CoxHealth Young ProfessionalsMentoring Study

Mitch Harris

Rachel Hutchison

Chase Snider

Samantha Williams

Study Objectives

Purpose: To evaluate the overall effectiveness of the CoxHealth Young Professionals (CYP) program from the mentors’ perspective

RQ: How do current and past mentors evaluate the CoxHealth Young Professionals (CYP) mentoring program?

Organizational Mentoring

FunctionsGuide to open doors

Establish role in organization

BenefitsIncreased retention

Increased buy-in

Effective succession planning

DefinitionsSupport system arrangement between experienced senior executive and a less-experienced executive

Participants

Male 45%

Female55%

Sex

Married95%

Divorced5%

Marital Status

Caucasian/White95%

Hispanic/ Latin5%

Ethnicity

Participants

0

1

2

3

4

5

6

30-34 35-39 40-44 45-49 50-54 55-59 60-64 65-69

Fre

qu

en

cy

Age Range

Age Distribution

Participants

0

1

2

3

4

5

6

7

1-4 5-9 10-14 15-19 20-24 25-29 30-34 35-39

Fre

qu

en

cy

Number of Years

Years at CoxHealth

Participants

35%

35%

30%

Number of Mentee Relationships per Mentor

1 mentee

2 mentees

3 mentees

10%

20%

20%

50%

Years as Mentor

Less than 1year

1 year

2 years

3 years

Methodology

Data Collection Method in-depth semi-structured interviews

Interviewing Period September 25, 2014 – October 13, 2014

Mentors Interviewed N = 20

Length of Interviews 16:03 minutes – 48:38 minutesM = 26:56 minutes

Data Analysis Process Constant Comparative Analysis182 single-spaced pages of transcripts

Research Findings

Why did you initially become a mentor in the CoxHealth Young Professionals mentoring program?

• Personal Responsibility: the obligation mentors felt as leaders

• Organizational Benefits: contributes to the overall growth of the organization

Research Findings

What is the role of a mentor in the CYP program?

• Support System: source of influence for mentees through career advice

• Feedback for Mentee: source of advice based on mentors’ past experience

Research Findings

Being a CYP mentor is like ____________.

Friend

Family

Teacher

Investment

Opportunity

Research Findings

What issues were you unsure or uncertain about prior to your first meeting with your first mentee?

• Program Time Commitment: having enough time to fully commit to the success of the mentee and the mentoring experience

• Program Expectations: uncertainties regarding the definition of the program expectations

• None

Research Findings

Overall, has the CYP mentoring program met your expectations and needs?

No (25%) Yes (75%)

Research Findings

In your opinion, what are the strengths of the CYP mentoring program as a whole?

• Investing in Young Professionals: planning for succession in CoxHealth leadership

• Making Connections for Mentors: opportunities to build relationships within CoxHealth

Research Findings

What are the weaknesses of the CYP mentoring program as a whole?

• Lack of Structure: lack of planned events

• Mentors’ Lack of Time: flexibility of scheduling and last-minute time constraints

• Mentors Unsure if Meeting the Needs of Mentees: concern over needs of mentees being met

Recommendations

1. Increase Structure of the CYP Program

– Provide a specific amount of scheduled professional development opportunities

– Program expectations need to be more clearly defined

Recommendations

2. Provide Clear Time Commitment Outline

– Continue to allow mentors to establish individual meeting times

– Define time commitment in documented outline

– CYP newsletter or emails sent to all mentors and mentees

Recommendations

3. Prevent Initial Mentor Dissonance

– Improve screening process (questionnaire)

– Suggest discussion of the mentees’ goals in the first meeting

– Align mentee career goals to mentors’ career field

CoxHealth Young ProfessionalsMentoring Study

Mitch Harris

Rachel Hutchison

Chase Snider

Samantha Williams