Patrick Nana-Sinkam MDDirector, Mentorship, Center for Faculty Advancement, Mentorship Engagement

Mentorship in Academic Medicine (What I Know Now that I Wish I Knew Before)

Objectives

2

Understand the impact of mentorship on productivity and retention

Myths about mentorship Components to successful mentorship Mentorship in the context of professional

development FAME Mentorship program Exercises

Common Themes JS is a second year faculty member on the clinical

track. He states that “ I have no idea where I am going with my career” “Should I just go into private practice?” ” I am not sure how I am ever going to be promoted”. “I think that I need a mentor”

AM is an assistant professor on the tenure track. He has struggled to secure extramural funding and as a result, his clinical responsibilities have increased. “ it is now even harder for me to do research” he says. “How am I going to figure this out?” he says

WJ is an assistant professor on the clinical track. She has been very successful and has become increasingly interested in transitioning to administration. Her mentor does not have that type of experience. What should she do?

3

Road to Professional Development

4

Professional Goals and Purpose:What do you want out of your career?Needs assessment

Who? (Mentor, mentee, collaboration)What? (Resources, skills)How? (where do I start?)

Aligning your professional and personal goals

Developing a focused plan of actionand alignment with organizational goals

Course correction

Career Growth and Satisfaction

Promotion

5

Obstacles to Academic Pursuits

Tong et al, JACC, 2014

6

Retention: Why Do Faculty Leave?

Initiated by the Medical Education Research Group (MERG), subcommittee of FAME

Period of Interviews: October 28, 2014 to July 10, 2015 65 interviews requested 34 accepted and completed (52.3%)

7

Overall Themes – Associate Professors

Too much pressure to see patients and generate more revenue

Burnout is an issue Lack of mentoring Positives: friendly colleagues, good environment,

teaching residents, watching students succeed

8

Overall Themes – Assistant Professors

Physician contracts are not understood and take too long to get to the physician

Lack of mentoring Lack of recognition for the good work they do Work/life balance Too much bureaucracy Positives: variety in patient care, colleagues and staff,

like their specialty and working with residents

9

Feedback from retention question

Treat faculty with respect and listen to them Pay attention to the career development of faculty Work/life balance needs to be considered when

setting expectations Support research faculty with salary recovery $ and

protected time for clinical faculty who want to do research

Transparency Change the culture

10

Mentorship in an Academic Medical Center :How are we doing? Survey of 289 assistant

and associate professors

51% of faculty identified established mentor relationship with at least one faculty member (fewer in clinical track)

53% assistants versus 37% associates

Mostly self identified

Variability in frequency of meeting

Binkley and Brod, Am J Med, 2013

Does Mentorship Matter?

11

Mentee (% vs. no mentoring ) (Holincheck, 2006) Compensation 25% vs. 5.3% Retention 72% vs. 49%

Mentor (% vs. no mentoring) Compensation 28% vs. 5% Retention 69% vs. 49%

Faster time to promotion (Morrison et , 2014) 71% of Fortune 500 companies have a

mentoring program

Holincheck, J., “Case Study: WorkforceAnalytics at Sun,” Gartner, Inc., 2006

12

8 Myths regarding mentoring

Mentoring is only for researchers Mentoring is only for junior faculty Mentoring is static Mentorship is altruistic You only need one mentor Mentoring cannot be learned Mentoring is a long-term relationship Mentoring takes too much time

Role model

Advocacy

Sponsorship

Guidance in writing

Guidance in promotion

Work/Life balance

Networking

Simple advice

Type of mentors

14

Keys to Successful Mentoring Program

Organizational Culture (support from the top)

Mentor Leads(onboarding)

ProgrammingAccess and

Flexibility

Track SpecificPrograms +

Success(avoid too many

deliverables)

RecognitionAwards/annual

reviews

Aligning mentorship with individual needs (mentee

drives)

Role of the Mentor

Honesty and transparency

Foster YOUR success and open to your goals (Advocacy)

Engagement and LISTENING

Accessible

Open-minded

Positive

Prepared and knowledgeable of norms and culture

Model character

Structure and timelines (short and long term)

16

Changing Mentors (“ They are just not that into you”) Are you straying from the path of your mentor? They withhold on introductions and expanding your

network They are not curious about you (“asymmetry of

attention”) They discourage growth or moving out of your

comfort zone They do not acknowledge your progress They do not share the same values (“chemistry”) Conflict of interest (mentor is your direct supervisor)

Defining the Mentee Engage, engage, engage

Honesty

Be prepared and deliberate about your goals

Be open to feedback and give feedback.

Follow agreed upon time lines and benchmarks

Discuss any challenges or impediments (FAME can help)

Course correction Reassess your mentor’s

competency Be willing to change mentors

18

5 Mentee Questions

What is it that you want to do? What do you do really well that is helping you reach

your goals? What are you not doing well that is preventing you

from getting there? Can you think of 3 positive qualities of a current or

previous mentor? Can you think of time when a mentor relationship did

not work and why?

19

Structure of FAME Mentoring Program (Mentoring Lead)

20

Each Department Has a Mentoring Lead Assists Junior Faculty: Network, Expectations,

Goals, Alignment (experience and goals) Assists Senior Faculty: Expectations, Directs to

training opportunities Onboarding Troubleshoots and problem solving Professional mission statement Coordinates with Department Chair

Assist with faculty development plan and annual review

FD4ME

25 online interactive modules

4 modules dedicated to mentoring Mentorship I: overview Mentorship for the

mentee Mentorship for the

mentor P and T

Professionalism

Feedback

Difficult conversations

https://fd4me.osu.edu/

22

FD4ME

Mentorship for the Mentor

23

How do you find a mentor? Know your purpose Meet with the mentoring lead in your Department to get

suggestions Know what you have to offer: enthusiasm, new ideas,

ability to amplify your mentor’s career as well as your own

Personal statement You do not get a mentor, you build the relationship and

it takes time Attend FAME training sessions

FAME Mentor Programming

Mentor Open House (interaction of tracks) Speed Mentoring/Networking (addressing hierarchy) Mentorship for the mentor Mentorship for clinical faculty Professional Mission statement One on one consultation Online modules (FD4ME) Mentor Leads

26

Keys to Successful Mentoring

Organizational Culture (support from the top)

Mentor Leads(onboarding)

ProgrammingAccess and

Flexibility

Track SpecificPrograms +

Success(avoid too many

deliverables)

RecognitionAwards/annual

reviews

Aligning mentorship with individual needs (mentee

drives)

27

5 Ps of Developing Mentorship

Purpose Passion Partner Plan Progress

References

Bauman et al, Academic Medicine, 2014 Morrison et al, Medical Teacher , 2014 Sambunjak et al, J Gen Intern Med, 2010 Sambunjak et al, Acta Medica Academica, 2015

28