Helen Woolnough

The experiences of mentors on a career development and mentoring programme for female mental health nurses in the UK National Health Service

This paper presents the experiences of executive and non-executive UK National Health Service (NHS) Trust directors and senior managers as mentors in a career development and mentoring programme for a cohort of 27 female mental health nurses from six NHS mental health trusts. Baseline interview data was collated from 27 mentors prior to the programme. Twenty-four mentors participated in semi-structured telephone interviews investigating their experiences of being a mentor at the end of the programme. The interview transcripts were analysed using thematic content analysis. Experience as a mentor impacted on mentors in a variety of ways and the common themes which emerged from the data included: increased understanding of the mentoring role, increased awareness of career barriers for female mental health nurses, improved ground-level insight in relation to nursing staff and the patients they care for, improved professional reputation, increased networks, new insights into organizational issues, personal enjoyment and fulfilment and desire to implement organizational change. All mentors interviewed stated that they would consider becoming a mentor again. The mentoring relationship was an invaluable learning experience for mentors and results from this study suggested that trained mentors have an important role to play as change agents in the NHS.

UK government small business finance initiatives: Social inclusion or gender discrimination?

Purpose – This study focuses on the factors affecting equality of access to UK government grant and loan initiatives and the identification of gender differences in the uptake of those initiatives.Design/methodology/approach – A qualitative methodology was adopted as quantitative data is already available regarding the sources and levels of financing accessed. In total 32 interviews were conducted with 18 women and 14 men seeking business start‐up capital. A review of the advice and assistance offered by 31 business support agencies to potential and existing male and female business clients across the region also was undertaken.Findings – The findings revealed that there is a discrepancy in the number of men and women business owners accessing grant and loans schemes. Women do not enter into business ownership with the same amount of capital as men, and women are far more likely to access loans and grants than traditional forms of financing.Research limitations/implications – This is a preliminary investi...

An evaluative study assessing the impact of the Leading an Empowered Organisation programme

The development of strong, effective clinical leadership is currently high on the political agenda (DoH, 1999; 2000). It is central to the governments modernization agenda and the improvement of patient care and is reflected in the plethora of documents, strategies and initiatives currently permeating the NHS. The Leading an Empowered Organisation (LEO) programme is an integral part of the drive to increase and strengthen clinical leadership among the nursing and allied health professions. The NHS National Nursing Leadership Programme is coordinating the launch of the LEO programme to over 32,050 clinical staff. The programme is designed to create a critical mass of clinical leaders with the ability to make a real difference to patient care. The study was undertaken as part of a larger evaluation to assimilate evidence regarding the impact of the LEO programme. The research also addressed contact and communication with senior staff and the impact of these on the leadership agenda. The results indicate that the LEO programme is empowering clinical staff to facilitate new ways of working and providing participants with the practical tools to perform their roles effectively and create an environment in which others can grow and develop. There is still much to be learned from the LEO programme and, as such, the evaluation process continues.