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Sigma Theta Tau, the international honor society of nursing, has established a new mentoring program designed to support the development of nurse faculty. The 2010-11 Nurse Faculty Mentored Leadership Development (NFMLD) program kicked off this month with 30 participants representing 16 states and 28 universities. The NFMLD program includes face-to-face meetings, completion of an intense leadership curriculum and the development of projects to increase educational outcomes. Jennifer is a professional freelance writer with over eight years experience as a hospital nurse. Alisa Glaister, RN, credits her opportunity to ascend from new grad to nurse manager to a few key colleagues, including a director from a different unit who advised her as she led a project to treat angioplasty patients on the telemetry floor.
Choosing teamsMatching the mentor who responds to help with complaints, concerns, self-doubts and errors with the nurse who needs to share them is somewhat hit and miss in formal mentorship programs.
Additional information, education, and communication (IEC) resources for health care providers and patients have been developed and delivered to the MOH. A curriculum on case management  has been piloted and will be finalized and presented to the MOH.
A curriculum on palliative care for use by the MOH and US partners has been finalized by I-TECH. A curriculum on national guidelines for pain management has been presented to all I-TECH Ethiopia's partners. In addition, I-TECH lab technicians, and data managers are regionally assigned to work with I-TECH health care facilities and staff at the RHBs.
Link patients to community resources that ensure a continuum of care; where community resources are constrained, case managers mobilize the community to help meet the patients' needs, including clothing, rent, and food. Trace lost to follow-up clients on pre-ART and ART services and reduce the number of patients lost to follow-up. Provide health education and adherence counseling at hospitals and within the community. I-TECH, partnering with the Ethiopian Health and Nutrition Research Institute (EHNRI) and RHBs, provides technical assistance to regional labs, 38 hospitals, and 23 health centers' HIV laboratories in the regions of Amhara, Tigray, and Afar. I-TECH's field-based laboratory support program provides mentoring and laboratory-associated trainings to laboratory and health care professionals. I-TECH also provides technical assistance to regional rollout programs, such as the external quality assessment and the national early infant diagnosis programs. The training on HIV diagnosis contributed to improved access to HIV testing, which significantly increased the number of HIV-tested individuals and also contributed to an increased number of HIV-infected individuals who were able to be enrolled in HIV prevention and care and treatment in the three regions. We provide mentoring-related education and training, consultation, scientific innovation, and interpersonal inspiration. We provide a national forum and voice for nurses in a variety of settings who aim to support and promote mentoring.
Mentoring as an Employee Engagement Driver: How Leaders Can Transform Themselves, Their Teams, and Their Workplaces through Mentoring.

The Mentoring Difference: How to Integrate Mentoring Practices in Nursing Through a Mentoring Champion Dyad Model.
The year-long program was rolled out to 40 medical institutions across the country in 2002.
Both parties have to accept the relationship takes time a€” not an easy pill to swallow in todaya€™s intense work environment.N3 guidelines advised managers to look for someone with three- to five-years of experience in the same field who worked outside the nursea€™s unit. I-TECH provides an array of technical, clinical, laboratory, and operational support to 38 health care sites in the three northern regions of Amhara, Afar, and Tigray. I-TECH currently has 11 field-based clinical mentoring teams providing technical assistance to its 38 I-TECH-supported sites. I-TECH provides technical assistance to RHB ART program implementation as well as supports initiatives to build the capacities of Gondar and Mekele universities and teaching hospitals to strengthen local health network systems.
I-TECH has played a national leadership role in clinical training and curricula and guideline development. Case management is a job duty within the ART multidisciplinary team that is dedicated to finding solutions for ART patients who are at risk for treatment adherence. It also helps to upgrade or renovate laboratory set-ups by providing lab essentials, engaging in laboratory-related troubleshooting, offering technical assistance to ART referral linkages, and to the national ART scale-up program. For example, as of April 2014, more than 56,000 people were on ART at the I-TECH-supported sites. Louise Jakubik, PhD, RN-BC, CSP to prepare, support, and develop nurses and nursing organizations in practice, education and management roles through the art, science and wonder of mentoring. Jakubik, NMI President and Chief Mentoring Officer, who is a mentoring thought leader and leading mentoring research scientist on mentoring in nursing. Marya€™s Medical Center in San Francisco.Glaister met with her mentor weekly to discuss techniques of effective leadership. Grindel, a professor and interim dean at Georgia State University in Atlanta, said data she could gather indicated more than 90% of mentored nurses stayed on the job, compared to attrition rates as high as 30%.
The field-based team model allows for expert staff-physician and nurse mentors and ART monitoring and evaluation (M&E) advisors to regularly visit clinical sites to provide intensive site support and clinical mentoring.
The national ART training curricula guidelines for physicians, nurses, and pharmacists at the hospital level were developed by I-TECH. The case manager provides a continuum of care that maximizes adherence to treatment and minimizes the number of patients lost to follow-up. Ethiopian laboratories can be a constraining factor for ART scale-up due to a lack of infrastructure and human resources. Marya€™s, nurse managers help match personalities and proximity, among other factors, Glaister said. She also contributed creative ideas to help Bumgarner find a way to cover the shifts of nurses who attended her training.

Further, I-TECH continues to contribute to subsequent ART-related guidelines and protocols, such as those pertaining to sexually transmitted infections (STIs), prevention of mother-to-child transmission of HIV (PMTCT), palliative care, ART standard operating protocol, opportunistic infections, and clinical mentoring.
These labs provide DNA-PCR testing for early detection of HIV infection in infants born to HIV-infected mothers, thus allowing significant pediatric health care benefits. Previously, turnover among the systema€™s 4,000 nurses averaged 22%, often because new graduates left the profession or pursued an advanced degree after their first year. Mentors and mentees gathered in one room to talk one on one and then rotated until every mentee had met every mentor. I-TECH implements, together with the Ministry of Health (MOH), eight different programs, both national and regional, to 38 hospitals and 23 health centers. It can be conflict with patients or their families dealing with the shock of witnessing a death for the first time. Managing workload and outlining governance procedures are primary topics, she said.The idea may be slow to grow, but more nurses at all levels are realizing the importance of mentoring, said Brookes. More than 100 staff facilitate government-sanctioned activities, such as training, capacity building, clinical mentoring, and technical support. She is the author of two nursing research instruments, the Mentoring Practices Inventory and the Mentoring Benefits Inventory.
Since many new nurses are assigned to the night shift, a good deal of these conversations happen in the evening.
I-TECH Ethiopia acts in close partnership with the Regional Health Bureau (RHB) offices of the MOH and will be transitioning the programs to the RHB in September 2014. She is dedicated to mentoring nurses and helping organizations to build mentoring cultures in nursing through the use of her evidence-based mentoring model.
For instance, younger nurses are often more comfortable communicating through texting and email. Nurses from the baby-boomer generation are sometimes reluctant to mentor the next generation.
Boomers will pick up extra time or stay over their shift to help coworkers, while some younger-generation nurses rather go home and pick up extra hours when it works for them, around holidays, for example, she said.Sometimes the mentor-mentee relationship just doesna€™t work out, but that doesna€™t necessarily mean mentoring didna€™t work. Anecdotal evidence from the N3 program indicated nurses whoa€™d been assigned a mentor were likely to seek out another if the first relationship wasna€™t helpful. Healthcare management involves evaluating staffing ratios, managing human and fiscal resources and strategic planning.
The new managers come together about once a week to ask questions and hear presentations on broad topics of interest, such as the hospital culture.

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