Mentorship

1
Mentorship

• Kurt Kroenke, MD
• Department of Medicine, Indiana University
• Regenstrief Institute

2
Mentorship

• A dynamic, reciprocal relation-ship in a work
  environment between an advanced career
  incumbent (mentor) and a beginner
  (protégé) aimed at promoting the development of
  both.

Healy and Welchert, Educ Res 19901917-21.
3
Mentoring in Academic MedicineA Systematic Review

• Focused on studies evaluating the effect of
  mentoring on career choice and academic
  advancement among MDs
• 39 studies found, most (n33) from USA
• 34 (87) were cross-sectional surveys with small
  samples, response rate 5-99
• 3 pre-post case series
• 1 case-control
• 1 cohort

4
Highlights from JAMA Review -- 1

• About half report having had a mentor (though
  varies with discipline 20-90)
• Few studies commented on
• How mentoring relationships were formed (i.e.,
  assigned vs. self-identified)
• Mentoring intensity or frequency of meetings
• Actual content of mentoring core elements
• Mentoring perceived as important for personal
  development, career choice and guidance, and
  research productivity

5
Highlights from JAMA Review -- 2

• Women report more deficits in mentoring
• Mentees personality characteristics can affect
  likelihood of receiving mentoring, such as good
  internal control, self-monitoring skills, and
  emotional stability
• selection bias or self-fulfilling prophecy
• Literature reviews from nursing and business show
  a similar paucity of evidence regarding mentoring

6
5 Elements in Mentoring Relationship

• Focuses on achievement or acquisition of
  knowledge
• Consists of 3 components
• Emotional and psychological support
• Direct assistance with career development
• Role modeling
• Reciprocal in that mentor and protégé derive
  emotional or tangible benefits (win-win)
• Personal in nature, involving direct interaction
• Emphasizes mentors greater experience,
  influence, and achievement

7
9 Products of Mentoring Relationship

• Publications
• Presentations or posters
• New teaching method or strategy
• Clinical expertise
• Conducting research
• Service activities (e.g., community service,
  political, professional organizations
• Program development (e.g., new course)
• Job change or promotion
• Grant writing/submission

8
12 Qualities of Effective Mentor

• Accessible
• Professional integrity
• Content expertise relevant to mentee
• Approachable
• Supportive and encouraging
• Provides constructive useful critiques
• Motivates mentee to improve work product

• Provides professional direction (networking)
• Answers questions satisfactorily (timely, clear,
  comprehensive)
• Acknowledges mentees contributions
• Suggests resources, including other people
• Challenges to extend abilities (risk-taking)

9
Donts

• Mentor
• Promote your own agenda
• Use free labor
• Take credit
• Make a clone

• Protege
• Avoid decisions
• Rely exclusively on mentor
• Acquiesce
• Overidealize

10
Questions

• Is a mentor necessary for everyone?
• Does assigning a mentor ever work?
• How often should meetings occur?
• Should mentee create the agenda?
• How is mentoring rewarded?
• assistance/amplification of ones own work
• giving the self away generativity (Erikson)
• promotion reputation intrinsic gratification
• How do mentors tailor their approach, adapting to
  mentees needs? (flexibility)

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Choosing a Mentor

• STEP 1 Research Focus
• STEP 2
• Research track record
• Mentorship track record
• Time (i.e., not overcommitted)
• Personality mesh

Kroenke, SGIM Forum, Sept 2001
12
Mentorship Variants

• Secondary (Co-Mentor)
• Project-specific
• Time-limited (lt 1-2 years)
• Geographically distant

Kroenke, SGIM Forum, Sept 2001
13
Mentorship Time Factors

• Mentor typically 8-15 yrs older
• Successful individuals typically have 1-4
  mentors
• Average duration 3-4 years (range, 2-11 years)
• Often ends when protégé turns 40

Levinson, 1978
14
2 Week Mentee Contract
Progress
D
(10)
C
(80)
B
A
(10)

• AB No progress
• AC Expected progress
• AD Extra credit

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Phases of Mentor Relationship
Kram, 1983
16
Stages of Career Organization
You
4
3
2
You
Other
1

• Apprentice
• Colleague
• Mentor
• Sponsor

You