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Introduction
In the American education system, often uses intelligence tests in order to determine the abilities of the students. However, such intelligence tests have been accused of insensitivity to students who have other abilities. In this regard, and after numerous studies, the Gardner’s multiple intelligences model was formulated. Although the model has been criticized for being subjective and lacking measures of determining intelligence, it has not only been accepted widely, but also shows more sensitivity to the various abilities of the students (Rubenfeld & Scheffer, 2010). This paper looks at the differences in these intelligences in the context of mentoring programs for nurses.
Awareness of Multiple Types of Intelligence
As professionals in healthcare, it is matters whether or not we aware of the many types of intelligence. Although this is important in patient-centered care, it has more implications in mentoring relationships between professionals. An awareness of the many types of intelligence is influential in the way nursing professionals communicate with their fellows during the normal daily routines and during mentoring programmes. For instance, mentors will evaluate their mentees via different approaches because they understand that the conventional way of assessing intelligence do not entirely reflect all the abilities of a mentee. For instance, a mentee may not be very eloquent in illustrating concepts although they have a deep understanding. However, under the bodily-kinesthetic intelligence type, such a mentee can express their understanding by using their body as a more potent conduit of the mind (Rubenfeld & Scheffer, 2006).
An understanding of the different types of intelligence helps challenge the thought that people in non-traditional roles are characterized by inferior cognitive abilities. For instance, people have often questioned my career choice in nursing, especially because of my make gender. The feeling is that this career is traditionally reserved for women. Contrary to this opinion, which is mostly fueled when the entire issue is viewed through gender-based eyes, research has shown that there are determining factors of the ability to think that are not gender based. Through the awareness of different intelligence types, I am able to offer rebuttals when my career choice in nursing is negatively discussed (Rubenfeld & Scheffer, 2010).
Intelligence Types
There are different types of intelligence under the Howard model of intelligence. The linguistic intelligence type embraces different forms of communication such as reading, speaking and writing. Communication is integral to everyday activities of a professional nurse. As such, the ability to express one affectively is important in the work outcomes of a nurse. This intelligence type is also supplementary to other types of intelligence as it enhances the communication of the domains under these intelligence types (Rubenfeld & Scheffer, 2010).
This is especially the case for logical-mathematical intelligence. Evidence-based nursing is very reliant on this intelligence type. This is because it involves the analysis of problems through the use of logic and effective use of mathematical problems. Additionally, the logical-mathematical intelligence is important in the investigation of issues. As such, deductive reasoning and the ability to establish patterns are some of the capabilities that are associated with logical-mathematical reasoning. Given that nursing is a science, and problem identification and investigation is one of pillars in nursing, logical-mathematical intelligence is important in nursing (Rubenfeld & Scheffer, 2010).
Intrapersonal intelligence is the ability in an individual to understand themselves. It also entails the ability to not only interpret personal feelings and motivations, but to also appreciate them. As care givers, nurses are able to relate to their work with high levels with a high degree of personal awareness. In this case, personal awareness implies an understanding of both the strengths and weaknesses and how they relate to their work delivery. On the other hand, interpersonal intelligence entails the ability in individual to understand the motivations, intentions and desires of other people. This intelligence gives a nurse an increased ability to work optimally with other members of the health care team. This intelligence type is also important for nurses working within the context of a community. The ability to work well with other community members is vital in the nursing profession (Rubenfeld & Scheffer, 2010).
Positive or Negative Outcomes of the Mentoring Process
Mentoring programs for nurses are meant to help new employees acclimatize to the new work environment and also navigate various activities under the nursing profession. One of the positive outcomes of the mentoring process that is related to the differences in intelligence types is employee retention. Frost, Nickolai, Desir & Fairchild, (2013) argue that mentoring has helped increase job retention by assisting new nurses to handle negative behavior at the workplace. Intrapersonal intelligence helps them understand their inner conflict. Rather than compromising on the beliefs and values so as to fit in, the understanding of their inner emotions as encompassed in intrapersonal intelligence and the guidance of the mentoring program helps them to navigate the shortcomings.
Given that it costs between 42,000 and 64,000 dollars to replace a nurse, it is imperative to make changes in the mentoring process in order to avoid the costs of attrition through the increase in employee retention rates. Such changes would involve designing mentoring programs to incorporate feedback from the new nurses. The feedback mechanism will enable sponsors of the mentoring programs to alter the programs in ways that maximize on the differences in intelligences in order to improve employee retention among other parameters (Nickolai, Desir & Fairchild, 2013)
Conclusion
Mentoring programs are important in increasing the turnover rate of professionals from the institutions of higher learning to the work arena. In recognition of the different intelligence types, this paper argues that the exploitation of the differences in intelligence type can help improve the outcomes of mentoring outcomes. As seen in the illustration given, the exploitation of the intrapersonal intelligence has helped new nurses navigate the negative behaviors at the workplace by understanding their inner emotions. The incorporation of these aspects in mentoring programs is important because it has been shown to increase the rate of employee retention.
References
Frost, N., Nickolai, L., Desir, S. & Fairchild, R. (2013). From our readers: How mentorship affects retention rate of new nurses. American nurse today. 8 (4):
Rubenfeld, M. & Scheffer, B (2010). Critical thinking tactics for nurses: Achieving the IOM competencies. Sudbury, Mass: Jones and Bartlett.
Rubenfeld, M. & Scheffer, B. (2006). Critical thinking TACTICS for nurses: Tracking, assessing, and cultivating thinking to improve competency-based strategies. Sudbury, Mass. ; Toronto: Jones and Bartlett.
