Development Of Mentoring Program Research Articles

Tailoring Entrepreneurial Education: Demand-Driven Insights for an Entrepreneurial Online Mentoring Program

The 2023 European Innovation Scoreboard reveals that there is an innovation asymmetry between different European Union (EU) regions, which is leading to an innovation gap. In particular, southern and eastern EU countries showcase a lower level of innovation compared to their northern and western counterparts. To tackle this issue, the ENTRPRENEDU project, funded by the European Union, endeavors to bridge the innovation and educational divide across EU regions through a scalable "Venture Building Program". At its core lies the precisely crafted ENTREPRENEDU mentoring program, which aims to nurture 12, through hackathons selected, teams from the emerging to moderate-innovation countries Italy, Greece, and Bulgaria. This paper presents the methodological framework, execution, and results of the demand analysis underpinning the development of the ENTRPRENEDU online mentoring program. Employing a qualitative research design for the demand analysis, semi-structured interviews were conducted to delve into the nuanced needs and experiences of the participating teams. These hour-long sessions followed a pre-defined guideline and aimed to determine the specific entrepreneurial needs of the participating teams. For the analysis of interview data, a thematic approach was utilized revealing clusters of predominant demands among the teams, serving as the cornerstone for deriving six overarching mentoring modules. These modules were tailored to address the identified demands and laid the foundation for the program's curriculum development. Each mentoring module was crafted to align with the specific learning objectives of the teams, ensuring targeted guidance tailored to their unique journey. This paper highlights the symbiotic relationship between the identified demands of the teams and the structured mentoring curriculum, underscoring its significance in providing tailored support conducive to their success. The findings not only contribute to the academic discourse on mentoring program development but also hold practical implications for policymakers, educators, and entrepreneurs striving to foster innovation and entrepreneurship in their respective contexts.

Empowering Future Entrepreneurs: Developing an Online Entrepreneurial Mentoring Program Across Diverse EU Regions

The 2023 European Innovation Scoreboard reveals that there is an innovation asymmetry between different EU regions which is leading to an innovation gap. In particular southern and eastern EU countries showcase a lower level of innovation compared to their northern and western counterparts. Addressing this disparity, the ENTRPRENEDU project, funded by the European Union, pioneers a unique approach tailored for emerging and moderate innovation regions. This paper presents the development process of the curriculum for the ENTRPRENEDU online mentoring program, detailing the demand analysis, curriculum development, and implementation phases. This paper contributes to the discourse on entrepreneurial online education and mentoring program development by showcasing a tailored approach to curriculum design. The findings offer practical insights for educators, policymakers, and practitioners seeking to nurture entrepreneurship and innovation in diverse regional contexts.

Perceptions of Job Competencies and Mentoring Program Development for Extension Administrative Assistants: A Focus Group Study of Multiple Extension Employee Groups

Extension workplace mentoring programs may produce increased Extension programming competence, organizational commitment, job satisfaction (Denny, 2016), and leadership effectiveness (Kutilek & Earnest, 2001). The study described in this article aimed to gather information for a proposed mentoring program for Extension administrative assistants. A total of 12 focus groups were conducted with 78 participants representing five employee groups: administrative assistants, Extension agents, county directors, state specialists, and department heads. Employee groups were separately interviewed. Findings indicated that respondents perceive the role of an administrative assistant as critically important, and major competencies required by the administrative assistant role are people skills/customer service, bookkeeping, technology, and a willingness to learn/adaptability to change. Respondents perceived that workplace mentoring is important, and it should be required of all newly-hired administrative assistants. Regarding incentives, administrative assistants felt that counting mentoring time as part of their University’s annual professional learning requirement of 32 hours would encourage participation. Major recommendations include the establishment of an e-mentoring program that incorporates the administrative assistants’ academic, career, and personal goals in addition to organizational policies and procedures.

Understanding the Mentoring Environment Through Thematic Analysis of the Learning Environment in Medical Education: a Systematic Review.

Mentoring's success has been attributed to individualised matching, holistic mentoring relationships (MRs) and personalised mentoring environments (MEs). Whilst there is growing data on matching and MRs, a dearth of ME data has hindered development of mentoring programme. Inspired by studies likening MEs to learning environments (LEs) and data highlighting common characteristics between the two, this systematic review scrutinises reports on LEs to extrapolate the findings to the ME context to provide a better understanding of ME and their role in the mentoring process. Using identical search strategies, 6 reviewers carried out independent literature reviews of LEs in clinical medicine published between 1 January 2000 and 31 December 2015 using PubMed, ERIC, Cochrane Database of Systematic Reviews, Google Scholar and Scopus databases. Braun and Clarke's (2006) approach to thematic analysis was adopted to circumnavigate LE's evolving, context-specific, goal-sensitive, learner-tutor relationally dependent nature. A total of 4574 abstracts were identified, 90 articles were reviewed, and 58 full-text articles were thematically analysed. The two themes identified were LE structure and LE culture. LE structure regards the framework that guides interactions within the LE. LE culture concerns the values and practices influencing learner-tutor-host organisation interactions. LE is the product of culture and structure that influence and are influenced by the tutor-learner-host organisation relationship. LE structure guides the evolving tutor-learner-host organisation relationship whilst the LE culture nurtures it and oversees the LE structure. Similarities between LEs and MEs allow LE data to inform programme designers of ME's role in mentoring's success.

