Transcript Mentoring
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