Precepting and Mentoring
Whether I am a new or experienced nurse, having a mentor and/or preceptor can be very beneficial. In my opinion, the two titles are one in the same; but as Dusaj (2014) points out, being a preceptor is much more than a teacher or mentor. A preceptor is someone who provides a new nurse with the necessary tools and resources needed. They also guide them in adapting to a nursing unit’s culture (Dusaj, 2014). When comparing a mentor to a preceptor, I personally feel that a mentor may be someone to rely on more for encouragement and support.
As Twibell and St. Pierre (2012) state, evidence shows that preceptors are vital support systems when going through the orientation phase of a new job. A preceptor is the first nurse who intensely invests their time in a new-hire nurse, planning on a daily basis, nurturing confidence and competence, and overseeing their development of skills and clinical judgment. As Twibell and St. Pierre (2012) discuss, mentor programs have been known to improve new nurse graduate retention. Mentors differ from preceptors in that mentors invest in a nurse for an extended period of time, rather than the weeks or months or orientation (Twibell & St. Pierre, 2012). Research suggests that preceptors and mentors should not only be experienced nurses, but should have skilled communication and relational abilities, as well as a positive attitude towards nursing and the organization they work for (Twibell & St. Pierre, 2012). Being that nursing education is a lifelong experience, I feel that no matter a new-hire nurse’s experience, they deserve the same respect and advice from their mentor or preceptor.
Length of Preceptorship
As a new graduate RN, my ideal length of preceptorship would be 6 months to a year; such as with a residency program. Although that is not always the case when going through the orientation phase at different hospitals, I feel that amount of time spent with a preceptor is necessary for new graduates. When I was hired for my first RN job, I only received 8 weeks of preceptorship. When I first began, I was able to learn by simply observing and shadowing her. Shortly thereafter, I was able to begin working beside her, using her as a mentor. Although it was a successful orientation phase for me, I personally feel that new graduate nurses could benefit from longer preceptorships. Transitioning from student to nurse can be a hard change to adjust to.
As a nurse with experience, there is still plenty to learn when starting a new job. Although my confidence level may be stronger than when I was a new graduate, I will still need time to adjust to the new unit’s culture, and become accustomed to their policies and procedures. That is where a preceptor comes into play. My ideal length of preceptorship would be 6 to 8 weeks.
Potential Conflicts during Preceptorship
One potential conflict that may arise during preceptorship is lack of training. As Finkleman (2016) states, providing feedback about negative preceptor experiences can have a strong impact of nurse retention, would inform the nurse manager if I was not receiving a sufficient amount of training. As a new employee, any nurse deserves the needed education and orientation to their new job and/or unit. Informing management of this insufficiency in training can only help future nurses like me. According to Finkleman (2016), nurse management should work with preceptors routinely to ensure that they are indeed providing effective support to new-hires.
During preceptorship there is also the potential for conflict of personalities. This is something that I would immediately attempt to discuss with my preceptor before bringing it to management’s attention. If this conflict is something we cannot work towards resolving on our own, I would then seek assistance from management in finding a new preceptor. Without having a strong, positive relationship with my preceptor, I am likely to not learn or retain much information. Negative work atmospheres can also lead to negative patient outcomes. That is why this is a conflict that would need to be addressed and resolved immediately.
Ryann Hopman
References
Dusaj, T. (2014). Become a successful preceptor. American Nurse Today, 9(8). Retrieved from https://www.americannursetoday.com/become-successful-preceptor/
Finkelman, A. W. (2016). Leadership and management for nurses (3rd ed.). Upper Saddle River, NJ: Pearson.
Twibell, R. and St. Pierre, J. (2012). Tripping over the welcome mat: Why new nurses don’t stay and what the evidence says we can do about it. American Nurse Today, 7(6). Retrieved from https://www.americannursetoday.com/tripping-over-the-welcome-mat-why-new-nurses-dont-stay-and-what-the-evidence-says-we-can-do-about-it/
