including selecting 2 or 3 possible Mentors from the profiles on the STSW web page Be approved by the Mentor Program Committee Successfully complete this Training course and quiz

13 Qualities of a Good Mentee Interest in learning Not afraid to ask questions Strives to give his/her best Open to advice and constructive criticism Learns from mistakes Courage to try new things Accountable and responsible Open and honest Respectful and grateful Listens, watches, learns, and grows

14 What Mentoring Is Mentoring is a relationship between two individuals, with the more experienced individual, the mentor, serving as : Coach Cheerleader Confidante Role model Devil s advocate Counselor Door opener

15 Help build self-confidence The Mentor Role Share knowledge, provide information and encouragement Provide career guidance and help mentee navigate the work environment Establish clear and open communication provide productive feedback Help with difficult situations without creating dependency Provide scenarios and practice with role playing Help develop creative and independent thinking Encourage continued growth and improvement

16 The Mentee Role Engage in open & sincere communication Establish clear developmental goals & share with mentor Take responsibility for one s own growth & development Effectively utilize the mentor s time & counsel Establish clear & open communication Receive productive feedback Seek counsel on difficult situations Utilize active listening Recognize and understand the needs of the mentor jfs.ohio.gov/owd/workforceprof/docs/south-delta-miss-mentor-training-guide.doc

17 Mentoring is usually "a three-way beneficial process," which helps the mentor, the mentee, and the organization. (Stueart 1993,144)

18 What Mentoring Is Not Mentoring is not strictly: Training Coaching Teaching Mentoring is not generally short term and it is not usually task specific Mentoring is not therapy or supervision for state licensing Understand the scope and the limits of the role - set boundaries early

19 Remember you already have education, training, and expertise as a clinical social worker. Your Mentor will teach you how to apply and build on those skills to advance the field of Transplant Social Work.

20 Before Starting the Relationship Ask yourself the following questions: What opportunities can this mentoring experience give me? What do I want to take away from this experience? What will be different for me as a result of this experience? What are my values / what motivates me? How do I learn best? By reading? By listening? Do I respond best to gentle guidance? Or structured, directed guidance?

21 Identify Your Goals Why do you want a mentor now, at this time in your career? What work are you doing now? How long have you been working in transplant or MCS? What are your strengths and weaknesses? What skills do you want to acquire? What are you finding challenging in your current work environment? Where do you see yourself in the future?

22 Developing the Relationship Set aside sufficient time for the initial meeting (in person, by phone, video conference) Mentee should share their goals and expectations for the relationship skills they would like to acquire, information they would like to obtain The Mentor should share their strengths and weaknesses - they aren t expected to have all the answers Set up a schedule for future meetings and possible topics to build the desired skills or knowledge base Periodically review and evaluate the relationship and adjust goals Know the limits to the relationship avoid asking for favors come to the meetings with an agenda and ready to discuss topics & learn your mentor is not there to direct your work

23 Getting Started Establish expectations early write down goals & objectives negotiate ground rules Set regular meeting times & stick to them consistency & reliability are professional behaviors and build trust Establish good lines of communication discuss the ways you will communicate always be honest - mentor / mentee relationships are built on trust & respect Accept the strengths & weaknesses of your mentor acceptance communicates respect your mentor will be able to help you access other resources

24 Getting Started Your Mentor will provide a helping hand with limits don t expect your mentor to do your work expect your mentor to challenge you to conquer your own problems look to your mentor for support and guidance Know the limits of the relationship avoid overwhelming your mentor with your personal problems request help to find resources and solutions beyond your mentor Respect confidentiality always respect confidentiality for all information shared respect HIPAA!

