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HAVE A SUCCESSFUL MENTORING RELATIONSHIP
T H I S R E P O R T F O C U S E S O N T H E I M P O R T A N C E O F M E N T O R I N G I N T H E L I F E S C I E N C E S W H I L S T P R O V I D I N G S O M E A D V I C E O N B E S T P R A C T I C E
MENTORINGH A V E A S U C C E S S F U L R E L A T I O N S H I P
CONTENTS
1. INTRODUCTION 1
2. WHAT IS MENTORING 1
2.1 THE BENEFITS OF MENTORING 2
2.2 MENTORING IN THE LIFE SCIENCES 3
3. THE ROLE OF A MENTOR 3
4. HOW TO BE AN EFFECTIVE MENTOR 4
5. HOW TO BE AN EFFECTIVE MENTEE 5
6. THE IMPORTANCE OF SPONSORS 6
7. SUMMARY 7
8. REFERENCES 8
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1. IntroductionThe purposeof this SULSA report is to explore the rolementoring and sponsorship playswithinthelifesciencesresearchcommunity,whilstprovidingsomeadviceonbestpracticeforhavingasuccessfulmentoringrelationship.ThisreporthasbeencreatedtosupportthecareerdevelopmentofSULSAresearchersatboththementoringandmenteelevel.Itisaimedatthosewhowanttofindouthowtomaximisethebenefitsofasuccessfulmentoringrelationshipandwho:
• Arealreadyamentorormenteewithintheir institutionandwishto improveupontheircurrentmentoringrelationship;
• Wishestobecomeamentorormentee2. WhatisMentoringMentoringhasplayedapivotalroleininduction,trainingandsupportwithinprivate,publicandvoluntaryorganisationformanyyears.Thevarioustheoriesandapproachestomentoringschemesmeanthatpeople’sconceptsofmentoringvaryconsiderably.Therefore,tobeginwith,itisusefultorecognisethemaincharacteristicsofmentoring(Figure1).
Mentoring
• Ongoingrelationshipthatcanlastforalongperiodoftime
• Informalnature;meetingscantakeplaceasandwhenthementeeneeds
someadvice,guidanceandsupport
• Longtermandtakesabroaderviewoftheperson
• Mentorisusuallymoreexperiencedandqualifiedthantheclient,oftena
seniorpersonintheorganisationwhocanpassknowledge,experience
andopendoorstootherwiseout-of-reachopportunities
• Focusisoncareerandpersonaldevelopment
• Agendaissetbythementee,withthementorprovidingsupportand
guidancetopreparethemforfutureroles
• Mentoringrevolvesmorearounddevelopingthementeeprofessionally
Figure1.Summaryofmentoring.Source:AdaptedbySULSAfromConnorandPokora,CoachingandMentoringatWork,2012Therearetypicallytwoapproachestomentoring.Thefirst,andmoretraditionalmethod,isknown as the patronage/sponsorship model. This model focuses on the hierarchicalrelationshipbetweenthementorandmenteewithaveryseniormemberofstaffmentoringa junior member to ‘become like them’. Although used in many situations today, this
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approach lacks diversity and leads to the mentee becoming somewhat reliant on theirmentor.Thesecondmodel,which isencouragedbySULSA, favours themodern ideaofmentoringknownasthedevelopmentmodel.Thismodelfocusesonthementeedrivingtheirowncareerprogressionbysettingthementoringagendaandtakingchargeoftheirowndevelopment.Thementorissomeonewithgreaterexperienceand,althoughtypicallyagradeabovethementee,thisrelationshipisnotbasedonhierarchy.2.1BenefitsofMentoringManyrenownedprofessionalsattributetheircareer’ssuccesstohavingamentorwhotookaninterestinworkingwiththemduringtheircareer.Assuch,findingamentorisoneofthemost important strategic career decisions you canmake. The importanceofmentoring isfurtherevidentbythenumerousbenefitsitproduces(Figure2).
