Characteristics of SuccessfulMentoring Teams

Charlie IrvinProfessor of MedicineUniversity of Vermont

Director, Vermont Lung Center

www.www.vermontlungvermontlung.org.org

B11:Transitioning to a Successful Acadmeic Career

Presenter DisclosuresPresenter Disclosures

Personal financial relationships with commercial Personal financial relationships with commercial interests relevant to medicine, within past 3 years:interests relevant to medicine, within past 3 years:

Charlie Irvin Ph.D.

Lecture Fees: Merck, Teva

Grants : NIH, ALA, Sepracor

Scientific Consultancy: Methapharm

2010

MentoringMentoring

• What is it?• Why do it?• How to get it?• How to do it?

Mentor: An Ancient NotionMentor: An Ancient Notion

• Homer’s Odyssey• Mentor was a “wise

and trusted counselor”whom Odysseusentrusted with careand education of hisson Telemachus

Definitions and ExperiencesDefinitions and Experiences

“Mentoring is a personal relationship in which a moreexperienced professional acts as a guide, role model,teacher, and sponsor of a less experienced or juniorprofessional. A mentor provides the protégé withknowledge, advice, challenge, counsel, and support inthe protégé’s pursuit of becoming a full member of aparticular profession.”

(Johnson, 2002)

What is mentoring?

• Mentoring is a symbiotic relationship aimed atadvancing careers and career satisfaction for boththe mentor and the mentee.– J Gen Intern Med. 1998;13:117–122.– Am J Med. 2002;112:336 –341.

EnvironmentEnvironment

Mentor

SuccessSuccess

The ParadigmThe Paradigm

Others

The Timeline of Mentors

Student

Fellow

Jr. Faculty

Sr. Faculty

ProfessorsSupervisors

New Supervisorsand Faculty

ColleaguesCollaborators

PROFESSIONALSOCIETY

COMMUNITY OF PRACTICE

INDUSTRY

COMPANYCOLLEAGUES

The Professional RelationshipLandscape

NETWORK

MENTOR

MENTOR

MENTOR

YOU

Who Needs a Mentor?Who Needs a Mentor?

A. Undergraduate studentsB. Graduate studentsC. Postdoctoral traineesD. Early-career science professionalsE. Scientists at all career stagesF. All of the above

Even you !

Why Mentor ?Why Mentor ?

People falling thru the cracksPeople falling thru the cracks

The world is a different placeThe world is a different place

We have a lot of young peopleWe have a lot of young people

Cost of new faculty (Cost if they Fail)Cost of new faculty (Cost if they Fail)

NIH suggests we do itNIH suggests we do it

Meta-analysis of Mentoring

Significant effect of structured mentoring on;

- Promotion- Job satisfaction- Opportunity for advancement- Compensation- Stay in current job is ±

Allen et al J Allen et al J Appl Pyschology Appl Pyschology 89:127 200489:127 2004

Sigma Xi Sigma Xi Postdoc Postdoc SurveySurvey

Ran a big web survey

Contacted 22,400 postdocs at 47 institutions ~40% of all postdocs in US

Overall response rate: 38%

Transferable Skills TrainingTransferable Skills Training

1.11.3Papers submitted / year

17%10%% reporting conflicts

2.73.4Advisor grade (0=F, 4=A)

56%83%% satisfied

Low trainingHigh training

Structured OversightStructured Oversight

1.01.4Papers submitted /year

21%9%% reporting conflicts

2.73.4Advisor grade (0=F,4=A)

60%80%% satisfiedLow structureHigh structure

Take Home Message #1Take Home Message #1

• Structured oversight andtransferable skills trainingmake a big difference

The Cost of a New Faculty: M.D.The Cost of a New Faculty: M.D.

$280,000$284,000$384,000Total

$5,000$5,000$5,000Misc

$20,000$20,000$20,000Lab Supplies

$0$0$100,000 +Capital Equipment

$40,000$12,400$14,000Fringe 40%

$35,000$35,000$35,000Tech Salary

$60,000$60,000$60,000Fringe 40% UVM

$150,000$150,000$150,000PI Salary PHD

Year 03Year 02Year 01Cost

Grand Total for 5 Years = $1,520,000+

Circa 2010 AAMC #

Finding a mentor (s)

• Assigned vs. gravitating towards amentor

• Meet with people you already trustfor advice and get recommendations

• Be persistent• Symbiotic relationship

EXPECTATIONS & RESPONSIBILITIES1. WHAT TO EXPECT (AND REQUIRE) FROM MENTORS

• Availability for interaction

• Effective communication• Advice and guidance• Research direction• Feedback• Initiation into “the discipline”

EXPECTATIONS & RESPONSIBILITIESEXPECTATIONS & RESPONSIBILITIES

• Availability for interactionOne-on-one timeAnswers to questions

• Effective communicationClear expectationsEmail / appointment systemConstructive feedback

1. WHAT TO EXPECT (AND REQUIRE) FROM MENTORS

EXPECTATIONS & RESPONSIBILITIESEXPECTATIONS & RESPONSIBILITIES1. WHAT TO EXPECT (AND REQUIRE) FROM MENTORS (cont.)

