New mentor role sets up Interior Health managers for success

RIH executive director Tracey Rannie understands the pressures on new managers and was looking for a way to help support them and their teams. She enthusiastically welcomed the opportunity to trial the manager mentor program with Colleen.

Colleen said she and Tracey mapped out a plan together, based on the mentoring definition of teaching, assisting in networking and addressing social and personal issues. The fundamental focus is the growth of the employee.

“Our goal with this position is to help new managers be successful in their roles as leaders. It just makes sense that when the managers are supported, then their teams also feel supported and can be successful,” said Colleen.

Managers have busy and intense jobs with many policies and procedures to follow, on top of the day-to-day interaction with staff, patients and families. It can be unfamiliar territory even for people who have risen through the ranks. That’s likely why all the clinical managers at RIH expressed an interest in working with Colleen.

Colleen said 40 one-to-one mentoring meetings were arranged with all managers between March 15 and April 7, for an average of 10 meetings per week. 

All mentees identified learning goals, which cover a variety of leadership skills. Topics included mastering e-staffing, team collaboration, delegation, seeing the big picture, time management, boundaries at work, addressing complex practice issues, on-call responsibilities, managing conflict in teams, staff performance reviews, and building confidence as a leader.

Being a manager mentor means more than just providing the answers. It’s working together to find the best solution for each person.

For example, every manager had questions about improving time management. In their sessions, Colleen and each manager discuss which of the three options are possible:

• Can the work be delegated?
• Can it be done more efficiently?
• Can the manager stop doing something?

“Developing strong managers also helps relieve the burden on their directors,” said Colleen.

The pilot wraps up in September with an evaluation to take place in October.

“With virtual technology, managers can be supported anywhere in the health authority,” said Colleen.

“My mentorship experience with Colleen has helped me navigate my way through challenges, increase my confidence, gain new perspectives, and develop career goals,” said Emergency Department manager Holly Delitzoy who is new in her role.

“What I appreciate most is Colleen’s honesty, support, and willingness to share knowledge and experiences. I also feel grateful – grateful to have met the right mentor at the right moment.”

Teressa Allwood has been a manager for five years and initially wondered what she would get out of the mentor program. She is currently the manager of women and children services at RIH.

“But this program has been incredible. It can help people with any level of experience. Colleen and I have focused on the higher level issues, like self-improvement and how to take the next steps in my career, which are things I wouldn’t normally think about as I concentrate on all the day-to-day responsibilities.”

She said it was also gratifying to realize through the mentor program that she also has something to offer her manager colleagues.

 “I can also share my knowledge with new people to help them grow in their roles. And that’s really rewarding.”