How to Get the Most From Your MentorJeanne M. Clark, MD, MPH

Associate Professor of Medicine and EpidemiologyThe Johns Hopkins UniversityDirector, GIM Fellowship Program

July 21, 2010

Origin of the MentorMentor or MentesFrom Greek mythologyIn his old age, a friend of Odysseus Left in charge of Odysseus son, Telemachus

Mentor: a trusted friend, counselor or teacher.

Alleman. Personnel and Guidance Journal 1984. 62:329-332.Modern Definition of MentoringA relationship in which a person of greater rank or expertise teaches, guides and develops a novice in an organization or profession.

The experience has an unusually beneficial effect on the protgs personal and professional development.

Alleman. Personnel and Guidance Journal 1984. 62:329-332.

Rogers, Am J Occupational Therapy 1986. 17:45-51.The Essence of MentoringThe Mentor accepts responsibility for the Mentee.

The Mentor has the professional expertise and the political know-how and shares these with the Mentee.

Mentors teach what textbooks cannot.

Rogers, Am J Occupational Therapy 1986. 17:45-51.

Role Model vs. Mentor Can function from a distance

Excellent example but not personalized

Passive role

Unknowing effectFunctions better up close

Personalized input and attention Active role

Conscious effort

Both Role Models and Mentors can have a strong impact on individuals.

A Good Mentor should also be a Good Role Model, but a Good Role Model is not necessarily a Good Mentor.

#1 Rule To get the most from a Mentor,

You must HAVE a Mentor

Roles of a MentorTeacher or TutorOrients Mentee, helps locate resourcesCounselor/Coach/AdvisorGives career advice and personal support; serves as sounding board and problem-solverIntervenerIntercedes on Mentees behalf; runs interferenceSponsorRecommends and promotes career of Mentee

How many of you have primary mentors?

What are examples of important things your mentor does or has done for you?

Traits of a Good MentorAccepts responsibilityApproachableAvailableEstablished in fieldEnthusiasticAble to invest in anothers successRespectful of othersInsightfulEmpathicObjectiveAble to critically evaluate new ideas

A Good Mentor Knows: Good science and how to guide a Mentee to itRequirements for Mentees career trackStages of a career and promotions processesThe rules of the road the informal onesHow to get funding, get published, manage staffHow to balance multiple demands both personally and professionally

A Good Mentor is Able to:Communicate this knowledgeListen wellGive effective and constructive feedbackEvaluation progressIdentify and help remove obstacles

Everyone Should Have a Primary MentorBUT, you may need more than one person advising or mentoring you.Develop a Network of People

Junior vs. Senior FacultyJuniorMore approachableMore availableCloser to the strugglesSeniorMore experiencedMore establishedMore connectedMore resourcesConsider a paired approach

Questions?

Comments?

Everyone is an Good Example of something, even if it is a Good Example of what not to do.OrHow to Spot a Toxic Mentor

The AvoiderInitially enthusiastic, later inaccessibleNot available when the need is greatestDifficult to get to know personallyForgets to share important information

Of course well get together, but Im too busy today.

The DumperOpposite of the AvoiderDelighted to give you opportunities, extra work, assignments, more responsibilityDoes not give adequate guidance

A Protg? Id love a dedicated assistant.

The CriticizerBelieves mentoring is a license to point out mistakesGives you responsibility, maybe too soon, then criticizes you for inexperience keeps you subordinate

Let me show you why that wasnt the right way to do itUnconsciously

The GrinchIs sour about everything, the institution, the management, peers

Gathers a group of malcontents around to trade gripes and grievances

No mentoring just poisoning

The UserUses Mentee as spy in the ranksUses Mentee to do all the workUses Mentee as pleasant companion, source of ideas, target of sexual advances

Could you just do this for me, its important.My spouse doesnt understand me.

