Director of Nursing NewYork Presbyterian Hospital White Plains , New York, United States
Disclosure(s):
Ellie Jun, DNP, RN, CCRN: No financial relationships to disclose
Description: Identification of Problem: In the dynamic and high-stakes perioperative setting, anticipated challenges such as nurse turnover, emotional fatigue, and underdeveloped succession planning pose risks to team stability and patient safety. Traditional mentorship models, often informal and inconsistently applied, may not meet the complex professional and emotional needs of diverse perioperative teams. As our new Ambulatory Surgery Center prepares for launch, we recognize the need for a robust, structured, and inclusive mentorship strategy that fosters engagement, builds trust, and supports professional growth from onboarding to advancement.
Description of Team: Multilayered mentorship framework adapted to be embedded into the ASC's foundational culture as a proactive strategy to support onboarding, retention, and leadership development. The ASC nursing leadership team are initiating this framework in frontline team members. This effort will ensure a multi-level mentorship structure is built into the ASC's operational model from day one.
Preparation and Planning: The program framework includes three tiers: Layered mentorship: Less experienced leadership will be assigned to more experienced senior leadership for mentorship. Committee chairs will be mentored by the assigned leadership team, and committee chairs will also be assigned to mentor other committee members through this journey. Committee-Based Mentorship: Future integration of new staff into shared governance structures for sponsorship and leadership exposure. Leadership Exposure Forums: Quarterly interactive sessions where staff will have access to senior leaders and participate in mentorship discussions. Mentor preparation will include training in emotional intelligence, psychological safety, coaching, and DEI principles. The framework is grounded in Benner's Novice-to-Expert Model and Edmondson's Psychological Safety theory.
Assessment: Success will be measured through: Engagement metrics via Gallup Q12 mentorship items 6- and 12-month retention rates post-launch Committee participation and development milestones Qualitative feedback via focus groups and monthly check-ins Implementation: The full implementation will begin post-ASC opening in 2025. Preparatory steps currently underway include:
Mentor recruitment and training plan Development of digital tracking tools and mentorship dashboards Integration of mentorship pathways into orientation and onboarding timelines Creation of recognition strategies such as "Mentor of the Month"
Outcomes (Anticipated): While formal data is forthcoming, we anticipate: Improved new hire retention and satisfaction Increased engagement in governance and leadership pathways Enhanced emotional support and belonging among new staff Stronger leadership pipelines from within the perioperative team
Implications for Perioperative Nursing: This multilayered mentorship model is positioned to offer a sustainable approach to nursing development in a perioperative ASC setting. It aims to strengthen professional identity, promote equitable access to mentorship, and foster leadership readiness. By aligning mentorship with strategic onboarding and governance integration, this model supports AORN's commitment to excellence, inclusivity, and succession planning in surgical nursing.