TheBenefitsofMentoring
FortheMentor FortheMentee FortheInstitution
• Allowsthementorto“giveback”toboththeinstitutionandthementee
• Increasesthementee’sself-confidence
• Conveystopeoplewithintheinstitutionthatmanagementiswillingtoinvestinitsemployees/students
• Remindsthementorhowtolistenactivelyratherthanpassively
• Helpsthementeelearntotakebettercontroloftheirowncareer
• Showtheoutsideworldthattheinstitutionvaluesitsemployees/students
• Encouragesthementortoshareknowledge,whichhelpsincreasetheirself-worth
• Teachesthementeehowtospeakupandbeheard
• Fostersamoreloyalworkforce
• Strengthensthementor’sinterpersonalrelationshipskills
• Educatesthementeeonhowtoacceptfeedback
• Createsapositiveworkenvironment
• Teachesthementoraboutotherareas/departmentswithintheinstitution
• Improvesthementee’sinterpersonalrelationshipskills
• Fostersleadershipskillsinmentors
• Helpsre-energisethementor’scareer
• Providesanimportantnetworkingcontactforthementee
• Encouragesthementee’sgrowth
• Leadstomorepersonalsatisfactiononthementor’sbehalf
• Helpsthementeebetterunderstandtheinstitutesculture
• Promotesasenseofcooperationandharmonywithintheinstitution
Figure2.TheBenefitsofMentoring.Source:AdaptedbySULSAfromManagementMentors,2017
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2.1MentoringintheLifeSciencesMentoringisparticularlyimportantinthelifesciencessectorduetotheshortsupplyofjobsavailable.TheLifeScienceNetworkreportedthatdespitethefactover95%ofsciencePhDstudentswant to stay in academia,only0.5-1.6%of thembecomeprofessors. Theexactfigure varies on where you live, but none of the statistics are encouraging. This highlycompetitiveenvironmentmeansthatthestrategiccareerplanningthatgoeshand-in-handwithmentoring could give you the extra advantage required tomove forwardwith yourcareer.Furthermore,duetothepressuresofbeingasuccessfulacademic,manyresearchersfindtheystruggletomaintainapositivework-lifebalance.AreportbyTan-WilsonandStamp(2015)foundthatfemaleundergraduatessaidthatiftheyweretoattendagraduateschoolinSTEM,theywouldhavetogiveuphavingafamily.Thisisanunfortunatepreconceptionandarealityforsome. Inastudyofmenandwomenwhograduatedfrom1965to1990,32%of thewomenand16%ofthemenleftscienceafterstartingsciencecareers,withtheinabilityofbalancing career success with a meaningful family life given as one of the top reasons(Preston,2004).Oneofthekeywaystoovercomethisproblemistocreateastrongsupportnetworkwhilst receivingguidance fromthosewhohavegonethroughsimilarexperiencesthemselves.This iswherementoringcanplayavitalrole inprovidingencouragementandsupporttoempowerparents.3. TheRoleofaMentorAllpartiesmusthavea realisticexpectationofwhat to shouldexpect fromamentorandwheretheboundarieslie.Thefollowingtablehelpstohighlightwhatamentorwillandwon’tdoforamentee(Figure3).
