375chapter SIXTEEN
Seeking Lifelong Mentorship
and Menteeship in the Doctoral
Advanced Nursing Practice Role
Roberta Waite and Deena Nardi
Doctor of Nursing Practice (DNP) programs were inaugurated by the University of
Kentucky when they opened the first DNP program in 2001 (Sebastian & White, 2013).
Over 250 DNP programs now exist with many more being planned (Carter & Moore,
2015). This is a relatively new role and great expectations are anticipated; however,
when innovative changes such as the DNP occur, challenges as well as opportunities
exist. In order to promote effective role assimilation and role development of DNPs,
mentorship can play a critical role in the successful development of the next generation
of nurses in advanced nursing practice, especially in today’s changing climate of health
care delivery. Notably, mentorship significantly influences professional career planning,
professional productivity, as well as professional satisfaction.
Mentorship has existed since ancient Greek civilization (Huang, Huang, & Lynch,
1995); however, perspectives on mentorship have broadened since this time encompass-
ing a more dynamic and fluid relationship. More contemporary perspectives assert that
“mentoring has become conceptualized with respect to its relational, developmental,
and contextual dimensions” (Adams, 2013, p. 38). Clearly, the underpinning of men-
torship involves the social exchange theory (Bartley- Daniele, 2014). Ideally, a DNP will
strive to “grow, develop, and sustain mentoring relationships that are reciprocal, com-
municative, and mutually beneficial;” moreover, mentorships are distinctive in “dura-
tion, intensity, and outcomes” (Bartley- Daniele, 2014, p. 30). As DNPs explore unique
opportunities that stem from this interaction, it will become evident that mentoring
relationships they take on will progress through the stages including initiation, cultiva-
tion, separation, and redefinition (Bartley- Daniele, 2014).
As an interactive, facilitative process intended to encourage learning and devel-
opment, mentorship has the capability of minimizing transition shock of DNPs into
their newfound roles. Providing support for “professional (e.g., sponsorship, expo-
sure and visibility, coaching, protection, challenging) and psychosocial (e.g., role
modeling, acceptance and confirmation, counseling, friendship) developments”
helps DNPs as they enter their specialized roles and their respective professional