Emelia J. Benjamin, MD, ScM

No industry relationships to disclose2R01HL092577N01-HC 25195

1 P50 HL120163 01 – FDA & AHA

How to Create Effective Mentor-Mentee Networks

Mentoring

MentoringYou are the Expert

• How many people have a mentor?• How many people are a mentor?

• By the end of session all participants develop and commit to 3 ways to enhance their developmental networks

Learning Objective

Mentoring

1. What are the value and roles of mentors?

2. What are strengths & opportunities to improve your mentor network?

3. What are barriers / challenges to effective mentoring relationships

4. Develop and commit to 3 ways to enhance your developmental network

Session

Mentoring

What is a Mentor?

Domains Value

What is a Mentor?Domains Value

Role Model InspirationEthicist Moral compassContent ExpertisePersonal Work-life integrationStrategy Political managementCoach Foster realistic self-appraisal & independenceSponsor Advocate in the systemNetworker Connecting to collaboratorsBooster Cheer-leader

Developmental NetworkIs your Network Robust

• Size– How many developers?

• Diversity– Is there variety in your network?

• Density– How interconnected is your network?

• Tie Strength – How intimate are your connections?

• Multiplexity– How many types of support do developers provide?

©Kathy Kram 2014

Mentoring Dimensions

• Formal • • • • • • • • • • Informal• Episodic • • • • • • • • • Relational• Hierarchical• • • • • • • Peer• Functional • • • • • • • Broad-based• Career • • • • • • • • • • Psychosocial• Dyadic • • • • • • • • • • Network

Vicki Parker, PhD 2012

Self- & Peer-Mentoring Good Questions to Ask

1. What do you want?2. How are you responsible for this situation?3. If you knew you could not fail, what would you do?4. What are you afraid of?5. If you knew the answer, what would it be?6. What is hardest or most challenging about this situation?7. What is the best & worst that could happen if you do…..?8. What will you say “no” to in order to say “yes”?9. What do you notice in your body right now?10. What do you know to be true?11. How are you getting in your own way?12. What else? Kathy Kram 2011

Developmental Relationships

• What are the strengths of & opportunities to improve your mentor network? – 3 strengths– 3 opportunities

©Kathy Kram, 2014

For Mentees For Mentors For Organizations

Potential Benefits of Mentoring

©Kathy Kram 2014

For Mentees For Mentors For Organizations

Career/job satisfactionSalaryPromotionJob performanceSelf-confidenceClear professional identityOptimismNew Knowledge & SkillsLower stressLess work-family conflictCultural Adjustment

Career/job satisfactionGenerativity SalaryPromotionJob performanceReputationEmployee loyaltyOrganizational commitmentNew Knowledge and SkillsCross-cultural Learning

Talent management (succession planning) RetentionRecruitingPerformanceStronger NetworksSocial equity and diversity

Potential Benefits of Mentoring

©Kathy Kram 2014

Programming for successPrimary mentor(s)

• Finding a mentor– How do you do due diligence?

Programming for SuccessDue Diligence on Potential Mentor

• Reputation– With your prior advisors/mentors

• BU Profiles– Publications

• Web of Science Author Finder• Google Scholar• Cited in Reviews?

– Grants• NIH Reporter

• Check out prior mentee’s experience– Independence – Publications & Grants– Well-being

Programming for SuccessMentor Network

• Opportunities for Networking

• Opportunities for Networking– National meetings– Local meetings– After presentations– Posters– Anywhere

Programming for SuccessMentor Network

Programming for SuccessMentor Network

• Strategies for Networking– Mentor introduction– Make connection based on place/topic– Email before event and create connection

• Clarify intention/expectations (be limited)– Plane– Taxi– Play chauffer– Walk them to next meeting/office/car– Business cards – NIH bio sketch– Informational interview; make them feel good

Mentoring Triumphs & Tragedies

Reflect on your best & worst experience as a mentor or mentee.• What made it work when it worked?

– What did you learn?

• What elements were unsuccessful?– What did you learn?

Obstacles to Successful Relationships Unclear or unrealistic expectations Time pressure Poor interpersonal skills Difficulty with feedback Managing differences

nationality gender race

Organizational context politics change

©Kathy Kram, 2014

Strategies for Improving the Quality of Developmental Relationships

• Follow the 5 Relationship Principles– Active listening– Curiosity– Feedback– Self-management– Accountability

• Do not rely on great chemistry and identification; it takes work to build a good relationship

• Treat the relationship as an opportunity for mutual learning

©Kathy Kram, 2014

Programming for SuccessPrimary Mentor(s)

Mentee’s Job

Mentee’s JobArticulate expectationsAgenda• Topic, timelines, deliverablesMeetings • Frequency• Length• SchedulingCommunication preferencesRespect mentor’s timeConfidentiality

Programming for SuccessMentor(s)

Programming for SuccessPrimary Mentor(s)

Mentor’s Job

Programming for SuccessPrimary Mentor(s)

MentorArticulate expectationsShort vs. long term goalsActive listening• Full attention • Understand mentee's intent• Understand mentee’s feelingsAccountability• Constructive, specific, timely feedbackRespect mentee’s timeConfidentiality

Programming for SuccessPrimary Mentor(s)

• Maintenance

Programming for SuccessPrimary Mentor(s)

• Maintenance– Periodic re-evaluation

• What is/isn’t working• Independence

– Reciprocity• Professional socialization • Institutional orientation • Enhanced productivity• Professional satisfaction

Is your supervisor your mentor?

Downsides How to make it work

http://leadership-effect.com/articles/when-the-mentor-is-the-bos/

Is your supervisor your mentor?

DownsidesPresent vs long-term focusConflict of interestTemptation to Fix• Disempower• Get it wrong• Missed learningPeer jealousy

http://leadership-effect.com/articles/when-the-mentor-is-the-bos/

Is your supervisor your mentor?

Downsides How make it workPresent vs long-term focus Specific mentoring timesConflict of interest Transparency RE scopeTemptation to Fix Encourage mentor diversity• Disempower• Get it wrong

Avoid mini-me• Mentees goals

• Missed learning Mentor post-supervisionPeer jealousy Coaching vs. mentoring

http://leadership-effect.com/articles/when-the-mentor-is-the-bos/

Programming for SuccessPrimary mentor(s)

• Transitioning the Relationship

Programming for SuccessPrimary Mentor(s)

• Transitioning the Relationship– Life course– No fault– Graceful– Appreciative– Consult with respected person

Exercise

• Commit to 3 ways to enhance your developmental network

Summary

What are the big take home messages?

Summary•Multiple potential roles for a mentor

•Program mentoring relationship for success•Due diligence•Clear expectations, organized in approach•Solicit & make good use of feedback•Reciprocity•Graceful transitions

•Vital to have a rich mentoring network