The mentoring relationship

The Mentoring RelationshipSponsored by theBaylorUTHouston Center for AIDS Research

Dorothy E. Lewis, Ph.D.

Mentoring RelationshipWhat does each party need/expect?

Importance of MentoringAdvice from someone who has been thereAdvice about how to approach problems and technical issuesAdvice from someone in the same boat as youRowing your own boat can be satisfyingbut also lonely

What Is a Mentor?Mentor was a friend of Odysseus charged with educating his sonOdysseus trusted Mentora big part of mentoringis establishing trustMentor was a tutor, an educator who imparted knowledge important to create a new leaderTypes of MentorsMentor as in Odysseusa direct teacherMentor who advises about careerMentor in the same boat

ALL are important for success Responsibilities of the MentorFind out what the mentee needsFind out what the mentee wants, ie, big plansFind out how you as a mentor can helpWhat the Mentor Is NotA Best Friend Forever. Friendship can develop but the relationship is not really about friendship, ie, your parents are not really your friendsSomeone who does the work for youthe onus is on the menteeSomeone who solves all problemsthe mentor offers advice but is NOT a fixerRather, the mentor offers guidance, teaching, tutoring, and nudging in a successful direction

Is There Only One Direction?Wise mentors know that there are many useful directions in lifeAND its not YOUR life, its theirsThink of the parenting exampleYou want the best for your children, but its THEIR life

InspirationInstruction does much, butencouragement does everything

Johann Wolfgang von Goethe

More Advice for MentoringBest mentors push you out of your comfort zone. My high school history teacher required special projects of methat made me think about new worldsMentors offer a brain to pick, an ear to listen, and a gentle push in the right direction

Aspects of the Mentoring RelationshipMentoringfocus is on individual learnersCoachingfocus is on a specific question or skillCounselinga part of mentoring but focused on the big picture, ie, where to go in lifeCore Features of MentorsCoachCounselorTeacherRole modelCheerleaderCoachEver had a coach teach you how to play a sport, how to be a teammate? Wisdom and technique are imparted, but the player has to practice and get betteralso true in music instruction

CounselorEver sought advice about a tough problema direction to take that is the wisest?A counselor is different from a coachinformation could be quite specific or quite general, but does not usually involve HOW to do somethingmore HOW to get there

TeacherEver had a great teacher? What did they do that was special?I learned how to teach from a great teacher I had in graduate schoolSomeone to learn specific information froma technique, a skill, a thought processWe are all teachers, as we are all learners

Mentor as Role ModelI always saw people doing something I wanted to do and tried to emulate themCharles Barkley always said he did not want to be a role model, ie, someone to look up to and emulateHowever, if you are good at something and recognized as suchthe role model title follows

CheerleaderWho is your biggest cheerleader?My mom was my biggest cheerleader (not a coach, directing my every move). She was more on the sidelines, encouraging me to go forwardMy husband is now my biggest cheerleader

Specifics for MentorsWhat is a good strategy?The Mentor Asks:Whats in It for Me?To help is the rewardTo see advancement in the menteeTo leave something tangible behindWhy do you help your own children? What do you get back? Sure, you love them, but there is another component.

Five Questions forMentors to PoseWhat is it that you really want to be and do?What are you doing that is helping you get there?What are you not doing well that hinders your progress?What will you do differently tomorrow to meet those challenges?How can I help and where do you need the most help?MentorsCritical but not SkepticalMentees are sharing their ideasa part of themselves. So, it is important to listen and think about their ideas before you criticize with a sharp knife.Try to think about their ideas in positive terms, not negative terms. Try to remember: The future belongs to those who believe in thebeauty of their dreams. Eleanor RooseveltThe Highs and Lows of ResearchThe lesson to impart, especially in these trying times, is that self awareness trumps allthat is, it is hugely important to know your strengths and weaknessesA mentor can help a mentee with self-awareness crucial for success in science (or anything)Specific Tasks for MentorsDevelop a written training program for a mentee fellowship applicationif you need help with this, CFAR can provideIndividual Development Plans are all the rage and are likely to be required in the futureDocument your previous/current training recordif you have it all written down, it is easier to retrieveWrite letters of recommendation for the mentee and other services, ie, reading grants, etc.

