Defining and Establishing a Mentoring Culture

Transcription

1 Mitchell D. Feldman, MD, MPhil Professor of Medicine; Associate Vice Provost Faculty Mentoring; Co-Director CTSI Mentor Development Program UCSF Defining and Establishing a Mentoring Culture Co-Editor in Chief, Journal of General Internal Medicine

2 COI Statement NO Conflicts of Interest to Declare 2

3 Why Mentoring? 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 3

4 Who Influenced You? And How Do You Pass it On? 4

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6 What is Mentoring? COACHING CONSULTING ADVISING MANAGING TEACHING COUNSELING GUIDING ROLE MODELING

7 There -- now I ve taught you everything I know about splitting rocks 7

8 Mentoring is longitudinal... a long term relationship with a responsibility to provide the support, knowledge and impetus that can facilitate professional success.

9 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; 19:17-21.

10 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

11 Mentor as Teacher Educate mentee about research content and methods Clinical/teaching skills Professional values and behaviors Organizational culture How to succeed

12 Mentor as Role Model A person considered as a standard of excellence to be imitated.

13 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

14 Mentor as Advisor and Guide a trusted counselor or guide (OED) Self reflection and value clarification

15 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

16 Mentor as Superhero Protector Protégé is from Protogére (to protect) Advocate Mentor can manipulate the world around him with his mind.

17 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

18 Many Types of Mentoring Models Traditional dyad (senior/protégé) Team or group mentoring Distance mentoring

19 Peer Mentoring and Near Peer Mentoring

20 Does Mentoring Matter? Systematic review (Sambunjak 2006) found association between having a mentor and: Completing a research project Number of publications Likelihood of obtaining a grant Personal development Career guidance and career choice

21 Supporting a Culture of Mentorship at UCSF 21

22 A Mentoring Culture Helps create and nurtures diversity Supports career development at all phases and for all members of the community Respects personal / professional balance Acknowledges and rewards mentorship Provides resources and tools to support mentoring Holds leaders accountable stewardship reviews Is reflected in the language from mentoring as an unfunded mandate to an accepted value 22

23 UCSF Faculty Mentoring Program 2001 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 Office of Academic Affairs Mentoring Facilitators appointed in every Department / Division / ORU GOAL: All junior faculty members (assistant professors > 50%) paired with a career mentor. 23

24 Focus on Career Mentoring: Assist mentee to set goals based on values, skills, interests and opportunities

25 SECTION HEADING Mentoring Team Career Mentor Co-Mentor(s) Research Mentor Advisors Mentee Peer Mentors 25

26 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 Gender Total Male 57% 47% 13% 59% Female 43% 53% 87% 41% 26

27 Creating a Culture of Mentorship at UCSF Recognition Mentor / Mentee Training Networking Assessment 27

28 1. Recognition 1. For advancement and promotion 2. Mentoring awards

29 Mentoring Counts in Advancement and Promotion 29

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31 2. Mentor / Mentee Training 1. Increase knowledge and skills 2. Mentor Development Program

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33 Clinical and Translational Science Institute / CTSI at the University of California, San Francisco CTSI Mentor Development Program

34 CTSI Mentor Development Program Mentors in Training (MITs) mentoring knowledge and skills 10 case based seminars over 5 months

35 Mentoring and Diversity: A Vignette My Latino mentee, who just recently was appointed to Assistant Adjunct Faculty, submitted a K01 training grant that was unscored. The main reason given was that it was unclear how the training would be different from what he has been doing as a postdoctoral researcher on my own research projects. He has responded to all critiques. The research he is involved in affects minorities disproportionately and it is his stated desire to serve the underrepresented in his research effort. However, he does not want to "play the race card" in his grant application and explicitly state that he is a Latino. I believe that that is a mistake in today's funding situation. While I understand his pride ("I don't want special treatment"), I also want him to succeed as the unique person he is at UCSF and in his type of research. How can I best encourage him to use his ethnicity not as a trump card to get favorite treatment, but as a strength to his research? And should I in fact try to do so, or not?

36 3. Networking 1. Meet the Mentor 2. Mentor Consultation Service 3. UCSF Profiles

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38 Mentor Consultation Service

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41 UCSF Profiles Enhanced Features Personalized URL: Can add interests that may be different / more current then list of key words from publications Visual time line for publications Improved search function search by any key word and at 2 dozen participating institutions 41

42 Dec-09 Feb-10 Apr-10 Jun-10 Aug-10 Oct-10 Dec-10 Feb-11 Apr-11 Jun-11 Aug-11 Oct-11 Dec-11 Feb-12 Apr-12 Jun-12 Aug-12 Oct-12 Dec-12 Monthly visits, by location 60,000 50,000 40,000 30,000 20,000 World, outside USA USA, outside California California, except San Francisco/UCSF San Francisco, except UCSF campus UCSF campus 10,000 0

43 In January ,252 visits per month = 2,072 visits per day

44 4. Assessment 1. Program evaluation/research 2. Climate Survey 2011

45 Having a mentor associated with: Greater academic self-efficacy Higher satisfaction with time allocation at work 45

46 Mentor Training Improves Knowledge and Confidence of Mentors 46

47 Qualities of Outstanding Mentors 47

48 Successful and Failed Mentoring Relationships Characteristics of Successful and Failed Mentoring Relationships: A Qualitative Study Across Two Academic Health Centers. Straus, Sharon; Johnson, Mallory; Marquez, Christine; Feldman, Mitchell Academic Medicine. 88(1):82-89, January DOI: /ACM.0b013e a0 48

49 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 satisfied/satisfied (6% not satisfied). Faculty with mentors vs. faculty without mentors Faculty with mentors showed 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 49

50 2011 Faculty Climate Survey a rising tide may not lift all boats equally 50

51 2011 Faculty Climate Survey a rising tide may not lift all boats equally Would like to have a mentor but do not currently 16% of all faculty (includes all ranks and series) HS Clinical Faculty Associate and Full Professors Steps 1-5 Need more granular data for women and URM and for faculty in different series for more targeted and tailored mentoring 51

52 Think Outside the Box What would a culture of mentorship look like at MUSC? How will you know when have achieved it? 52

53 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 53

54 Thank You 54