Mentorship Adaptations When Team Structure, Experience and Geography Present Unique Barriers

Session Description: We will discuss the importance of colleague mentorship and the influence of a personalized approach during the new Infection Preventionist (IP) onboarding. While a structured onboarding process is critical to all roles, we have recognized the strength of colleague mentors and how they impact IP development. This presents a unique challenge when professional experience and geographical distance are factors.
It is critically important for new IPs/employees to become comfortable asking for help as they settle in and learn their role and company as well as expectations and organizational nuances. In an IP program structure where tasks are delineated into surveillance and clinical IP duties, collaboration and relationship building are keys to success.
Organizational support is needed to grant time and travel to allow for in-person interaction. This is incredibly valuable as we drift further towards electronic communication in the shadow of a pandemic; yet still allow for utilization of technological means, such as Teams, to create pathways for ease of questioning and moral support. As an organization, we have been empowered to create “safe spaces” in the form of Teams meetings without the participation of management. This forum allows for open communication regarding the unique facility IPs throughout the organization.
One critical component of mentorship is identifying those individuals who possess areas of expertise and understanding that an employee may benefit from. We have utilized multiple mentors based on strengths and weaknesses to create a well-rounded, tailored approach. This mentorship style contributes to the advancement of Diversity, Equity and Inclusivity (DEI) by considering the differing needs of our colleagues. Our goal is to allow each IP an opportunity for success.