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Developing a culture of mentoring

“Success occurs when opportunity meets preparation” are words which guide Sarah Abdolcader, MSN, RN, CNL, NEA-BC, pictured above, as a mentor to nurses and emerging nurse leaders at Kaiser Permanente.

“I want to share options within what they want and get them on the path towards the future they see for themselves,” she said. “They have the seeds and desire to grow, I just help cultivate it.”

Abdolcader, a clinical practice consultant for the Northern California Patient Care Services (PCS) team, is one of 175 mentors who participated in the 2024 cohort of the KP Nurse Leader Mentoring program. The mentoring program has nearly tripled in participants from the 34 participants in the first cohort in late 2022.

“Mentoring is one of the hallmarks of professional practice with experienced nurses and nurse leaders contributing to the professional growth of others by sharing their nursing journey experience,” said Jodi Galli, MSN, RN, NE-BC, Northern California PCS Program Manager, Nurse Scholars Academy and Academic Relations.

The program contributes to nurse satisfaction, retention, and succession planning as nurses and nurse leaders transition into their practice, specialty areas, and seek to develop their leadership skills, according to Galli.

Santa Rosa Assistant Nurse Manager, Tasaday Lewis, BSN, RN, who is mentored by Galli, says the program has helped her grow as a leader, and improve her communication and approach with direct reports and hospital leadership.

She also enjoys that the program has given her a perspective beyond the medical center she works in and provides new opportunities to take on pilot programs with potential impact across the region.

“We speak about managing a unit, par levels, and staffing budgets, but I also now have a better understanding of Kaiser Permanente’s incredible reach and feel a part of the bigger picture,” said Lewis, a 10-year Kaiser Permanente nurse.

Medical centers are also creating mentoring programs to help support the development of their local nursing teams. In South Sacramento, the Professional Development Council launched their local mentoring program over the summer. The first cohort matched 12 new nurses with more experienced colleagues, and they are looking to expand in 2025.

Nancy Madden, BSN, RN, CAPA, CPAN, a South Sacramento perioperative department staff nurse IV and chair of their Professional Development Council says the program is mutually beneficial for both nurse mentors and mentees. “Mentees feel supported knowing they have someone they can go to for advice, and guidance to help them achieve their development goals, such as reaching the next step in the clinical ladder, and mentors are satisfied sharing their knowledge and supporting the next generation of nurses.”

“The continuous cycle of paying it forward through mentoring and contributing to the professional growth of our nurses exemplifies excellence and the extraordinary practice of Kaiser Permanente nurses,” said Galli.

“I am so grateful for this experience,” added Lewis. “I signed up to be a mentor and excited to be able to help others.”

Nurse leader mentoring programs are available for both frontline staff nurses and nurse leaders to participate in. Specific programs include the KP Nurse Leader Mentoring Program, the UCSF Middle Management and Leading Care in Healing Environments programs, and the Evidence-Based Practice Mentoring program.

For more information, please visit the KP Nurse Scholars Academy website.

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