Mentoring in Global Health Research Workshop

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GOALS AND EXPECTATIONS OF
THE MENTORING RELATIONSHIP
 
Jonathan Fuchs MD, MPH
Associate Professor of Medicine, UCSF
Director, Center for Learning and Innovation,
San Francisco Department of Public Health
Mombasa, Kenya; June 17, 2013
 
Mentoring the Mentors in Global
Health Research
Workshop
, 
June 17-18, 2013
Mombasa, Kenya
 
Mentoring is a brain
to pick, an ear to
listen, and a push in
the right direction
 
John C. Crosby
 
What Mentees Want
 
Nakanjako D, et al. BMC Med Education 2011;11(53):1­6
 
What Mentors Want
 
Nakanjako D, et al. BMC Med Education 2011;11(53):1­6
 
Infrastructure for mentoring: UCSF CFAR
Mentoring Program
 
Linkage with a senior mentor
Mentoring plans
Workshops/Seminars
Opportunities to
network/increase visibility
Multidisciplinary collaboration
Peer support
 
Kahn and Greenblatt. Am. J. of Public Health 2009
 
http://cfar.ucsf.edu/cfar?pag
e=education-mentor
 
Mentoring Content Areas
 
Career goals
Clinical skills
Conducting research
Confidence building
CV development
Grant writing
Negotiating
Organization and committee participation
Professional networking
Promotion/tenure
Publishing
 
But there’s more…
 
How to hire great people
Managing performance
Time management/maximizing
productivity
Navigating work/life balance
Negotiating skills
How to mentor
Having crucial
conversations/confrontations
 
 
 
Expectations: quality mentoring
 
Focused on individual learners by developing their
career or life
A trusted confidant
Committed to broadening perspectives
Mentors can play the part of adversary (in a
respectful way, of course)
Allows the direction of the relationship to be defined
by the mentee
Accepts ambiguity; effectively holds tension
 
 
Mentors
 Responsibilities
 
Is clear about expectations
Sets specific goals and accomplishments
Encourages strategic thinking
Provides networking opportunities
Gives moral support
Results oriented
Conducts 
individual meetings
Keeps in touch
Makes sure to provide written communication
Puts some 
skin in the game
 
Mentees
 Responsibilities
 
Contacts the mentor
Provides directed communications
Explicitly requests for help
Open and willing to trust
Appreciates the mentor’
s effort
Respects the mentor
Puts some 
skin in game
What part of the mentoring relationship
falls onto the mentees?
 
Mentees communicate the purpose for wanting
mentoring—what do you want out of the relationship?
Mentees develop the plan for the year
Mentees communicate the plan
Mentees anticipate problems and communicate them
Bottom line
: mentees cannot 
be passive!
 
Skills for Successful Mentees
 
Ask questions
Utilize 
good
 listening 
s
kills
Listen for central ideas
Determine what is of personal
value to you in your mentor's
conversation
Stay focused--speed of thought
vs. speed of speech
Build trust
Resolve differences
Before and after a mentoring meeting
 
Mentees and mentors should be prepared
Mentees 
should f
ormulate concise questions
Mentees should provide, in advance, any
information/documentation to be discussed
Discuss what the appropriate time frame is for review
Agree on the meetings
 schedule
Mentees should email a brief summary of what was
discussed/agreed upon and next steps
Mentors should...
 
Provide different perspectives
Help to identify the real issues (research plan-
related) and stumbling blocks that hinder the
individual
s or the team
s progress
Help 
problem solve
Stimulate 
personal and professional 
growth and
give feedback
 
 
 
 
Summary
 
Mentoring depends upon
The Mentee
The Mentor
The Environment
Mentoring is teachable
Mentoring is important and satisfying
Mentoring is dependent upon the mentees as much as
the mentor
A clear understanding of mentee and mentor
expectations and responsibilities will support a culture
of mentoring
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Questions?
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Workshop highlights goals and expectations of the mentoring relationship, including what mentees and mentors want, challenges in mentorship practices, and strategies for improvement. The infrastructure for mentoring, content areas covered, and key insights from the workshop are also detailed.

