My Mentoring Journey in Healthcare Team Building

Running head: MANAGEMENT
Reflective journal on “My Mentoring Journey” (Rainy Day Challenge and Roles in a Team)
Name of the student:
Name of the university:
Author note:

1
MANAGEMENT
Introduction:
The aim of this paper is to discuss the effect of team building process and team roles
in the successful operation of the individuals working in a healthcare industry. This paper has
incorporated the team management theories of Belbin and Tuckman in a sophisticated
manner by underpinning the reflection and discussion of the experience. This essay has
considered and explored the complexity of my own role within the group by examining my
strengths and weaknesses in an insightful manner (Kalish and Luria 2016). By selecting the
Rainy-Day Challenges and the Role of the Team, this paper has pointed out the personal
experience and analysed different aspects of those experiences in working in a health care
team. It has detailed the personal learning outcome though the group learning process.
Theoretical understanding of team development
In case of Seminar 2 abstract 6, “The Rainy-Day Challenge”, Aileen Reardon is of the
view that mentors encounter various challenges in the process of exposing collaborative
output. In the part of The Rainy Day Challenge’ the focus of the mentor is to make the
mentees understand the importance of This part successfully details the feelings of the
mentors in the program where he or she is responsible to train the mentees and lead them to
develop the personal characterizes. In this regard, the mentees are going to be placed and
working in the hospitals in the future, therefore, they need to growth internally. These nurses
will provide support to their patients through their services so that the common goal of the
team is fulfilled. Therefore, to motivate the mentees, the mentors share their own experiences
and point out that how much different aspects of personality can impact on the working types
of the people as well as their capabilities (Kalish and Luria 2016).
In this project, the mentor has shared his experiences while training his mentees to
become a successful nurse in the future. She has pointed out some very important aspects of

2
MANAGEMENT
the training process which has led her to face challenges in detailing the leadership
opportunities to these mentees. First of all, she has identified that the nurses’ morale is the
main matter that helps them to grip their responsibilities as well as job roles. As a mentor, I
have identified that the method of building relationship with the team members is one of the
toughest jobs. These mentees lack commitment with the program which may aft their ethical
decision-making procedure and connectivity with the team members. In addition to this, I as a
mentor have found out that the absence of basic knowledge as well as skills among the
mentees can hamper the motivation of the teams.
In training the mentees, the mentors often face the issues of setting reasonable goals
as different mentees possess different levels of knowledge. This particular issue is however
directly connected to the team work and this type of matters can affect the team building
process (Topaloglu, McDonald and Hunt 2018). In addition to this the process of keeping the
team members engaged with the work process is difficult in a team and these need more
expertise of the mentors as well as knowledge. In order to motivate the mentees in the
process of the program and build confidence about their jobs, the mentors feel pressure
(Kalish and Luria 2016). In fostering independence of the mentees in difficult for the mentors
as they do not take the feedbacks from the mentors quite seriously and effectively. Therefore,
the progress through trainings cannot be understood by the mentors. Moreover, fining and
allocating prefect resources and time often cannot be allocated to the mentees which affect
the development process as well as relations building among the mentees.
In this regard I can refer to the Belbin team role theory where the researcher has
identified nine different categories to assign the roles of the members in a team according to
their capabilities and talents. In this typical healthcare settings my team can perform better if
the members can identify or associate their talents with these 9 different categories (Meslec
and Curşeu 2015). These 9 categories are resource investigator, team worker, coordinator,

3
MANAGEMENT
plant, monitor evaluator, specialist, shaper, implementer and completer or finisher. In this
theory the shaper and coordinator take the most of the responsibilities in Healthcare team.
The resource investigator has inquisitive nature therefore he finds ideas and helps the team to
become enthusiastic and explore new opportunities. The teamwork helps the team to mix
among itself. These people use their versatility for identifying the work required and
complete them on behalf of the team (Bosse et al. 2017). The coordinators focus on the
team’s objectives and draw the team members appropriately. The plant things to be creative
and solve all the problems in unconventional ways.
They have free thinking capabilities which helps the team to generate ideas and solve
problems. Specialists bring in-depth knowledge in the key areas for their team which provide
the team members specialised knowledge about completing a project. Shaper provides all the
necessary drive for ensuring that the teams keep moving and have their focus fixed. These
team members are challenging dynamic and sustain on pressure they have the courage to
overcome obstacles (Topaloglu, McDonald and Hunt 2018). The implemented on the other
hand are expected to plan walkable Strategies and carry out them efficiently. This people are
practical efficient and reliable. The complete finisher most effectively uses their skill to end
the tasks and polish as well as scrutinize for errors.
These people try to complete the project by subjecting them to the highest standards
of quality control. Therefore, all types of team members are needed in development of team
as well as managing it to attend the organisational goal. The shaper and coordinator roles are
important for setting direction for the team and making the team so efficient that the team
members can easily understand the criteria of the patients and successfully provide them
(Purwanto, Zuiderwijk and Janssen 2018). Investigator will seek innovation to meet the
healthcare requirements every time so that the quality of service can be enhanced. For
improvement of service as well as professional development of the team members will be