• Advice & guidanceClear map of requirements / proceduresSupport & encouragementHelp in troubleshooting

• Research directionEngage in scholarly discourseStimulate & challenge thinkingDemystify literature / share expertiseCritique research ideas & resultsFacilitate funding opportunities

EXPECTATIONS & RESPONSIBILITIESEXPECTATIONS & RESPONSIBILITIES

• FeedbackWritten / oral evaluationEditing / guidance on writing & publishing

Oral presentation critiques

• Initiation into “the discipline” Facilitate networking

Assist entry into professional associationsIdentify career opportunitiesModel & foster ethical milieu

1. WHAT TO EXPECT (AND REQUIRE) FROM MENTORS (cont.)

EXPECTATIONS & RESPONSIBILITIESEXPECTATIONS & RESPONSIBILITIES2. WHAT MENTORS EXPECT & NEED

•Take responsibility, KNOWrules & requirements & policies!

•Take charge of one’s education!

Make a serious commitment to:department, discipline, research/work

EXPECTATIONS & RESPONSIBILITIES

2. WHAT MENTORS EXPECT (cont.)

• Receive criticism the right way &follow the mentor’s advice

• Communicate progress on a regularbasis; don’t wait to be asked

EXPECTATIONS & RESPONSIBILITIESEXPECTATIONS & RESPONSIBILITIES

• Be resourceful in seeking the advice ofothers with specific expertise as needed

• Respect mentor’s TIME demands:

re: meetings, turnaround times,letters of recommendation, etc.

2. WHAT MENTORS EXPECT (cont.)

What Mentoring Is NOT AboutWhat Mentoring Is NOT About

Doing the protégés work for them Doing the protégés work for them

Overcoming Overcoming basicbasic skills deficits skills deficits

Therapy Therapy

Phases of a Mentor/ProtégéRelationship

• Establishment of the Relationship– First meeting

• Getting down to Work• Evaluation and Follow Up• Closure

The Mentoring ProcessThe Mentoring ProcessIs Mentoring

For Me?

First Meeting

Mentoring Arrangement

Develop Action Steps

Reflection & Learning

EVALUATION

Closure

ProtégéProtégéMentorMentor

Have Your First Meeting

May be in person, by e-mail, or by phone• Choose a neutral setting (if face-to-face)

• This should be time of getting to know each other

• Talk about any expectations you may have

• Discuss when you will meet and how often

• Share career histories

From the Beginning

EXPECTATIONS & RESPONSIBILITIESEXPECTATIONS & RESPONSIBILITIES

1. WHAT TO EXPECT (AND REQUIRE) FROM YOUR

MENTOR

2. WHAT YOUR MENTOREXPECTS

AND NEEDS FROM YOU

From the beginningFrom the beginning……..

•• Specific lab guidelinesSpecific lab guidelines- effort expected- effort expected- intellectual property- intellectual property

1) authorship1) authorship2) what trainee can leave with2) what trainee can leave with

- other lab personnel ( play well in the sandbox)- other lab personnel ( play well in the sandbox)•• Laboratory proceduresLaboratory procedures•• Critical readingCritical reading•• Responsible conduct of researchResponsible conduct of research

In the second and third meetings beginto define the protégés short and longterm goals

Mentor will use listening, counseling,coaching, career advising, and goalsetting to help protégé developIndividual Career Development Plan

Have Further MeetingsHave Further Meetings

TIP: Use SWOT, strategic Plan & IDP as homework

The Mentoring ProcessThe Mentoring ProcessIs Mentoring

For Me?

First Meeting

Mentoring Arrangement

Develop Action Steps

Reflection & Learning

EVALUATION

Closure

ProtégéProtégéMentorMentor

From the beginningFrom the beginning……..

•• Meet after each seminarMeet after each seminar

•• Feedback from others; Feedback from others; espesp. visiting. visiting

professorsprofessors

•• Meet 1-2x/year with research committeeMeet 1-2x/year with research committee

•• Start grant writing sooner than laterStart grant writing sooner than later

Moving OnMoving On……..

• Next physical career move• Moving on mentally, emotionally• Later assistance as needed

Resources for Scientific MentoringResources for Scientific Mentoring1) Howard Hughes Medical Insitutewww.hhmi.org/grants/office/graduate/labmanagement

2) American Heart Association

Mentoring Handbook

3) American Physiological Society -IDP

4) NIH Intramural Research

“ A guide to Training and Mentoring in the Intramural Research Program at NIH”

5) Adviser, Teacher, Role Model, Friend:On being a mentor to students in Science and EngineeringNational Academy of Sciences, 1997

www.hhmi.org

The Best Part is that it is Free!

Mentoring Handbooks

What Are Mentors?What Are Mentors?

“Mentors are guides. They lead us along thejourney of our lives. We trust them because

they have been there before. They embody ourhopes, cast light on the way ahead, interpret

arcane signs, warn us of lurking dangers, andpoint out unexpected delights along the way…”

Laurent A Daloz

Questions?