The Lone Wolf(or Queen Bee)Doesnt believe that you should show you need helpMay not really believe that you need or deserve help

When I was at your stage in my career

One Step at a TimeMeet with a variety of different faculty membersDo some homework beforehand

Find those with mutual interests, who seem to be experienced, yet interested and accessible

Go back and meet with theseGet the scoop on their track record; ask around

Select the person you want to mentor you

Make an explicit request

Set/Get Some Ground RulesConfidentialityMentors expectationsFrequency of MeetingWill depend on need, but set schedule and adjustSuccess criteriaSets the stage for what to do if it is not working

Set the StageClearly lay out goals/objectivesShort-termLong-termSet timeline for achieving goalsShort-termLong-termIdentify predictable barriers/challengesPersonal and professional

Communication: Getting What You NeedExchange contact infoRoutine: email, office phone, pager, cell?Urgent: cell phone, OK to call at home? Learn mentors schedule and habitsWhat days/times unavailable (eg clinic)When is email checked

Project Specific DiscussionsDiscuss precise role on projectEspecially in setting of research teamPrimary data collection? Data management? Data analysis?Discuss anticipated product(s)ManuscriptsAbstracts and PresentationsDiscuss authorship for each product

Authorship RequirementsSubstantial contributions to conception and design, acquisition of data, or analysis and interpretation of data

Drafting the article or revising it critically for important intellectual content;

Final approval of the version to be published.

Conditions 1, 2, and 3 must all be met; otherwise consider listing in Acknowledgments.

Order of Authorship1st AuthorPrimary role on that paper/abstractSubmission to journal or meetingHandles revisions, proofs, resubmissionsSenior Author (last author)Ultimate responsibility for projectPI or Senior MentorAll others secondaryOccasionally see 2nd author designated as having equal role as 1st author

What do Mentors Want/Expect?Honest, hard work by the menteeReceptiveness to feedback/ideasSome recognition / thanks for the time and effort they have spentProductivity

Like proud parents, ultimately Mentors feel successful when their Mentee is successful!

Hint: agree on definition of success

How to Be a Good MenteeTake responsibility for your own developmentIdentify personal goals Assess your needsActively seek feedback Use information to improveShow respect to your mentorStay open to new ideasObserve your Mentor use as Role Model where appropriateGive your Mentor reasons to believe it is worthwhile to work with youTrack your own progress

How to Act like a Good MenteeMeet with your Mentor, take initiativeDemonstrate qualities that are attractiveInterested, energetic, enthusiastic, competent, creative, full of initiative, honest Pay attention to details and deadlinesBe willing to ask for helpBe flexible

Take Time to Assess ProgressPeriodically assess your progress towards your stated goalsEvery 3-6 months early onAt least yearly thereafter

Also assess the Mentoring processMeeting frequencyTimeliness of meeting deadlines / feedbackAbility to get urgent help when needed

What to Do if It is Not WorkingIf you can, try to figure out what is not workingDiscuss with Mentor Work it out Involve a trusted 3rd partyIf not resolved, end the relationship

If you arent sure what is not workingDiscuss with a trusted friend or advisorDiscuss with Mentor, work it out or end itThis can be easier if things were discussed up front

What to Do if It is Not WorkingIn cases of Abuse, Fraud, Unwanted AdvancesFind out University or School policiesJHSPH Student Handbookhttp://www.hopkinsmedicine.org/som/gme/GMEC/policies/index.html Engage help of OmbudsmanIn DOM: Dr. David Levine (Office of Postdoctoral Programs)

What to Do When It Is WorkingContinue to assess goals/progress

Be flexible and open to change Your needs and the mentors will change

Over time, differentiate and become independent

Over time, become more like colleagues

Take Home PointsFind a MentorOutline an agreement, goals and timelineDevelop a network of advisorsAssess progress towards goalsAssess mentoring relationshipWork towards independence

Remember: the experience should have an unusually beneficial effect on the protgs personal and professional development

AcknowledgmentsLinda Fried and Susan MacDonald

My primary mentorFred Brancati

My close advisorsDavid Levine Anna Mae Diehl

My network of advisors

Final Questions?

*Good morning. I am pleased to be here this morning to talk to you about something that is extremely important How to Get the Most From your Mentor.

As with many things, a 1 hour lecture does not do justice to something so vital and important in a career. However, I hope that I can help you get started if you are just beginning, or give you some ideas to enhance your relationship with your mentor if you already have one.******Think about it, how many of you have a true mentor

I trained with someone in a program that began talking about mentoring on the first day of the program. This person was very successful during fellowship, published several papers more than most and took a place on faculty here.

Things proceeded fairly well, but as things got a bit tougher (some things expected, some unexpected), she did not really have anyone to turn to.

One day, with her job literally in jeopardy, this person said to me I guess I never realized how important it is to have a mentor******Although I have attempted to define and describe the role, traits and skills of a Good Mentor, this does not really capture the whole thing

In some sense, you know a good mentoror good mentoring-- when you see it. Unfortunately, in reality, EXCEPTIONAL MENTORS are not that common, and BAD MENTORS are all too common.***********