Transcript Mentoring in the Pathology Department John A. Baci, MBA, C-PM Pathology Director, Boston Children’s Hospital 2014 West, Midwest & Canada Regional APC/PDAS Meeting Grand.

Mentoring in the Pathology Department
John A. Baci, MBA, C-PM
Pathology Director, Boston Children’s Hospital
2014 West, Midwest & Canada Regional APC/PDAS Meeting
Grand Hyatt Kauai
October 21-24, 2014
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Definition and History
men·tor
Someone who teaches or gives help and advice to a less
experienced and often younger person.
A trusted counselor or guide.
From Greek mythology: In his old age, Mentor was a friend
of Odysseus who placed Mentor in charge of his son
Telemachus, and of Odysseus' palace, when Odysseus left for
the Trojan War. Because of Mentor's relationship with
Telemachus, the personal name Mentor has been adopted in
English as a term meaning someone who imparts wisdom to
and shares knowledge with a less experienced colleague.
Adapted from Wikipedia, the free encyclopedia, (Redirected from Mentor (Greek mythology)
External Pathology Recruitment
and Retention Challenges
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Future demand > supply for Pathologists.
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Decrease in many medical technology training programs.
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Increasing competition among hospitals and laboratories for
pathologists, fellows, residents and technicians.
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The Millennials in the workforce today will be the Chairmen, Directors,
Administrators and Supervisors of tomorrow.
We are not growing…
Anatomic/Clinical
Pathology
About 15,000
Pathologists
(under 11,000 in patient
care)
Source:
Association of American Medical Colleges
2012 Physician Specialty Data Book
November 2012
In fact, we are shrinking…
Anatomic Pathology
Down 7.4% over the
past 10 years
Source:
Association of American Medical Colleges
2012 Physician Specialty Data Book
November 2012
Medical Technology Training
Programs are Decreasing
More Industry Information…..as of 2014
• There are only 38 accredited histology
HT(ASCP) programs in the U.S.
• There are only 9 PA(ASCP) programs.
• 57% of our pathologists are 55 years old or
older.
• 31% graduated from foreign medical school
‘Optimal’ Residency Programs…Then vs. Now
2000:
• Residency training provides adequate time for clinical practice, boards, and
post-residency practice.
• Graduated responsibilities based upon the level of training.
• Didactic teaching covering a wide variety of areas.
• Active teaching in all settings.
• Protected time allotted for various clinical services.
Today:
All of the above, plus…
• Equitable work/life balance.
• High quality of faculty.
• Positive house staff morale.
• Social and recreational opportunities in the local area.
Internal Pathology Recruitment
and Retention Challenges
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Inconsistent and/or weak support from Human Resources.
Chairman, Division Directors, Administrators, Residency Program Directors
and/or Supervisors may vary in regards to recruitment and/or retention
experience.
Often more difficult to replace technical staff than house staff.
Recent cuts in reimbursements have had significant impact on technical and
administrative support.
Fellows and residents are often supporting hospital operations due to
reductions in technical and administrative staff.
Inadequate succession planning in all areas of the Pathology Department.
‘Soft skills’ are rarely part of any staff or department development program.
In short…it is very easy to slip deeper and deeper into our own roles,
while simultaneously ignoring the importance of developing others.
From: Mentoring Millennials, Jeanne C. Meister and Karie Willyerd, Harvard Business Review Magazine, May 2010
Types of Mentoring [JB]
• Direct Mentoring
• Reverse Mentoring
• Group Mentoring
• Anonymous Mentoring
Direct Mentoring
• Classic one-on-one relationship.
• Typically an older experienced mentor paired with a
younger less experienced mentee.
• Formal (part of an institution/employer/medical school
mentoring program).
• Informal or voluntary.
• Many different types, names, styles (Peer, Cross-Age,
Power Mentoring, etc).
Reverse Mentoring
• Original idea came from legendary GE CEO, Jack
Welch, who established this type of mentoring to teach
senior executives about the internet.
• Exchange-style mentoring where older employees can
modernize themselves by learning more about current
technology and workforce trends (ex. apps, social
media).
• Found to also reduce turnover of the younger
employees.
Group Mentoring
• Usually led by a senior employee, MD, administrator, etc.
• Defined target mentee audience.
• Typically follows a standard format such as a routine
meeting, conference call and/or lecture.
• Less resource-intensive.
• Less direct individual mentee impact.
Anonymous Mentoring
• Involves advanced background review or research to
find common traits/goals to match mentees with the
appropriate mentors.
• Potentially more personally fulfilling.
• Less widespread corporate benefit.
• Recommend advanced approval from employer.
Mentoring Do’s
• Set a meeting schedule that has the least chance for canceling or
rescheduling.
• Establish ground rules in advance.
Examples: Is this confidential? Is it ok to discuss coworkers…salary issues…human resources concerns?
