Effective Relationships with Teams
Goodwill's DSP Mentorship Program: Building Relationships and Fostering Care
Mentor and mentee Ladina and Lucas meet to discuss which skills are going to be worked on next.
Goodwill of Greater Nebraska hires direct support professionals (DSPs) who support people to become more independent by advocating, learning and enhancing skills, giving back to their communities, and building relationships and support systems. However, we realized that many new hires didn’t clearly understand how to do this well without support. Goodwill of Greater Nebraska’s Mentorship Program ensures newly-hired staff receive thorough training and support as they transition into their roles as direct support providers. With designated Program Mentors at each community, the program fosters a supportive environment and builds strong relationships between staff and the individuals they support. Through the experiences of program mentor Lucas Skrdlant and new hire (or mentee) Ladina Morris, we see the program's effectiveness and the positive changes it brings.
Selecting and Training Mentors
The journey begins with locating and hiring program mentors, who are experienced direct support providers passionate about helping others. “I liked learning about the individuals, their support plans, vocational goals, safety plans, and getting to know their needs before having them on my caseload,” Skrdlant said. “I am really impressed with the level of care Goodwill has with each individual.” Once selected, mentors receive specialized training to understand Goodwill’s protocols and provide personalized guidance to each mentee or new hire. This training ensures mentors can provide effective and personalized guidance to support a mentee to learn to provide individualized support.
The Mentorship Program “really helped me feel more comfortable around the individuals and ease into the position since I didn’t have a background in this field. The mentorship really broke it down and eased me into my job.
Initial Orientation and Relationship Building
The mentorship process starts with an initial orientation, introducing new hires to their mentors and the program's objectives. During this phase, mentors and mentees work closely together, ensuring they build rapport and confidence from the start. Morris, a new hire, recalls that the Mentorship Program “really helped me feel more comfortable around the individuals and ease into the position since I didn’t have a background in this field. The mentorship really broke it down and eased me into my job. I am proud to be part of Goodwill and feel that Goodwill has its priorities in order.” This sentiment highlights the importance of orientation in boosting new hires' confidence and preparedness.
Ongoing Training and Support
Mentorship at Goodwill is an ongoing process. Mentors provide continuous training and support, including initial onboarding, shadowing, mentoring, and follow-up to ensure new hires feel confident in their roles. The mentor remains a resource and support for all staff at the site. “The mentorship program really fosters caring and putting the individuals first,” Skrdlant said. “Overall, it was a great experience!” This ongoing support ensures new hires can manage various challenges and provide the highest level of care to the individuals they serve.
Feedback and Evaluation
Feedback and evaluation are integral parts of the mentorship program. Mentors regularly assess mentees' progress and provide constructive feedback, helping them identify improvement areas and celebrate their achievements.
Morris appreciated this aspect. “My experience overall was very good,” she said. “When I began with a caseload, I felt confident with the one or two people I supported. As my confidence grew, I was able to take a larger caseload. Even with people who need more support, I felt well prepared.” Such feedback fosters a culture of continuous learning and development.
Challenges and Benefits
While the Mentorship Program has proven highly beneficial, it has faced challenges. Maintaining consistent training and building rapport between mentors and mentees throughout the organization requires significant effort and resources. However, the benefits are clear.
“Having a Program Mentor at each site has been a game-changer,” Skrdlant said. “It’s difficult to maintain, but we’ve seen a noticeable increase in staff retention and stronger relationships between staff and the individuals we support.” Morris also commented on the program’s impact. “The consistent support and guidance I received from my mentor made a huge difference in my confidence and ability to manage my caseload,” she said. “It’s great to see that the program is helping retain staff and build a more cohesive team.”
Building Stronger Relationships
Skrdlant highlighted the focus on building robust relationships. "The mentorship program isn't just about training; it's about forming bonds,” he said. “The rapport we develop with new hires translates into a more collaborative and harmonious work environment. This has been essential in ensuring that every staff member feels valued and part of the Goodwill family." Morris agreed. “The bond I formed with my mentor was invaluable,” she said. “It made the difference between merely performing my duties and truly understanding the significance of my role. This connection is what helped me thrive and find meaning in my work.”
Personal Growth and Professional Development
The mentorship program emphasizes personal and professional growth. New hires are encouraged to set goals and work towards achieving them with their mentors' support, enhancing their skills and motivating them to excel in their roles. "Seeing the growth in our mentees is incredibly rewarding,” Skrdlant said. “We focus on continuous improvement, and it's amazing to witness their transformation from uncertain new hires to confident and capable professionals." This mirrors Morris’ experience. "The mentorship program has been instrumental in my development,” she said. “It provided me with a clear path for progression and the tools I needed to succeed. I am now more confident in my abilities and eager to take on new challenges."
Impact on Retention and Team Cohesion
In 2024, the Mentorship Program was revised to build on lessons learned and improve staff retention and team cohesion. By fostering stronger relationships and providing consistent support, Goodwill has increased staff retention rates, leading to a more cohesive and efficient team. "Retaining staff has always been a challenge in our field, but the Mentorship Program has made a tangible difference,” Skrdlant concluded. “The relationships we build and the support we provide are key factors in keeping our team together and motivated." Morris agreed. "Knowing that I have the support of my mentor and the entire team makes a huge difference,” she said. “It creates a sense of belonging and makes me want to stay and grow with Goodwill."
By pairing new hires with experienced mentors, the program ensures a smoother transition into their roles, fosters professional growth, and builds a supportive community. Through the shared experiences of mentors like Skrdlant and mentees like Morris, it is clear that the program enhances individual capabilities and strengthens Goodwill's overall mission. The continued success and expansion of the Mentorship Program highlight its importance in creating a nurturing and effective work environment. As Goodwill moves forward, the insights and experience gained from this program will undoubtedly contribute to its ongoing mission of providing exceptional care and support to the individuals served.