Stakeholders from across the system developed our model to create an environment where nurses are personally valued, professionally invested and inspired by patients and colleagues. The model’s foundation stems from three theories of learning: Adult Learning Theory, Experiential Learning, and From Novice to Expert.
Adult Learning Theory
Adult Learning Theory centers around 4 principles which state that:
Experiential Learning explains that learning occurs in a cycle. This begins with encountering a new, concrete experience, followed by reflective observation of said experience. This then gives rise to new ideas, or modifies existing ideas, through abstract conceptualization, which are then applied to the world around them in active experimentation.
From Novice to Expert
From Novice to Expert focuses more closely on the nurse, describing five levels of nursing experience. The changes required to move through these levels are using concrete experiences rather than abstract principles to guide actions, perceiving situations as whole parts rather than separate pieces, and shifting from a detached observer to an involved performer.
New Graduate Learning Connections
Experienced Nurse Learning Connections
Socialization is the process of learning the norms, attitudes, behaviors, skills, roles, and values of the nursing profession. A sense of belonging and professional identity contributes to professional socialization.
“An expected and measureable level of nursing performance that integrates knowledge, skills, abilities, and judgments based on established scientific knowledge and expectations for nursing practice.” Page 86, ANA Nursing: Scope and Standards of Practice, 3rd Ed. 2015
Professional (Career) Development refers to a wide variety of specialized training, formal and informal education, advanced professional learning, and growth opportunities intended to help nurses improve their professional knowledge, competence, skill, and effectiveness.
New graduate nurse and experienced nurse new to IU Health. Transfers within the system are assessed by unit leadership to determine if components of the model are applicable for growth and development.
Provide executive oversight for Transition to IU Health Practice model.
Manager/Director with new nurse direct reports. Responsible for ensuring the new nurse progresses successfully through the Transition to IU Health Practice model. Serves as the “Chief Retention Officer” with a focus on onboarding, coaching and development, and building relationships with team members.
Experienced clinical nurse who provides practical experience and on-the-job training within a structured format to the new nurse.
Nurse leader who is responsible for the coordination of shift to shift progression of the new nurse.
Oversight of the Transition to IU Health Practice model at the facility level.
Coordinates resources to guide the new nurse through the Transition to IUH Practice model.
Mentoring is one component of creating an environment where our team members are personally valued, professionally invested and inspired by our patients and colleagues. In response to team member feedback, mentor preparation resources have been created. Resources include self-study materials, webinars, and a mentor and mentee toolkit.
Purpose: To assist new graduates and experienced nurses in adjusting to their role at IU Health. The focus is on topics that impact role changes, engagement, and retention.
Goal: To improve retention of new nurses by identifying issues early that can cause clinical nurses to leave and by helping new nurses adjust to their department and IU Health.
To download the Nurse Mentor Documentation:Click Here
For more information regarding the IU Health Nurse Mentorship Program:Click Here