WhatisExpectedofaMentor WhatisnotExpectedofaMentorUse experience and wisdom to guide thementee
Sponsorship (see section 6) such asprovidingreferencesandhelpingyoupursuenewjobopportunities
Provideadvice,feedbackandsupport Providing therapy or behaving like thementee’ssocialworker
Encouragereflection Coaching(althoughsomesimilartechniquesmaybeused)
Figure3.TheRoleofaMentor.Source:SULSA,2017
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4. HowtobeanEffectiveMentorYourInstitutionmusttakeownershipofthementoringframeworkanditsobjectives,andformanyofyouformalmentoringprogrammeswilleitherexistorbeinplanningasthevalueofthemarerecognised.IfyouareunawareofmentoringprogrammesinyourInstitutionyoushouldcontactyourlocalHRdepartment.Itis,however,importantthatboththementorandmentee take the appropriate steps to ensure they are fulfilling their role to its fullestpotential.Amentorshouldsupport,bothmateriallyandpsychologically,thecareersoftheirmenteeswhilstappreciatingtheimpacttheyaregoingtohaveontheircareer.Aneffectivementorshouldalsopossessthefollowingskills:
Willingnesstoshareskills,knowledgeandexpertise:agoodmentorappreciatesthatthisisanongoingrequirementoftherelationship,andunderstandstheimportanceofittoguidetheirmenteetoachievetheirpotentialandprogresswithintheirrole.Takesapersonalinterestinthementoringrelationship:goodmentorsdonottaketheirrolelightlyandarecommitted tohelping theirmentees succeed,whilst feelinggratification indoing so. Many mentors appreciate mentoring can also enhance their own career andpersonal development, and this valuing of their own growth can help to add a personalinterestandpassiontotherelationship.Provideshelpfulfeedback:oneofthemainresponsibilitiesofamentoristoprovideguidanceandeffectivefeedback.Thisiswherethementeeismostlikelytogrowbyidentifyingtheircurrentstrengthsandweaknessesandlearninghowtousethemintheirrole.Agoodmentorwillprovide theirmenteewithchallenges thatwill further theirprofessionaldevelopment
QualitiesofaGoodMentor
Willingnesstoshareskills,knowledge,expertise&wisdom
Takesapersonal
interestinthementoringrelationship
Provideshelpfulfeedback
ActiveListener
OpenMinded
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whilstalsoencouragingthemtobecomemoreself-awareandreflective.Theywillalsohelptheirmenteeaddressandbemorehonestaboutwheretheymighthavegonewrong.Activelistener:mentorsmustensuretheyareanactive,andnotpassive,listener.Theyshouldbefullyengagedandreinforcewhattheirmenteeissayingbyshowingnonverbalactionssuchaseyecontactandnodding.Theyshouldshowrealsincerityinwhatthementeeissayingandensuretheyaskquestions.Open-minded:agoodmentorshouldapproachtheirrelationshipwithanopenmindandtrytokeeptheirownthoughts,valuesystemandprejudicesaside.Theyneedtoopentheirmindtoanewwayofthinking.5. HowtobeanEffectiveMenteeTomaximisethequalitiesofaneffectivementor,amenteeshouldpossessthefollowingskills:
Take responsibility for own learning: amentee should know exactly what they want toachievewithintheirrole,settingtheirownobjectivesandmentoringagenda.Amenteewillonlygetoutofthementoringrelationshipwhattheyputintoit.Amentorhastheabilitytoequipamenteewiththeknowledgetheypossess,butonlyifthementeeiswillingtotakeresponsibilityandabsorballtheknowledgetheycan.Be realistic:whilst appreciating the influence amentor can have on their career, a goodmenteemustalsorealisethattheyarenotmiracleworkersbutbusyprofessionalswhoarewillingtoinvesttheirtimeandeffortintoamenteescareerdevelopment.Assuch,amenteeshouldsetattainableyetchallenging,goalsforthetimespentwiththeirmentor.Amenteeshouldalsorecognisetheimportanceofvariousdevelopmenttoolsandnotsinglyrelyonthementoringrelationshiptoaidintheircareergrowth.
