Leadership Development: Preceptor & Mentor Spring 2019

PURPOSE

Support the successful transition of the 

nurse into the patient care team.


Encourage the continued development 

of nurses who take responsibility for guiding 

new team members. 


Provide opportunity for professional growth that can improve satisfaction with job and career.

GOALS

Prepare the Nurse to:

  • Successfully perform the role of a Preceptor or Mentor
  • Guide the development of the transitioning nurse into a competent member of the patient care team
  • Provide leadership in improving patient care and services
  • Continue personal development toward expert professional nurse 

PROGRAMS

  • Preceptor Development
  • Mentor Development


Curriculum is evidenced-based and customized with hospital-specific course material.  

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PROGRAM Content

PRECEPTOR DEVELOPMENT PROGRAM

A Preceptor may be assigned to any Learner in a COS Program; a Preceptor is always assigned to each Learner in the Transition-to-Practice Programs. 


Well prepared Preceptors are key to the successful transition of new nurses and to the continued development of the nursing staff. 

For the Preceptor, it offers an opportunity for lifelong learning and another step toward recognition as a leader and expert nurse.


The focused 8 hour Preceptor Program offers the knowledge, skills, and abilities needed to successfully perform the role of a Preceptor.  The Preceptor Program offers access to a suite of  clinical and culture modules for the Preceptor's review. 


The Preceptor Learner is supported by COS Faculty who are available by Virtual Office Hours and email communications to ensure successful completion of assigned Modules, Simulations, and Competencies. 


Monthly Preceptor Cohort Web-Conferences are hosted by 

COS Faculty for continued development and debriefing. 


Preceptor Development Topics:

  • Adult Learning
  • Learning Styles
  • Stimulating Critical Thinking
  • Team Building
  • Active Listening
  • Communication
  • Competency Assessment and Development
  • Evaluation and Feedback
  • Professional Development


Roles of the Preceptor that are examined include: 

  • Teacher as Clinical Expert
  • Coach / Encourager
  • Evaluator
  • Advocate
  • Professional Role Model


The Preceptor is prepared to carry out key responsibilities:

· Working with the Learner to complete unit orientation

· Working with the Manager to establish a shared schedule with the Learner

· Planning and facilitating learning experiences in the home department

· Overseeing completion of Competency Validation

· Teaching new skills and reinforcing previous learning

· Guiding the Learner’s clinical practice

· Phasing in Learner’s patient care responsibilities

· Providing timely feedback on all aspects of clinical practice

· Working with Learner to identify education gaps 

& developing plan to correct

MENTOR DEVELOPMENT PROGRAM

A Mentor may be assigned to any Learner in a COS Program. A Mentor is assigned to each Learner in the Transition-to-Practice Programs. 


Well prepared Mentors are key to the successful transition of new nurses and to the continued development of the nursing staff. 


For the Mentor, the experience offers an opportunity to powerfully impact patient care by giving back to the nursing profession.  Acknowledgement by peers, providers and hospital leadership as an expert and nurse leader can build strong bonds with the organization and improve satisfaction 

of job and career.


The focused 8 hour Mentor Program offers the knowledge, skills, and abilities needed to help the new nurse successfully manage the struggles and challenges of transitioning to a new culture, new specialty, new job and/or new profession.  The Mentor Program offers access to a suite of  clinical and culture modules for the Mentor's review. 


The Mentor is supported by COS Faculty who are available by Virtual Office Hours and email communications to ensure successful completion of assigned Modules, Simulations, and Competencies. 


Monthly Mentor Cohort Web-Conferences are hosted by COS Faculty for continued development and debriefing. 


Mentor Development Topics:

  • Mentoring Models and Mentor Selection
  • The Mentor’s Role 
  • Mentoring Relationship: Rewards & Challenges
  • Aligning Goals and Expectations
  • Communicating Effectively with Mentees
  • Theories of Leadership
  • Time Management & Organization
  • Mentoring Across Differences


Successful Mentoring Traits are examined:

  • Positive Attitude - Upbeat and encouraging 
  • Tolerance - Accepts differences 
  • Patience - Calm and focused in dealing with difficult situations
  • Insight - Assesses situations and provides useful solutions  advice 
  • Clarity - Clearly communicates information and advice
  • Commitment – Devoted to patient care and nursing


The Mentor is prepared to carry out key responsibilities:

· Providing guidance, insights, and advice

· Helping to solve problems

· Offering emotional support primarily through listening

· Helping build confidence through positive affirmation when appropriate

· Monitoring Dashboards and providing feedback to encourage success

· Working with Mentee to identify education gaps and participating in developing plan to correct

Uniquely designed Leadership Programs

Innovative Program Structure

COS Leadership Development Programs combine unique hospital and/or department information with research-based education, delivered and reinforced over time to ensure staff engagement.


The Program is a 12 month long, blended learning experience. 

The Program emphasizes an extensive use of cloud-based technology that enables the staff member to complete learning assignments in their own time, at their own pace, and anywhere the web is available. 


The Learner is supported by online and onsite leaders and educators. Key onsite support for the Learner are the Department Manager and the Onsite Coordinator who is a leader, often an educator, who functions as the hospital’s COS liaison. COS leadership is available to the Onsite Coordinator by email and phone to discuss any aspects of the program or issues with the Learner.


Leadership Development Programs begin every week.  During the first 4 weeks, the Learner completes 2 hours per week of Program activities. Then, 1- 2 hours per month for the remainder of the Program as needed. This time includes Cohort Web Conferences which occur every 4 weeks.

Activities Throughout the Program

  • Learning Module Completion 
  • Competency Simulation   
  • Competency Validation with Bedside Competency Sign-Off
  • Journaling  
  • Cohort Web Conferences 
  • Virtual Office Hours
  • Coaching/Emailing 

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Blended Onsite & Online Learning

COS Leadership Development Programs are Blended Learning experiences with both onsite and online education and support. 


COS provides structure, curriculum, learning modules, competencies to be completed, and continuous interaction with Learner, Unit Manager, Onsite Coordinator and other key onsite players. 


COS Faculty coach continually by regularly responding to email and by posting Virtual Office Hours each week and as needed. Availability is not limited to day shift but occurs throughout the 24 hour day, weekdays and weekends.


Onsite, the Learner is supported by the Unit Manager, the Onsite Coordinator, and key players as identified by the hospital. The Onsite Coordinator, often a nurse educator, is the hospital’s COS liaison. 


COS leadership is available to the Onsite Coordinator to discuss any aspect of the program.

~~~ Cloud-Based Platform ~~~

COS innovative Cloud-Based Platform allows us to provide programs that are cost-effective and easily client-customized. This makes Blended Learning easy, flexible and smart.


Maximum flexibility and mobility enable Learners to complete learning assignments in their own time, at their own pace, and anywhere the web is available. 


Our platform supports all mobile devices and enjoys industry-leading up-time. It is accessible regardless of time of day or day of week.


All COS Learners may create a Professional Portfolio to document COS coursework, other educational achievements, certifications, personal committee work, research involvement, professional organization involvement, and volunteer work.  The cloud-based document is available indefinitely.


This full support for Competency-Based Learning coupled with actionable learning analytics, supports maximum productivity for the Learner and all persons supporting the nurse learner.

Competency-Based Learning Dashboards

Designed to support Competency-Based Learning, Leadership Development Dashboards can be viewed at any time by the Learner and all persons involved in the learning experience.  


Learner progress and outcomes available for review include:

  • Confidence
  • Competence
  • Ability to Organize and Prioritize
  • Satisfaction
  • Engagement
  • Course Progress
  • Competency Completion

Learn About COS Professional Portfolio