Mentoring

Report
Mentoring in the COM
at MUSC
Benefits of Effective Mentoring For
Faculty and Institution
• Mentee: Critical for Career Development, Career
Satisfaction, and Professional Stimulation. If Well
Mentored, Likely to Continue the Legacy of
Mentoring
• Mentor: Professionally Stimulating, Personally
Satisfying, A Way of Giving Back
• Department and Institution: Faculty Perception of
Department and Institutional Support, Less Attrition
of Faculty from Academia, More Successful Faculty
Departmental Mentoring and Career
Development– Best Practices and
Guidelines
• Departments Have Adapted Guidelines to
Enhance Existing Plans or Develop a New One
• Framework Includes Information on
Promotion, Resources, How to Document
Career Development, How to Choose
Mentors, Mentee – Mentor Agreements,
Mentoring Metrics
Progress with Departmental
Mentoring Plans
• Each dept. has one in place
• College of Medicine –
http://academicdepartments.musc.edu/com/f
aculty/dept_mentoring.htm
Mentoring Champions
• Each dept. has identified a Mentoring Champion to
oversee implementation and progress of plan
• Find out who this is in your dept. and meet
• Quarterly Meetings of Mentoring Champions with
Mentor Leadership Council and Assoc. Deans of
Faculty Development to solve mentoring problems
and strategize
• One of Associate Deans responsible for overseeing
implementation of mentoring in each department
Mentor Training
• CTSA Annual Symposiums to Train Mentors Across
Campus and Provide a Forum for Mentors and
Mentees to Discuss Ways to Improve Mentoring
• Mentor Leadership Council (CTSA) and Apple Tree
Society Hold Monthly Lunch and Learns on Mentor –
Mentee Issues and Training
Mentor-Mentee Training Series
Topic
Resources
Grants & Contracts: Not Just
NIH
Understanding Economic &
Fiscal Realities for Successful
Academic Careers
Stress Management & Work
Life Balance
Addressing Collegial
Relationships
Conflict Resolution &
Communication
Motivating Mentees & Team
Building
Building a Career as an
Educator
Tips on Research Career
Development and Promotion
Speaker(s)
Marc Chimowitz, Mary
Mauldin
Joann Sullivan
Date/Location
12/12/12 5-6pm
Rita Ryan & Don Rockey
02/13/13 12-1pm
Gail Stuart
03/23/13 12-1pm
Ray Greenberg
April 2013 12-1pm
Dan Smith
May 2013 5-6pm
Amy Blue
06/03/13 12-1pm
Maralynne Mitcham/Ruth
Patterson
Ed Krug
Fall 2013 12-1pm
01/23/13 5-6pm
Fall 2013 5-6pm
Mentoring in Academics Origin of “Mentor”
• Homer’s Odyssey
• Odysseus placed his old friend
Mentor in charge of his son
Telemachus when he left for
the Trojan war
• “one who imparts wisdom to
and shares knowledge with
someone less experienced”
Contemporary Definition of Mentoring
in Academic Setting
• A dynamic, collaborative, reciprocal and
sustained relationship focused on a
junior colleague’s acquisition of the
values and attitudes, knowledge and
skills, and behaviors necessary to
develop into a successful independent
faculty member
Adapted from Abedin Z…,Feldman M, … et al.
Clin Transl Sci. 2012; 5: 273-280
Key Mentoring Responsibilities
• Communication
• Content Mentoring – Research, Education,
Clinical
• Career and Professional Development
• Psychosocial Support
Key Mentoring Responsibilities
• Communication
Establish expectations
Frequency of meetings
Listening skills
Prompt feedback
Manage disagreements and conflict
Foster trust
Key Mentoring Responsibilities
• Content Mentoring – Research, Education,
Clinical
Identify gaps in knowledge and skills
Identify training opportunities
Identify resources
Help formulate aims
Help design and develop plan to accomplish aims
Monitor progress
Step aside to allow independence
Key Mentoring Responsibilities
• Career and Professional Development
Facilitate opportunities and connections
Promote mentee in and out of institution
Help understand promotion requirements and
fiscal realities
Help ensure sufficient protected time
Help navigate the system
Model and instruct on ethical behavior
Key Mentoring Responsibilities
• Psychosocial Support
Discuss work-life balance
Effective time management
Demonstrate leadership skills
Be sensitive to cultural diversity
Encourage peer mentoring (often similar issues
for colleagues at same level of training)
Serve as role model

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