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Mentoring ABCs. John Inadomi, MD Division Head, Gastroenterology University of Washington. Agenda. What is the meaning of mentorship? What is the role of the mentor? How do you structure mentoring time? How do you measure success? What is the role of the mentee?. Mentorship. - PowerPoint PPT Presentation

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John Inadomi, MDDivision Head, GastroenterologyUniversity of WashingtonMentoring ABCsAgendaWhat is the meaning of mentorship?What is the role of the mentor?How do you structure mentoring time?How do you measure success?What is the role of the mentee?

Mentorship. . . a process where mentor and mentee work together to discover and develop the mentees abilities.. . . a long term relationship with a responsibility to provide the support, knowledge and impetus that can facilitate professional success.. . . a personal process that combines role modeling, apprenticeship and nurturing.. . . process whereby an experienced, highly regarded, empathic person (the mentor) guides another individual (the mentee) in the development and examination of their own ideas, learning and personal and professional development. The mentor will act as a teacher, sponsor, guide, exemplar, counselor, moral supportbut most important is to assist and facilitate the realization of the dream.Mentor vs. OtherManagerDirects work Focus on performanceBased on organizational needsSponsorChampionsFocus on career developmentBased on advancement goalsMentorGuide and supportFocus on professional and personal developmentBased on mentees expressed needsIt really is all about you!Role ModelMarv Sleisenger, MDChief of Medicine, San Francisco VASleisenger and Fortran textbook of GIAttending for 3rd year medical school rotationInitial career goal: orthopedic surgeryInterventionTimeInterest

MentorMentors RoleSupportListen (actively, empathically)Express positive expectationsAdvocateShareChallengeSet tasksEstablish high standardsProvide a mirrorVisionCreate vision for mentees successful career

Characteristics of an Effective MentorThe Three CsCompetenceProfessional knowledge and experienceRespectInterpersonal skills and judgmentConfidenceShares their network of resourcesAllows protg to developShares (and foregoes) credit CommitmentShares personal experienceTime, energy, effortThe Mentor Team

Primary MentorAmnon SonnenbergPhysicist, epidemiologist, gastroenterologistPioneer in GI outcomes researchUniversity of New MexicoCommitment to mentorshipTaught research methodsProvided opportunityAllowed for individual growth

The Adventures of Buckaroo Banzai Across the 8th Dimension (1984)Physicist, neurosurgeon, test pilot, rock starPeter Weller, John Lithgow, Ellen Barkin, Jeff Goldblum, Christopher Lloyd

9Matching Mentor to MenteeSenior facultyLess focus on their own advancementTeamsCareer, research, personal mentorsMatchingBackground/trainingCareer interestsGenderRace/ethnicityPersonal chemistryPhases of MentoringInitiation6-12 monthsMentor provides support and guidanceMentee has unrealized potentialCultivation2-5 yearsExpectations vs. realityCareer function, psychosocial functionSeparation > 5 yearsStructural and emotional separationIndependence of menteeRedefinitionFriendship, colleague, collaboratorFirst MeetingGet to know each OtherShare information about your professional and personal lifeLearn something new about your mentee/mentorEstablish GuidelinesWhen and where will we meet? How will we schedule meetings? How will we communicate between meetings? What agenda format will we use? Will there be any fixed agenda items to be discussed at every meeting? How will we exchange feedback? How will we measure success?Partnership AgreementReview partnership agreement, modify if desired, sign and exchangeReview goals for the mentoring relationshipConfirm Next StepsSchedule date, time and place of future meetings

Structuring Meeting Time10/20/60 Rule that will help you to establish a solid partnership and address mentoring goals and everyday issues. For a meeting of about 1 hours split the time roughly as follows:First 10 MinutesEngage in personal/professionalcheck-inNext 20 MinutesFocus on front burner issues (upcoming presentation, manuscripts, grants, etc.)Last 60 MinutesDiscuss current and long-term goals and priorities

Mentor Meeting ChecklistSet aside adequate time for meetingsObtain and review mentees CV and Individual Development Plan (IDP) prior to meetingClarify what mentee expects from you and what you expect from menteeReview mentees short/long term goalsKnow the advancement and promotion policies for your mentees series and rankBe aware of potential conflicts of interest if you are both a supervisor and mentor for the menteeIndividual Mentoring Development PlanPurpose: To optimize the mentor-mentee relationship and clarify expectationsDefined goals/objectivesCareerResearchEducationTimeline for goals6 month, 1 year, 5 yearBarriers and challengesTimeResourcesPersonal

Evaluating Your Mentees GoalsSpecificity Has the mentee identified short and long term goals? Are the goals definite and precise?Measurability Are your mentees goals quantifiable? What are the metrics for success?Work Plan Is there an action plan to achieve goals? What is the outcome of achieving goals?Reality Check Are goals realistic? Is there a completion date? Can success be achieved within the time allocated? Will additional resources or tools be needed?Your Role Is your role to advise, suggest or listen?How can you be most helpful?