A Novel Measure of "Good" Mentoring: Testing Its Reliability and Validity in Four Academic Health Centers.

Despite the well-recognized benefits of mentoring in academic medicine, there is a lack of clarity regarding what constitutes effective mentoring. We developed a tool to assess mentoring activities experienced by faculty and evaluated evidence for its validity. The National Initiative on Gender, Culture, and Leadership in Medicine-"C-Change"-previously developed the C-Change Faculty Survey to assess the culture of academic medicine. After intensive review, we added six items representing six components of mentoring to the survey-receiving help with career and personal goals, learning skills, sponsorship, and resources. We tested the items in four academic health centers during 2013 to 2014. We estimated reliability of the new items and tested the correlation of the new items with a mentoring composite variable representing faculty mentoring experiences as positive, neutral, or inadequate and with other C-Change dimensions of culture. Among the 1520 responding faculty (response rate 61-63%), there was a positive association between each of the six mentoring activities and satisfaction with both the amount and quality of mentoring received. There was no difference by sex. Cronbach α coefficients ranged from 0.89 to 0.95 across subgroups of faculty (by sex, race, and principal roles). The mentoring responses were associated most closely with dimensions of Institutional Support (r = 0.58, P < .001), Institutional Change Efforts for Faculty Support (r = 0.52, P < .001), Values Alignment (r = 0.58, P < .001), Self-efficacy (r = 0.43; P < .001), and Relationships/Inclusion/Trust (r = 0.41; P < .001). Data demonstrated that the Mentoring scale is a valid instrument to assess mentoring. Survey results could facilitate mentoring program development and evaluation.

STEM mentoring and the use of the principles of Adult Mentoring Inventory

Purpose– The purpose of this convergent parallel mixed methods paper is to explore the mentoring experience within the context of a science, technology, engineering and math (STEM) specific mentoring program for urban, at risk, high school youth, using the Principles of Adult Mentoring Inventory (PAMI) as an instrument that modeled effective mentoring behavior. The study took place at a large, urban, Midwestern university in the USA.Design/methodology/approach– A research design was developed and both quantitative and qualitative data were collected in parallel, analyzed separately and then merged to determine results. The PAMI instrument that measures six constructs of mentor effectiveness was administered to STEM mentors as a pre/post-test and enabled researchers to collect quantitative data. Researchers used focus groups to collect qualitative data in the form of transcribed interviews. This study sought to inform STEM mentoring program development by collecting both qualitative and quantitative data independently and simultaneously in order to confirm findings. Researchers used a convergent parallel mixed methods design to first, reinforce and corroborate the findings given the small sample size (n=8); second, minimize alternative interpretations from data gathering and analysis, third, make clear various factors contributing to the effectiveness of STEM mentoring.Findings– Throughout the mentoring experience, mentor perceptions of their mentoring abilities increased to be in the “more highly effective” range within PAMI. In five of the six constructs the results indicated mentors scored lower on the pre-test than they did on the post-test of the PAMI, meaning mentor perceptions of mentoring abilities improved overall during the course and the mentoring experience. Common themes from both quantitative and qualitative results were developed, are discussed using the PAMI constructs as organizers, and include communication, information, and gender differences.Originality/value– This study added to the dearth of literature and investigations surrounding STEM mentoring. Many studies have concentrated primarily on mentoring but few have investigated the concept of STEM mentoring program best practices. The results of this study provided a multidimensional look at STEM mentoring programs that impact urban, at risk, high school youth.

Mentoring new nurse practitioners to accelerate their development as primary care providers: A literature review

To provide a review of the literature regarding programs for mentoring new nurse practitioners (NPs) to accelerate their development as primary care providers. A search was conducted in PubMed, Ovid, CINAHL, and Cochrane Database of Systematic Reviews. There is currently a critical shortage of primary care providers and an aging population requiring management of chronic medical conditions. Although NPs are trained in health promotion, disease prevention, and medical management and are well equipped to treat patients in primary care, the work can be overwhelming to the novice NP. A mentoring program could help the new NP further develop competencies and capabilities as a provider. However, there is a gap in the literature concerning any mentoring programs for novice NPs. Nonetheless, the literature review has provided a mentoring definition, program models, desired characteristics of nurse mentors, and barriers to mentoring programs. It has also described the benefits, goals and outcomes of a mentoring relationship. These insights from the literature provide a foundation for future mentoring program development. A mentoring program for new NPs working in primary care could accelerate productivity, increase job satisfaction, and provide longevity in the primary care setting.