• Set goals for mentee and mentor in advance.
Examples: I would like to hone my interviewing skills. I cannot
seem to relate to younger employees.
• Schedule periodic progress ‘check-ins.’
• Set a time limit for the formal relationship.
• Public recognition of program and relationship.
• Share small success stories.
Mentoring Don’ts
• Improperly managing professional vs. personal
discussions.
• Poor public/institutional mentor program knowledge.
• Mentoring relationships take time…don’t rush.
• Choose words and generalizations carefully. One
insensitive comment can sour a relationship.
• Mentees want to give back as well. Make sure there is
an opportunity for sharing knowledge. Mentors can learn
as much as they teach.
Getting Started…It’s Easy!
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Announce your new Mentoring Initiative
Determine what job classifications will participate.
Consider traditional and non-traditional relationships.
Develop brief mentor and mentee questionnaire including:
– Qualities supporting your role as mentor or mentee.
– Short & long term employment and personal goals.
– Anticipated goals/objectives from the mentoring program.
• Determine the most appropriate mentoring format for your
institution.
• Slowly break through the obvious awkwardness.
• Have fun!
Group Mentoring Success Story:
Boston Children’s Hospital
Pathology Summer Internship Program
Program Outline:
• Weekend anatomic pathology tour of high school seniors
and juniors interested in biology, anatomy and/or
forensics.
• Subsequent selection of 8-10 students for the formal
summer internship program.
• One week, two week or monthly internships across all
anatomic pathology operations.
Boston Children’s Hospital Department of
Pathology is pleased to announce a
unique summer internship opportunity for
select High School students.
Established in 2010, the Children’s Hospital Boston
Department of Pathology Internship is designed to give
superior high school students hands-on working
experience in all areas of pathology including the
anatomic, research and administrative operations.
Students will be selected each year from Junior and
Senior high school science classes. Applications for the
internship program will be reviewed on a competitive
basis. It is hoped that this experience will have a positive
impact on student interest in numerous pathology-based
careers and related science disciplines. The internship
typically occurs during the first two weeks of August.
Program Highlights
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Provide first-hand employment experience at the
nation’s #1 pediatric hospital
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Gain work experience that is invaluable for future
employment in industry and for entry into undergraduate,
graduate and professional school programs
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Expose students to the numerous professional
opportunities within the pathology industry
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Comprehensive tour of all pathology and
research operations
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Attend pathology conferences and/or lectures
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Meet world renowned pathologists and Harvard Medical
School faculty members
Program Director:
John A. Baci, MBA, CPM
Director of Pathology
Boston Children’s Hospital
Department of Pathology – Bader 138
300 Longwood Avenue
Boston, MA 02115
[email protected]
617-355-4589
Michael M., Pathology Technician
Kristin R., Administrative Associate
Group Mentoring Success Story:
Boston Children’s Hospital Pathology Summer
Internship Program
Program Results 2010 - 2014:
• Eleven high school seniors changed their majors or college choices to focus
on biology, medical technology (HT and PA), medical school (pathologist),
and/or pathology administration.
• 8-10 summer interns for two weeks per interns. Dozens of completed
projects….many of which we could not get our own employees to do!
• Four permanent summer temps/volunteers….FREE!
• Exposed many young people to our industry.
• Dozens of college application letters written…many recognizing the
pathology internship as a primary reason for the college acceptance.
• Met some terrific young people and their grateful families.
• Three full time FTE’s (Pathology Technician, Research Assistant,
Administrative Associate).
• Arguably one of the most rewarding things I have ever done.
Important Final Considerations
• Investigate internal policies regarding internships vs. volunteer
programs vs. mentoring programs.
• Quietly investigate before you ask!
• Be certain to address liability issues with the sponsoring school
officials and all tour attendees/interns.
• School bus vs. private transportation
• Strictly enforce all non-employee biohazard, physical,
chemical risk issues
• Parking
• Department/institutional clearance forms
• HIPAA
• Set clear expectations for everything (food, cell phones,
social media, personal belongings, clothing, etc)
References
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Cross-generational learning: Baby boomers #ReverseMentoring to
learn from Gen Y teachers, Knock, Anne, Learning | Leadership |
Innovation | Change Blog, June 10, 2013.
Defining the Key Elements of an Optimal Residency Program, Ruffin,
Alexis, Organization of Resident Representatives, Association of American
Medical Colleges, May 2001.
Demystifying Mentoring, Gallo, Amy, Harvard Business Review Magazine,
February 1, 2011.
Mentoring Millennials, Meister, Jeanne C. and Willyerd, Karie, Harvard
Business Review Magazine, May 2010.
National Resident Matching Program, Results of the 2013 NRMP
Applicant Survey, National Resident Matching Program, April 2013.
Will You Be My Mentor?, Sandberg, Sheryl, Musings at Work Blog, July
18, 2013.