Cultivating the RelationshipBuild TrustDestroy TrustBeing a proactive listenerNot paying attentionCooperationCompetitionOpen sharingWithholdingActions parallel to wordsActing contrary to wordsAccepting and non-judgmentalCriticizing and disapprovingAuthenticHidden agendaAdmitting mistakesBlaming othersActively seeking differencesClosed mindedEncouraging successDiscouraging riskPositive outlookPessimismRespecting confidentialityBreaking confidenceGiving and Receiving FeedbackEffective feedback:Is offered in a timely mannerFocuses on specific behaviorsEmphasizes actions, solutions or strategiesEffective Feedback to Mentee: Mentee strengths and assets Areas for growth, development and enhancementHarmful behaviors or attitudesObservations on how your mentee may be perceived by othersEffective Feedback from Mentee:Whether the advice or guidance was beneficial and solved an issueWhether the communication style facilitates a positive experienceWhether the communication style creates challenges to a positive experienceMentor Do and DontsDoDo NotListen activelyFix the problemSupport and facilitateTake creditTeach by exampleTake overBe aware of role conflictThreaten or coerceEncourage to move beyond comfort zoneLose critical oversightPromote independenceCondemnPromote balanceRejoice in success and convey joyBeing a Proactive MenteeThe most successful mentoring partnerships are those in which the mentee takes the initiative and truly drives the partnership. In a mentee-driven partnership, the mentee determines the pace, route and destination. The mentor is then able to offer insights and counsel that is focused on the mentees objectives.

Separation and RedefinitionImportant to discuss and plan formal mentorship processTransition From formal to informal mentorshipTo peer relationshipChecklistDiscuss how to use remaining timeEnsure no goals are overlookedFormal acknowledgement or celebration SeparationAmnon SonnenbergAdvised me to go to University of MichiganMarginal benefit of staying outweighed by marginal benefit of leavingContinued collaborationColleagueAdvisorFriend

SeparationJoel RubensteinBiomarkers of prognosis and therapy for BEUniversity of MichiganScott BigginsAllocation models for liver retransplantationUCSFUniversity of ColoradoMa SomsoukHIV as a model of dysregulation of immune surveillance for CRCUCSFSummary: The One-Minute MentorAssess the MenteeCheck InAssess for any urgent issuesUse active listening skillsSet an AgendaReview pending itemsAssess time availablePrioritizeAssist with ongoing projectsAsk clarifying questionsSet clear and measurable goalsGive advice and suggest resourcesAgree on timeline for deliverablesProvide career guidanceReview Individual Development Plan and CVInquire about professional / personal balanceWrap upClarify expectations of mentor and menteeSchedule future meeting*Developed by Mitchell D. Feldman, MD, MPhil

ConclusionsMentorA teacher, sponsor, guide, exemplar, counselor, moral supportAssists and facilitates the realization of a dream Three CsCompetenceConfidenceCommitmentRole of the menteeDirects the pace, route and destinationGoalsIndependent mentoring development planPhases of mentoringInitiation, cultivation, separation

Being a Proactive MenteeConsider the following questions:Are my objectives clear and well defined?Am I comfortable asking for what I want?Am I open to hearing new ideas and perspectives?Do I allow myself to be open and vulnerable?Am I receptive to constructive feedback?Am I able to show I value and appreciate feedback?Am I willing to change or modify my behaviors?Do I consistently follow through on commitments?Do I make an effort to instill trust?Do I openly show appreciation and gratitude?

Mentee StrategySpecificitySpecific objectivesMeasureQuantifiable metricsWork PlanDevelop a planConsider all outcomes of achieving objectivesReality checkRealistic objectives, timeline, resourcesMentors roleHow can your mentor be of greatest assistance?Mentee RulesDoDo NotTake initiativeBe passiveTake opportunities to teach mentorBe late or disorganizedBe respectful of timeLimit to comfort zoneProvide agenda prior to meetingRemain in relationship beyond usefulnessClarify goals and expectationsPractice self reflectionSupport your peersKeep your CV and IDP up to dateMentoring Meeting JournalUse this page to record the discussion points in each of your mentoring meetings. Date:Check In (e.g. urgent issues, work-life balance, personal issues): Goal Discussion: Action Items: