Mentoring Program

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Mentor

In ancient Greek mythology, Mentor was the teacher and guide of Telemachus, son of Odysseus. [The teacher, Mentor, was actually Athena, the goddess of Wisdom in disguise.]

Mentoring can either be a formal, systematic, long-term relationship between a mentee and a mentor, or it can be an informal, temporary relationship which links the mentee with a mentor in a specific area of expertise for a specific project. At CUSOM, we hope to foster both types of mentoring relationships as preferred by our faculty.
Overview
bullet Mentoring guide (.pdf) - Courtesy Medical College of Virginia

Mentoring Activities

  •  Orientation
  •  Research and publication collaboration
  •  Teaching enhancement
  •  Clinical duties

Mentoring Models

  1. Self-directed: initiation of relationship by either the mentor or mentee
  2. Department/Division-directed: Formal mentoring program with assigned mentor/mentee pairs; usually determined by Chair.
  3. Institution-directed: Formal mentoring program with assigned or self-selected mentor/mentee pairs chosen across departmental boundaries.
  4. Layered mentors: Mentees chose a number of mentors in different areas of professional development, i.e., one mentor for a specific research project, another for a teaching project, etc.
  5. Rolling mentors: Mentees start with one mentor and "roll" over to several others as their careers advance.

How to Choose a Mentor or Mentee

  •  Similar clinical/research/teaching interests
  •  Compatible personalities and work styles
  •  Need for enhanced productivity

 Mentor Information

  Why be a mentor?

  •  Opportunity to affect the future; "long after you’ve retired from the world of grants, publications, students and patients, your work will still be going on in those you’ve guided as a mentor."

  •  Intellectual stimulation

  Roles of a Mentor

  •  Coaching

  •  Emotional support

  •  Evaluative feedback

  •  Introductions

  •  Information/resource

  •  Advice

Characteristics of a Mentor 

  •  Senior faculty member
  •  Expert
  •  Teacher
  •  Leader
  •  Role model
  •  Guide
  •  Coach
  •  Cheerleader
  •  Moral supporter
  •  Takes pride in the achievements of his/her mentee, as if they were his/her own

 

Responsibilities of a Mentor

  •  Encourage and demonstrate confidence in your mentee
  •  Recognize your mentee as an individual with a private life and value her/him as a person
  •  Ensure a positive and supportive professional environment for your mentee
  •  Be liberal with feedback
  •  Encourage independent behavior, but be willing to invest ample time in your mentee
  •  Provide accessibility and exposure for your mentee within your own professional circle both within and outside the immediate university circle.
  •  Illustrate the methodology and importance of "networking" in basic science
  •  Allow your mentee to assist you with projects, papers and research whenever possible and be generous with credit.

 

 “If you can't be a good example, then you'll just have to serve as a horrible warning”

Catherine Aird

Mentor’s Checklist
checkmark image Set aside an hour for first meeting. Obtain CV ahead to know pertinent professional information. Use this hour to get to know one another.
checkmark image Share information on how to contact each other, i.e. phone, e-mail, pager, etc.
checkmark image Ask your mentee what he or she expects of you.
checkmark image Tell your mentee what you expect
checkmark image Review strengths and weaknesses; goals; and priorities
checkmark image Develop a career development plan for mentee based on institution’s promotion and tenure policies and review regularly for accomplishment.
checkmark image Either set a regular time to meet or set the next meeting at the conclusion of this meeting. Be flexible, but insistent about meeting.
checkmark image Advise regarding committee membership; introduce to key people in the institution; invite to social functions as your guest; introduce to other professionals in the community.
checkmark image Give regular constructive feedback

Mentee Information

  Responsibilities of a Mentee

  •  Eagerness to learn and respect for mentor’s expertise
  •  Seriousness in the relationship
  •  Flexibility and an understanding of this senior professional’s demanding schedule
  •  Promptness for all meetings
  •  Feedback, even if nothing is requested
  •  Appreciation of mentor’s time and interest

  Evaluating a Mentor

  •  Is your mentor academically successful?
  •  Are you interested in your mentors research areas and techniques?
  •  Is your mentor approachable?
  •  Does you mentor advise and encourage you with respect to your goals?
  •  Do the two of you meet regularly?
  •  Do you receive regular feedback and constructive criticism?
  •  Does your mentor facilitate your participation in professional activities within and outside the organization?
  •  Are you invited to informal gatherings of people from work?
  •  Is your mentor your advocate within the department?
  •  Does your mentor encourage you to submit grants, help you with research ideas and push you to write manuscripts?
  •  Does your mentor connect you to other senior professionals who could "fill in the gaps" in areas where he or she might be less skilled?
  •  Has your mentor observed you in a teaching situation and provided feedback?