NNO's Mentor Program for Nurse Leaders
Background
In 2021, the Norwegian Nurses Organization (NNO) conducted a survey that documented challenges in ensuring qualified leadership in healthcare services and highlighted demanding working conditions for nurses in leadership positions. As a result, the NNO decided to implement various efforts to recruit, motivate and retain nurses in leadership positions, one was to develop and test a mentor program for nurses in leadership positions. On behalf of this we developed and tested a pilot for a Mentor Program for nurses in leadership position within the field of Mental Health and Substance Abuse in 2020-2022. After evaluating the pilot, a Mentor Program for nurses in leadership position within several specialties, both in primary and specialized health care was implemented in 2022-2025. Both the pilot and the program were followed by researchers identifying challenges and benefits.
Mentoring nurse leaders
Leadership mentoring is a well-documented and effective strategy for cultivating robust leadership competencies among nurses. This approach not only ensures that nurses are thoroughly prepared to assume formal leadership roles and maintain these positions over time, but it also motivates them to pursue more central and higher leadership positions. The benefits extend beyond individual nurses and staff, significantly enhancing the overall quality of healthcare services.
1. Purpose and goals
To establish a sustainable mentoring program, it is crucial to clarify the purpose for those who will develop and facilitate the program in their organization. The purpose of a mentoring program may vary depending on the nature and needs of the organization. For example, it may involve training new employees, supporting employees in new leadership roles, or contributing to mastery and development in demanding positions. Traditionally, mentoring programs in the workplace have been aimed at career development, with the goal of strengthening and motivating employees.
In our program, the main purpose is to support the development and motivation of nurse managers. The goal is to contribute to the recruitment and retention of competent leaders in the health service, which in turn strengthens the quality of services. The program is part of the Norwegian Nurses' Organization (NSF) leadership initiative.
The overall goal of the mentoring program is to promote motivation, development and continuity for nurse managers at different levels and within different professional areas. It is an offer for nurses in leadership positions who want professional and personal development in their leadership role. Through reflection, dialogue and support, the program will contribute to security, professional strength and mastery in everyday management.
What is mentoring?
Mentoring in this program involves a professional and trust-based relationship between mentor and participant (adept). The relationship is built on values such as objectivity, responsibility, honesty, trust and confidentiality. The mentor's task is to support the adept in their own learning and development, with the goal of strengthening leadership skills, performance and potential.
The collaboration is mutual and based on respect, where the mentor's experience and knowledge are combined with the adept's ambitions and goals. The mentor should not "tell you what is right» but stimulate reflection and self-insight.
What is a mentee?
A mentee in the program is a nurse manager who wants support for further development in their leadership role. The mentee wants to reflect on challenges and dilemmas in everyday leadership, and collaborates with a mentor through structured conversations. The mentee is expected to prepare the conversations by setting up topics and keeping a log and summaries.
What is a mentor?
The mentor is an experienced nurse manager with solid professional knowledge, leadership training and broad experience from clinical work and management. The mentor has good relationship skills, is recognized as a skilled leader, and has a genuine desire to contribute to the development of others. She or he will stimulate learning through dialogue, reflection and guidance.
Criteria for being a mentor:
- Minimum 5 years of leadership experience
- Leadership education
- Clinical background and experience from a relevant field
All mentors receive basic training in the mentoring role, with clarification of expectations and frameworks. The employer must confirm facilitation for participation. A good mentor must demonstrate trust, credibility and insight into what promotes learning in others.
2. Organization
Establishment and structure
The program is organized with a program manager and a program team. The program manager is responsible for coordination and reporting to the owner. The team has clearly assigned tasks and responsibilities, and holds regular planning and follow-up meetings to ensure quality and progress. Challenges are handled on an ongoing basis.
Application and recruitment process
Nurse managers at various levels and roles who are new to the leadership position and want support and development can apply to participate. The program is advertised publicly through NSF channels. The application must include a letter of motivation and confirmation from the employer.In parallel, qualified mentors are recruited. The selection is made by the program team based on established criteria.
Matching
Matching between mentee and mentor is key to a successful program. The program manager conducts interviews with all potential participants to ensure good knowledge of both mentees and mentors. The matching is assessed based on factors such as professional background, experience, development focus, personality and chemistry. A good match lays the foundation for trust, development and good cooperation.
Documents and tools
- Application form for mentees
- Confirmation from employer (mentor and mentee)
- Contract between mentee and mentor
- Individual goal document
- Logbook for conversations
- Course compendium
- Book on mentoring (for mentors)
- Follow-up research and evaluation report
Collections
The program runs over three semesters, with 32 participating leaders. Three physical joint meetings will be held in Oslo:
- Start-up meeting (2 days)
- Mid-term meeting (1 day)
- Closing meeting (2 days)
The meetings provide a common professional platform, networking and opportunities for follow-up. The mentors have their own training prior to the start-up.
Research and documentation
Follow-up research will be carried out during the program to ensure knowledge-based development. The QPN Nordic tool is used to measure effect and results. The program will also form the basis for professional articles and presentations nationally and internationally.
Digital mentoring conversations
Mentor and mentee meet digitally approximately every three weeks. The conversations last around one hour. The mentee is responsible for:
- Agreeing a time
- Sending the topic for the conversation in advance
- Writing a summary and keeping a logbook
Mentor network
Mentor network (forum) is arranged once per semester as a one-day meeting for all mentors. Topics related to the mentoring role are highlighted, and the mentors share experiences and provide each other with professional support. Feedback shows that this is an important and valuable arena.
Pair conversations with the program leader
All mentor-mentee pairs are invited to digital conversations with the program leader once per semester. The conversations are used to follow up on goals, assess collaboration and identify any challenges. Many good experiences and results emerge through these conversations.
Mette R. Dønåsen, Program leader
Siv Skarstein, Professor, research leder