Aguilar, E. (2013). The art of coaching: Effective strategies for school transformation. San Francisco, CA: Jossey-Bass.
Brody, A., Edelmen, L., Siegel, E., Foster, V., Bailey, D., Bryant, A., & Bond, S. (2015). Evaluation of a peer mentoring program for early career ... Retrieved from https://www.sciencedirect.com/science/article/pii/S0029655416300112
Flanigan, J. (2016). Addressing the Clinical Laboratory Workforce Shortage. Retrieved from https://www.ascls.org/position-papers/321-laboratory-workforce/440-addressing-the-clinical-laboratory-workforce-shortageWritten by: Camille McKay, M.Ed., BSHCA, HTL, CLT
Camille, thank for this post.
You are right, peer mentorship is a valuable experience.
I have had the privilege of mentoring new techs, and I have also been on the other end, being mentored in other areas of the lab. It does breed job satisfaction.
I also think it makes you content and makes want to stay where you are - with the employer. I think it can lead to retention. I think when you are given a purpose, such as being asked to be a mentor, it grounds you. I think someone who is focused on this new found purpose, won’t be thinking about leaving because they feel satisfied.
Also, from my experience, I have noticed that techs new to the lab, often want to stay with the lab they consider to be their home lab. It is as though they become emotionally attached. These techs only leave because they are offered better opportunities or because they are offered something their home lab was not providing.
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