What is Mentoring and Why Does it MaDer? 9/23/13. Mentoring MaDers: How to Create and Support a Mentoring Culture

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1 Mitchell D. Feldman, MD, MPhil Professor of Medicine; Associate Vice Provost Faculty Mentoring; Co- Director CTSI Mentor Development Program UCSF Mentoring MaDers: How to Create and Support a Mentoring Culture Co- Editor in Chief, Journal of General Internal Medicine For, in the end, it is impossible to have a great life unless it is a meaningful life. And it is very difficult to have a meaningful life without meaningful work. Jim Collins Good to Great Why Some Companies Make the Leap and Others Don t 2 What is Mentoring and Why Does it MaDer? 1

2 There -- now I ve taught you everything I know about splitting rocks 4 Mentoring is complex The mentoring relationship is one of the most complex and developmentally important in a persons life. The mentor will... assist and facilitate the realization of the dream. Levinson DJ: The Seasons of a Man s Life. New York, Alfred A Knopf, 1978 Mentoring is longitudinal... a long term relationship with a responsibility to provide the support, knowledge and impetus that can facilitate professional success. 2

3 Mentoring is reciprocal A dynamic, reciprocal relationship in a work environment between an advanced career incumbent and a beginner aimed at promoting the development of both. Healy, Educ Res. 1990; 19: Mentor as Teacher Educate mentee about research content and methods Clinical/teaching skills Professional values and behaviors Organizational culture How to succeed Mentor as Role Model QuickTime and a TIFF (Uncompressed) decompressor are needed to see this picture. A person considered as a standard of excellence to be imitated. 3

4 Mentor as Coach I ve been a surgeon for eight years. For the past couple of them, my performance in the operating room has reached a plateau. I d like to think it s a good thing I ve arrived at my professional peak. But mainly it seems as if I ve just stopped getting better. Atul Gawande The New Yorker October Mentor as Superhero Protector Protégé is from Protogére (to protect) Advocate Mentor can manipulate the world around him with his mind. The role of the mentor I think is really to be a guardian angel (that) prevents you from getting hit when you know something is falling from the sky Keeps you out of trouble and makes the environment suitable for you to grow. Junior faculty mentee Straus SE, Johnson MO, Marquez C and Feldman MD. Characteristics of successful and failed mentoring relationships: qualitative study across 2 institutions. Academic Medicine

5 Mentor as Advisor and Guide a trusted counselor or guide (OED) Self reslection and value clarisication Mentors need to be guides, but also be sensitive to the difference between a guide and somebody who forces the (mentee) into a particular path Junior faculty mentee Straus SE, Johnson MO, Marquez C and Feldman MD. Characteristics of successful and failed mentoring relationships: qualitative study across 2 institutions. Academic Medicine Mentoring Models Traditional dyad (senior/protégé) Team or group mentoring Distance mentoring 5

6 Peer Mentoring and Near Peer Mentoring QualiLes of EffecLve Mentors and Mentees 17 QualiLes of Outstanding Mentors 18 6

7 5 CharacterisLcs of Outstanding Mentors 1) Time commitment to mentoring 2) Personal qualities: enthusiasm, altruism, 3) Act as a career guide for mentee 4) Support personal/professional balance 5) Leave a legacy of how to be a good mentor Cho C, Ramanan R, Feldman MD. AJM 2010 The Art of Mentoring He knows what each plant in his garden needs to thrive: this one a little more sun, this one more fertilizer; this is a good metaphor for his mentoring [as] he takes the same careful approach with growing his fellows and takes great joy in watching them bloom. UCSF Lifetime Achievement in Mentoring Award Nominee The Art of Mentoring During the launching of my career, [she] was like a Solid Rocket Booster, ensuring that I achieve the lift and trajectory to make it into orbit. But rather than dropping off at that point, she has remained a constant feature, like Mission Control, monitoring my progress. UCSF Mentee 7

8 The Art of Mentoring Most importantly, (my mentor) has no intellectual jealousy. She was always happy to see others succeed, pushing them forward into the limelight while standing back in the shadows herself. UCSF Mentee Successful and Failed Mentoring RelaLonships CharacterisLcs of Successful and Failed Mentoring RelaLonships: A QualitaLve Study Across Two Academic Health Centers. Straus, Sharon; Johnson, Mallory; Marquez, Chris6ne; Feldman, Mitchell Academic Medicine. 88(1):82-89, January DOI: /ACM.0b013e a0 23 CharacterisLcs of Successful Mentoring RelaLonships Reciprocity it s got to be a two-way street. It can t just be a one-way giving relationship cause then it s just going to burn out. Mutual Respect Clear Expectations It s helpful to set up sort of those guidelines in the beginning, what the mentee can expect from the relationship but also what the mentor expects Personal Connection Shared Values CharacterisLcs of Successful and Failed Mentoring RelaLonships: A QualitaLve Study Across Two Academic Health Centers. Straus, S.; Johnson, M; Marquez, C; Feldman, M.. Academic Medicine. 88(1):82-89, January

