Mentoring for You and Your Trainees

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Mentoring for You and Your Trainees

• Christina Surawicz, MD, MACG
• University of Washington School of Medicine

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Learning Objectives

• Identify barriers to mentoring
• Identify characteristic of good mentor/mentee
• How to build a good relationship
• Understand why mentoring fails

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What are the Barriers to Mentoring?
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Barriers - 1

• Time not enough
• Knowing how to be a good mentor
• Bad past experience
• Knowing how to be a good mentee
• Lack of support
• Generation disconnects

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Barriers - 2

• Not knowing where to start
• Communication problems
• Misaligned expectations

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Barriers Systematic Review

• Personal
• Skills
• Focus not aligned
• Relationship
• Competition
• Bossy
• Vulnerability
• Structural
• Lack of time
• Lack of incentive
• (Sambunjak et al. JGIM 2009 2572-78)

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Being a Great Mentor - 1

• Willing to share your expertise
• Academic
• Skills
• Networking
• Available
• Enough time
• Accessible

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Being a Great Mentor - 2

• Believe in your mentee
• Recognize their potential
• Provide opportunities
• Be honest
• Provide feedback

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Being a Great Mentee - 1

• Respect mentors time
• Take an active role
• Follow through
• Be open to new ideas

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Being a Great Mentee - 2

• Ask for feedback and listen - even when painful
• Problem solving vs. whining
• Take initiative

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Mentor Do and Donts
Do Do Not
Listen actively Fix the problem
Support and facilitate Take credit
Teach by example Take over
Be aware of role conflict Threaten, coerce of use influence
Encourage to move beyond comfort zone Lose critical oversight
Promote independence Condemn
Promote balance
Rejoice in success and convey joy
Thanks to John Inadomi, MD, Division Head,
Gastroenterology, University of Washington
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Stages of Mentoring
Initiation
Initially hierarchical
Interactive sharing
Cultivation
Plan to independence
Separation
Redefinition
Collegial relationship
Thanks to Ellen Schur, MD Department of General
Internal Medicine, University of Washington,
Zerzan et al, Acad Med 2009
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Mentoring First Steps 3 Cs

• Clarify your values
• Clarify your needs
• Clear vision

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Clarify Your Values

1. What values do you respect?
2. Know what energizes you
3. Make sure your job is what you want to do

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Clarify Your Needs

• Skills?
• Knowledge?
• Confidence?
• Networking?
• Resources?

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Clear Vision

• 3 month
• 1 year Goals
• 3 year
• Be specific
• Try to write something even if not sure.

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Finding A Mentor

• Someone you know and respect
• In your department or outside
• Interviews (trial)
• Ask others

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Choosing a Mentor

• Multiple mentors are helpful
• Junior and senior mentors
• Peer mentoring
• Long distance mentors

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Managing Up

• Let mentor know what you need
• Find out how they like to receive information
• Take responsibility for yourself
• (Zerzan et al. Acad Med 2009)

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Cultivation Agreement on Structure and
Objectives
Key responsibilities needs
Frequency of meetings
Make Relationship A High Priority
Mutual expectations goals
Confidentiality
Measures of success progress
Thanks to Ellen Schur, MD Department of General
Internal Medicine, University of Washington
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Cultivation Managing Up

• Let your mentor know what you need
• Set own goal schedule and stick to it
• Be responsive to suggestions
• Make yourself available, be flexible
• Straightforward, bring up issues
• Directly ask how success judged
• Understand yourself and your mentor

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Meetings

• Regular meeting schedule
• Set agenda for meetings
• Know what is expected of you
• Actively inform what you are doing
• As questions
• Listen actively
• Use your mentors time wisely!

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• Lets discuss a case

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This case

• Mentee feedback
• Mentor feedback

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Why Mentoring Fails

• Mismatched goals
• Commitment
• Expectation
• Not following own goals
• Not listening to advice given
• Not asking for help or waiting too long to ask

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Mentors Most Common Complaints of Failed Mentoring

• Mentee didnt follow through
• Mentee didnt use mentor time wisely
• Poor fit Work style
• Personality

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What are Qualities of Good Mentor Mentee
Relationship?

• Collaborative
• Honest
• Respectful of each other
• - Time
• - Energy
• - Goals
• Moves mentee forward account for both
  professional and personal goals

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Strategies

• Personal Train educate
• Coaching
• Relational Foster relationships Contracts
• Structural Choice and availability
• Identify pool
• Enhance value Rewards
• Awards

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Learning Objectives

• Identify barriers to mentoring
• Identify characteristic of good mentor/mentee
• How to build a good relationship
• Understand why mentoring fails

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Bibliography

• Zerzan JT, Hess R, Schur E, Phillips RS, Rigotti
  N. Making the most of mentors a guide for
  mentees. Acad Med. 2009 Jan 84(1)140-4
• Lee A, Dennis C, Campbell P. Natures guide for
  mentors. Nature 2007 Jun 14 447(7146)791-7.
• Sambunjak D, Straus SE, Marusic A. Mentoring in
  academic medicine a systematic review. JAMA
  2006, Sept 6 296(0)1103-15.
• Kohan DE. Moving from Trainee to junior faculty
  A brief guide. Physiologist, 2014 57(1)3-6.

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A Pledge

• When I go home I will ..

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Being a Mentor

• Clarify my role as mentor
• Change my mentor style
• Be available to mentor others

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Being a Mentee

• Find a mentor(s)
• Clarify my role with my mentor
• Find new avenues for mentoring
• Establish a peer mentor group

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Take a few minutes to think and write down 2 goals

• Handout
• University of Washington
• Mentoring Plan

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Thank You !