Specifics for MentorsEstablish a time to meetan hour is goodTiming of meeting could be as often as weekly or only monthly, depending on what is needed. MORE TIME = MORE SUCCESS!!!!

Limit the number of menteestwo is a good number

Set up a contract that establishes expectationsEach mentee is unique and requires individual adviceGoal is to get the mentee to become more self aware

Specifics for MentorsOur own CFAR data indicate that those mentees who spent the MOST time with their mentors were more successful in getting Developmental awards than those who spent less time with their mentors.Successful applicants spent an average of 510 hrs BEFORE the application was due compared to unsuccessful applicants who only spent an average of 12 hrs with their mentors.Time Is Money!!!Spend time with your mentees and they are more likely to be funded!!!!!!Specifics for the MenteeWhat do I need? What to expect.Do I Really Need a Mentor?Actually, we all do at many stages of life, for different reasons and purposesMentors can make all the difference in the directions you take and what you learn along the wayThis requires that you look inward!

What Do You Need Advice About?How to write and get grantsHow to run a labHow to prioritize things I am expected to doHow to define expectations of myself/othersMake a List/Organize Your ThoughtsWrite down your key strengthsWrite down your weak areasIf your weaknesses hold you back, make a plan to improveMentors can help with many aspects of this processWhat Are Your Strengths?Writing?Generating/interpreting data?Analysis of data/presenting data?Organizing your time?

Try to find ways to take advantage of your strengthsa mentor can help with thisWhat Are Your Weaknesses?Time managementPeople skillsHow to prioritizeHow to say no

Whatever your weaknesses are, you need to be straight with yourselfwhat you can change/improve and what you cannot change

Mentee ResponsibilitiesTo show up and participate in your own improvementTo do the workdont expect the mentor to do thisTo benefit from the help, you must help yourself

The Relationship Can Work!Mentors can help new scientists be more successful or decide what is really best for themMentees gain from advice on various aspects of career developmentdont have to go it aloneCFAR Specifics for MenteesWork with mentor to develop research project, including goals and timelinesInclude a mentor letter describing the mentors roleIf successful, critiques should be carefully read and changes made in design, etc.All ethical standards should be metRegular feedback/interaction with mentor is required at monthly intervals (at least)Specifics for MenteesTIME Spent Produces Results!!!!!Our own CFAR data show that the more time you spend with your mentor, the more likely you are to get a Developmental awardso do the time!

If the mentoring is NOT working, let us knowwe can help!!!! Both BEFORE and AFTER the grant is turned in.CFAR Specifics for MenteesFormal bi-yearly assessments with mentorDiscussion of how research will be disseminated/publishedRealize the responsibilities of lifelong learningSeek career development opportunities outside the laboratoryFollow institutional rules regarding research materials and their ownership

CFAR Specifics for MenteesIf application is not funded, read the critiques to determine strengths and weaknessesAddress the critiques of current proposal or come up with new areaSeek career direction advice from mentor or others, including peersCFAR Specifics for MentorsMeet with mentee to plan the CFAR applicationthe mentor should contribute ideas, critique experiments and writing, and generally inspect research design. This is likely to be an iterative process.The details of involvement will be included in a letter that accompanies the application.If the applicant is successful, assist the mentee in understanding the critiques to improve the plan for the work supported by the CFAR.CFAR Expectations of MentorsMeet with mentee to establish goals/expectations and help with a career development planBuild a solid relationship with mentee based on trustPromote ethical standardsSeek other help for mentee when necessary and encourage interactionsProvide individual training environment that fosters mentees independenceHelp with publication submissionCFAR Specifics for MentorsIf application is not funded, meet with mentee to discuss critique and plans to address it If not fixable, advise on future career path/directionSeek additional advisors for mentee if necessaryCFAR mentoring can help with this

Life Is Better with MentorsWe all need mentors at various stages in our livesMentees can become better scientists and better people with an effective mentorTIME spent is a key variable that leads to success!!!!Successful mentoring has reciprocity, mutual respect, clear expectations, personal connection, and shared values