25 Communication Guidelines Mentoring from a distance can be challenging & requires more thought, planning & focus Use technology web ex, Skype, face time, text, , phone calls, etc. Texting & should be used to coordinate meetings; not as the main means of communication they do not provide sufficient feedback & should never be used to communicate negative feedback Be prepared for each encounter & follow an agenda Set and follow time limits If Possible, plan to meet up in person at least once a year at the annual conference if possible

26 Some Skill Development Topics Conducting patient and family interviews Documenting the psychosocial assessment Presenting cases at Selection Committee Navigating ethical issues Negotiating differences of opinion Investigating resources Assessment tools Developing a Support Group Insurance / Financial issues (fundraising) Community and organization involvement Research opportunities

27 The Mentor-Mentee Relationship Cycle Beginning the Match Ending Challenging & Testing Real Mentoring

28 Stage 1 Beginning of the Match Characteristics Getting to know each other First impressions Seeing the positive in the relationship Bonding Effective communication Ask open-ended questions Use body language that is open and not guarded Active listening Demonstrate empathy Avoid prescriptive communication Speak with language you are comfortable with Don t be afraid of silence

29 Stage 2 Challenging & Testing Characteristics Mentee challenges Testing phase Rethinking first impressions Difficult feelings or emotions may surface Effective communication Be consistent in your communication even if difficult Demonstrate respect Build problem-solving techniques into your open-ended questions Raise sensitive issues at the beginning of you interactions Separate behaviors from who the mentee is Disclose feelings and experiences when appropriate

30 Stage 3 Real Mentoring Characteristics Relationship begins to feel right again Trust is established Growth in the mentee can be seen Deeper bond and connection formed Effective communication Continue with disclosures when appropriate Avoid advising and allow mentee to actively problem solve Build from your knowledge of the mentee s strengths Give positive feedback Don t be afraid to let your mentee know how you feel

31 Stage 4 Ending Characteristics Preparing for closure Relationship may become deeper or mentee might start pulling away Reflection Effective communication Find common language to sum up your feelings Provide feedback to describe the growth you have observed Listen and affirm fears that your mentee may have

32 8 Habits of Effective Mentees Be proactive have an agenda & know your strengths & weaknesses Begin with the end in mind what are you aiming for? Set priorities what do you need to know first? what are your current issues or challenges? Think Win/Win how can you & your Mentor help one another - mutual priorities, mutual projects? Seek first to understand, then to be understood listen and be open to the information provided, be open to unexpected information and insights Synergize forge new ideas with the information you obtain! Renew yourself new information & skills will re-energize you & your practice Find your voice and inspire others discover your uniqueness & pay it forward by committing to help others!

33 When the Program Ends Many relationships come to a natural end when the mentee learns enough to be independent New mentoring relationship may be more beneficial than continuing an exhausted relationship The program end may not mean the end of the relationship informal mentoring can continue if both parties agree You and your mentor will be asked to evaluate the Mentoring Program your feedback is invaluable for making the STSW Mentor Program a success

34 STSW Support for Mentees STSW will help match Mentors and Mentees the Program Administrator if you have concerns or issues that you need assistance resolving Sometimes the match isn t right, don t take it personally, contact the Program Administrator for help STSW.org is a wonderful resource use it and help develop it further with your input STSW will develop an on-line Skill Resource List of members who feel that can offer advice or assistance in specific areas like choosing and using assessment tools, developing a support group, etc

35 STSW Support for Mentors Your Mentor will also have the support of STSW They are also encouraged to the Program Administrator if issues arise and they need additional assistance to resolve The STSW web site and resources are available at all times and your Mentor should be encouraging you to use the site and the forum boards

36 Summary Recognize why Mentors are so important to the social work profession, to transplant, and to STSW Understand the history of STSW, its organizational structure, and the resources available through STSW.org Understand the STSW Mentor Program requirements and the matching process You should be able to identify what Mentoring is and what it is not Better understand how to develop the Mentor / Mentee relationship Better understand the communication challenges and guidelines for success Identify some possible skill development topics Describe what support STSW will provide for the Mentor and for the Mentee

37 Questions

38 Quiz