  • Mentoring
  • Global Health
  • Research
  • Workshop
  • Goals

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  1. http://escholarship.ucop.edu/brand/ucghi/ucghi-logo-white-background.pnghttp://escholarship.ucop.edu/brand/ucghi/ucghi-logo-white-background.png Mentoring the Mentors in Global Health Research Workshop, June 17-18, 2013 Mombasa, Kenya GOALS AND EXPECTATIONS OF THE MENTORING RELATIONSHIP Jonathan Fuchs MD, MPH Associate Professor of Medicine, UCSF Director, Center for Learning and Innovation, San Francisco Department of Public Health Mombasa, Kenya; June 17, 2013

  2. Mentoring Mentoring is a brain to pick, an ear to listen, and a push in the right direction John C. Crosby

  3. What Mentees Want Theme Responses Status of Mentorship Lack of specific academic mentorship program Challenges facing mentorship practices Ad hoc method of choosing mentors Limited time allocated to mentorship Limited awareness of roles of mentors/mentees How mentorship can be improved Facilitation of mentor-mentee matching Improvement of mentoring skills Nakanjako D, et al. BMC Med Education 2011;11(53):16

  4. What Mentors Want Theme Responses Status of Mentorship Low critical mass of mentors Limited mentorship skills Challenges facing mentorship practices Academic mentoring program at the college Initiation of mentor-mentee relationships Limited awareness of roles of mentors/mentees Lack of logistics for mentorship program Limited interest by mentees in pursuing academic careers How mentorship can be improved Establishment of an academic mentorship program Improvement of mentoring skills Motivation of mentors by institutional recognition Resource mobilization to support mentoring activities Nakanjako D, et al. BMC Med Education 2011;11(53):16

  5. Infrastructure for mentoring: UCSF CFAR Mentoring Program Linkage with a senior mentor Mentoring plans Workshops/Seminars Opportunities to network/increase visibility Multidisciplinary collaboration http://cfar.ucsf.edu/cfar?pag e=education-mentor Peer support Kahn and Greenblatt. Am. J. of Public Health 2009

  6. Mentoring Content Areas Career goals Clinical skills Conducting research Confidence building CV development Grant writing Negotiating Organization and committee participation Professional networking Promotion/tenure Publishing

  7. But theres more How to hire great people Managing performance Time management/maximizing productivity Navigating work/life balance Negotiating skills How to mentor Having crucial conversations/confrontations

  8. Expectations: quality mentoring Focused on individual learners by developing their career or life A trusted confidant Committed to broadening perspectives Mentors can play the part of adversary (in a respectful way, of course) Allows the direction of the relationship to be defined by the mentee Accepts ambiguity; effectively holds tension

  9. Mentors Responsibilities Is clear about expectations Sets specific goals and accomplishments Encourages strategic thinking Provides networking opportunities Gives moral support Results oriented Conducts individual meetings Keeps in touch Makes sure to provide written communication Puts some skin in the game

  10. Mentees Responsibilities Contacts the mentor Provides directed communications Explicitly requests for help Open and willing to trust Appreciates the mentor s effort Respects the mentor Puts some skin in game

  11. What part of the mentoring relationship falls onto the mentees? Mentees communicate the purpose for wanting mentoring what do you want out of the relationship? Mentees develop the plan for the year Mentees communicate the plan Mentees anticipate problems and communicate them Bottom line: mentees cannot be passive!

  12. Skills for Successful Mentees Ask questions Utilize good listening skills Listen for central ideas Determine what is of personal value to you in your mentor's conversation Stay focused--speed of thought vs. speed of speech Build trust Resolve differences

  13. Before and after a mentoring meeting Mentees and mentors should be prepared Mentees should formulate concise questions Mentees should provide, in advance, any information/documentation to be discussed Discuss what the appropriate time frame is for review Agree on the meetings schedule Mentees should email a brief summary of what was discussed/agreed upon and next steps

  14. Mentors should... Provide different perspectives Help to identify the real issues (research plan- related) and stumbling blocks that hinder the individual s or the team s progress Help problem solve Stimulate personal and professional growth and give feedback

  15. Summary Mentoring depends upon The Mentee The Mentor The Environment Mentoring is teachable Mentoring is important and satisfying Mentoring is dependent upon the mentees as much as the mentor A clear understanding of mentee and mentor expectations and responsibilities will support a culture of mentoring

  16. Questions? http://todaysfreshmanna.files.wordpress.com/2012/12/mentor.jpg?w=400h=400

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