Qualitiesofagoodmentee
Takeresponsibility
forownlearning
BeRealistic
BeopentoFeedback
BePrepared
BeOpenandHonest
BeOpen-minded
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Opentofeedback:amenteemustbeopentothefeedbackreceivedfromtheirmentorandbewillingtolookatasituationfromanotherperson’sperceptiontogainamoreobjectionviewpoint. Being open to try new things and considering alternative ways to achievesomethingisoneofthebiggestvaluesgainedviaamentoringrelationship.Beprepared:amenteeshouldbefullypreparedandcometoeachmeetingwithapreparedagenda.Ifyouhaveapreparedsetofobjectivestodiscusswithyourmentor,youaremorelikelytostayontaskandoptimiseyourtimetogether.Beingpreparedalsoensuresamenteeisbeingrespectfuloftheirmentor’stimeandshowsappreciationofthetimethementorisvolunteeringtothem.Be open and honest: a mentee must understand and appreciate their own needs andobjectivestoeffectivelysharethemwiththeirmentor.Thisrequiresself-reflectionandthewillingnesstobeopenandhonestwiththeirmentortodiscusstheareasthatmayneedwork.Beopen-minded:beingopen-mindedisatwo-wayquality,solikethementor,amenteemustapproachtherelationshipwithanopenmindandtrytokeeptheirownprejudicesasidewhilstopeningtheirmindtoanewwayofthinking. 6. TheImportanceofSponsorsAlongsideamentoringprogramme,SULSAalsoencouragesearlycareerresearcherstoseekoutasponsor.SponsorsasdefinedbyCatalyst(2017)areadvocatesinpositionsofauthoritywhousetheirinfluenceintentionallytohelpothersadvance,whilementorsprovideadvice,feedbackandcoaching.Althoughlesstalkedabout,sponsorsareequallyimportantastheycanopenthedoortoanarrayofopportunitiesandwillhaveamassiveimpactonyourcareertrajectory.Theyarethepeoplethatwillputyouforwardfornewpositions,alertyouaboutjob prospects, be your advocate when you are pursuing new opportunities and providereferences.Unlikementoring,wherehierarchyisnotapriority,themoresenioryoursponsor,thequickeryou will advance. A sponsoring relationship will usually happen organically viarecommendations,workprojects,andnetworking.TheGuardian(2013)outlinethefollowingtoptipsforattractingasponsor:• Developareputationasarespectedcolleague.Bereliable,flexibleandfriendly.• Prepareanelevatorspeechaboutcurrentprojectsyouareworkingonandthevalueyou
areadding.• Manageyourcareer–takethetimetoevaluateyourskills,growthareasandinterests.
Knowwhereyouwanttogointheorganisation.Askforfeedbackandfollowit.• Aimformultiplesponsorswithdifferentpointsofview.• Keepsponsorsuptodatewithyouraccomplishments,andthankthemforeffortstaken.• Beawarethatyouractionsreflectonyouandyoursponsor.
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7. SummaryTosummarise,thepositiveimpactofsuccessfulmentoringandsponsorshipwithinthelifescienceslandscapeisundeniable.Ifthoseinvolvedinthementoringrelationshipcanharvestthekeyqualitiesandtipsmentionedinthisreporttheywillbewellontheirwaytoamutuallybeneficialproductiveandcareerenhancingrelationship.
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References
• ConnorandPokora(2012)CoachingandMentoringatWork:DevelopingEffectivePractice.[Online]availableat:www.books.google.co.uk/books?id=JTZFBgAAQBAJ&pg=PA14&lpg=PA14&dq=The+patronage/sponsorship+model+of+mentoring&source=bl&ots=XN_pD2L3Tl&sig=CdjZqVYzpmUUFXY3Atq6KpGsMPg&hl=en&sa=X&ved=0ahUKEwiV9IXMn-3VAhXmB8AKHbLZCusQ6AEIRTAF#v=onepage&q&f=false
• LifeScienceNetwork(2017)HowManyPhDGraduatesBecomeProfessors[Online]availableat:www.lifesciencenetwork11.connectedcommunity.org/blogs/leah-cannon/2016/09/15/how-many-phd-graduates-become-professors
• ManagementMentors(2017)TheBenefitsofMentoring[Online]availableat:www.management-mentors.com/resources/benefits-of-mentoring
• Preston,A.E.(2004)Pluggingtheleaksinthescientificworkforce[Online)availableat:www.issues.org/20-4/preston/
• Tan-Wilson,AandStamp,N(2015)CollegeStudents’ViewsofWork-LifeBalanceinSTEMResearchCareers:AddressingNegativePreconceptions[online]availableat:www.ncbi.nlm.nih.gov/pmc/articles/PMC4710394/
• TheGuardian(2013)Sponsorship:it’snotwhoyouknow,butwhoknowsyou[Online)availableat:www.theguardian.com/women-in-leadership/2013/jul/08/sponsorship-who-knows-you
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