9 CharacterisLcs of Failed Mentoring RelaLonships Poor Communication If there s a lack of communication for, you know, what the mentor expects and what the mentee expects, that s a recipe for disaster. Lack of Commitment Personality Differences If the personality types are very different, the way they look at the world could be quite different. Perceived (or real)competition and COI If there s any other agenda or ulterior motives I think it can really poison the relationship cause you re not sure if the advice you re getting is good for you or good for them. Lack of Experience/Knowledge/Skills CharacterisLcs of Successful and Failed Mentoring RelaLonships: A QualitaLve Study Across Two Academic Health Centers. Straus, S.; Johnson, M; Marquez, C; Feldman, M.. Academic Medicine. 88(1):82-89, January AcLve Listening: The Key Skill in EffecLve Mentoring Ear Full attention Eyes One The single biggest problem in communication is the illusion that it has taken place George Bernard Shaw To Listen Heart Mentees Must Learn to Manage Up The mentee is not an empty vessel receiving the mentor s advice and wisdom but, rather, an active participant, shaping the relationship... Managing up makes it easier for a mentor to help a mentee, which makes the relationship more satisfying and successful for both. Zerzan et al

10 The Individual Development Plan (IDP) Self evaluate values, skills and interests Clinical Creative/scholarly Teaching/mentoring Leadership/management Interpersonal Set short and long term goals Review q 6 months CreaLng and SupporLng a Culture of Mentorship 29 UCSF Faculty Mentoring Program Faculty climate survey supported the need for a formal mentoring program at UCSF Chancellor s Council on Faculty Life launched the UCSF Faculty Mentoring Program. Director of Faculty Mentoring appointed - in Ofbice of Academic Affairs. Mentoring Facilitators appointed in every Department / Division / ORU GOAL: All junior faculty members (assistant professors > 50%) paired with a career mentor

11 Focus on Career Mentoring: Assist mentee to set goals based on values, skills, interests and SECTION HEADING Mentoring Team Career Mentor Co-Mentor(s) Research Mentor Advisors Mentee Peer Mentors 32 Assemble and Manage a Mentoring Team Career Mentor: Responsible for overall career guidance and support for their mentee. Research (Scholarly) Mentor: Responsible for developing the creative and/or independent research careers of their mentees. Unlike the career mentor, the scholarly mentor must have expertise in the mentee s area of scholarship and help provide resources to support the mentees work Co-Mentor/Clinical Mentor: Works with the mentee and scholarly mentor to provide specialized content area or methodological expertise. 11

12 Faculty Mentoring Program Mentees paired with mentors (n=766/837 = 91%) School Series Dentistry Medicine Nursing Pharmacy Ladder In Residence Clinical X HS Clinical Adjunct Total Gender Male 57% 47% 13% 59% Female 43% 53% 87% 41% 34 CreaLng a Culture of Mentorship at UCSF Recognition Mentor / Mentee Training Networking Assessment RecogniLon 1. Advancement and promotion 2. Mentoring awards 12

13 Mentoring Counts in Advancement and PromoLon 37 The Shrug 13

14 2. Mentor / Mentee Training Increase knowledge and skills of mentors and mentees 41 Clinical and Translational Science Institute / CTSI at the University of California, San Francisco CTSI Mentor Development Program 14

15 CTSI Mentor Development Program Mentors in Training (MITs) mentoring knowledge and skills 10 case based seminars over 5 months 3. Networking 1. Meet the Mentor 2. Mentor Consultation Service 3. UCSF Probiles 15

16 Mentor ConsultaLon Service

17 4. Assessment 1. Program evaluation/ research 2. Climate Survey 2011 Having a mentor associated with: Greater academic self-efzicacy Higher satisfaction with time allocation at work 50 Mentor Training Improves Knowledge and Confidence of Mentors 51 17

18 QualiLes of Outstanding Mentors 52 Successful and Failed Mentoring RelaLonships CharacterisLcs of Successful and Failed Mentoring RelaLonships: A QualitaLve Study Across Two Academic Health Centers. Straus, Sharon; Johnson, Mallory; Marquez, Chris6ne; Feldman, Mitchell Academic Medicine. 88(1):82-89, January DOI: /ACM.0b013e a0 53 Have we Changed the Culture? 2011 Faculty Climate Survey Satisfaction with quality of mentoring received: 82 percent of those with mentors say they are very satissied/satissied (6% not satissied). Faculty with mentors vs. faculty without mentors Faculty with mentors expressed more satisfaction with their career and the university than those of similar rank who do not have mentors. 50% of faculty with mentors report that it has been very important in making their experience at UCSF positive Women and URM faculty more likely to report that mentoring has been important 54 18

19 What Does A Mentoring Culture Look Like? Acknowledges and rewards mentorship Provides resources and tools to support mentoring Holds leaders accountable stewardship reviews Helps create and nurtures diversity Supports career development at all phases and for all members of the community Respects personal / professional balance Is reblected in the language from mentoring as an unfunded mandate to an accepted value 55 a may not lib all boats at the same rate Think Outside the Box What would a culture of mentorship look like at OSU? How will you know when you have achieved it? 57 19

20 Meaning is not something you stumble across, like the answer to a riddle or the prize in a treasure hunt. Meaning is something you build into your life. You build it out of your own past, out of your affections and loyalties... out of your own talent and understanding, out of the things you believe in, out of the things and people you love, out of the values for which you are willing to sacrizice something. John Gardner Thank You 59 20