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Managing Your Relationship With Your Research Mentor
1
Copyright © 2019 Naledi Saul. [email protected]. Office of Career & Professional Development, University of California, San Francisco. Managing Your Relationship With Your Research Mentor is part of the Managing-Up Workshop Series. career.ucsf.edu/manageup.
© 2019 The Regents of the University of California. All rights reserved. Please do not reprint without permission. [email protected]
I’m your mentor
Managing Your Relationship With Your Mentor
Naledi Saul, MPM. DirectorAllison Hunter, PhD. Researcher, Career Education
How they communicate
Conflict st
yle
Managing Your Relationship With Your Research Mentor
/UCSFOCPD
@UCSFOCPD
/UCSFOCPD
f
How manyhours should you be in lab?
Functions
How often w
ill
you mee
t?
When will they read your paper/ manuscript?
How Your Mentor
Care
erpa
thsu
ppor
t
career.ucsf.edu/manageup
Want the slides/assessment tool?
© 2019 The Regents of the University of California. All rights reserved. Please do not reprint without permission. [email protected]
What problem is this workshop designed to fix?
1. Didn’t look for red flags: Trainees were focused on pedigree, reputation, and presumed opportunity that they failed to seriously consider the possibility of relationship problems. They also thought hard work would overcome any issue.
2. Didn’t recognize red flags: Unable to define what factors would be considered red flags in a mentoring relationship.
3. Denied/Dismissed red flags: Their continued desire for the opportunity and/or concern about how to deal with the situation made trainees minimize or hide a problem, which frequently continued to degrade.
Look for it
Recognize it
Manage it
When students and postdocs talked in counseling appointments about their issues/difficult situations with their research mentors, we noticed three things. Trainees…
Managing Your Relationship With Your Research Mentor
2
Copyright © 2019 Naledi Saul. [email protected]. Office of Career & Professional Development, University of California, San Francisco. Managing Your Relationship With Your Research Mentor is part of the Managing-Up Workshop Series. career.ucsf.edu/manageup.
© 2019 The Regents of the University of California. All rights reserved. Please do not reprint without permission. [email protected]
Learning Outcomes: By the end of this workshop, and will be able to
Define mentorship and the lifecycleof a mentorship relationship
Articulate the 7 supervisory responsibilities of a research mentor
Identify criteria to evaluate the functionality of your mentorship relationship
Describe strategies to seek support
1
2
3
4
Look for it
4 foundationalthings you need toknow tomanage upeffectively
© 2019 The Regents of the University of California. All rights reserved. Please do not reprint without permission. [email protected]
Definition Zuckerman H. Scientific Elite: Nobel Laureates in the United States. New York, NY: Free Press; 1977. www.ahajournals.org/doi/full/10.1161/CIRCULATIONAHA.107.752683
1. norms and standards,
2. values and attitudes, and
3. knowledge, skills, and behaviors…
“a complex and multidimensional process through which emerging scientists acquire the:
to develop into successful independent researchers”
Your Relationship With Your Research Mentor is…
Managing Your Relationship With Your Research Mentor
3
Copyright © 2019 Naledi Saul. [email protected]. Office of Career & Professional Development, University of California, San Francisco. Managing Your Relationship With Your Research Mentor is part of the Managing-Up Workshop Series. career.ucsf.edu/manageup.
© 2019 The Regents of the University of California. All rights reserved. Please do not reprint without permission. [email protected]
1. norms and standards,
2. values and attitudes, and
3. knowledge, skills, and behaviors…
“a complex and multidimensional process through which emerging scientists acquire the:
to develop into successful independent researchers”
Think of a memorable mentor or memorable moment when you are mentored...what did your mentor do or say that made them memorable to you?
Definition Zuckerman H. Scientific Elite: Nobel Laureates in the United States. New York, NY: Free Press; 1977. www.ahajournals.org/doi/full/10.1161/CIRCULATIONAHA.107.752683
© 2019 The Regents of the University of California. All rights reserved. Please do not reprint without permission. [email protected]
Establishinga relationship with a mentor Maintaining
a relationship with a mentor
Ending a relationship with a mentor
Self Reflecting & Identifyingwhat type ofmentor you need
Findinga mentor
A Constant Gardener: Regularly assessing your mentor and the health of your relationship
6
as you identify another developmental goal, the cycle begins again
The Life Cycle of a mentorship relationship is
Managing Your Relationship With Your Research Mentor
4
Copyright © 2019 Naledi Saul. [email protected]. Office of Career & Professional Development, University of California, San Francisco. Managing Your Relationship With Your Research Mentor is part of the Managing-Up Workshop Series. career.ucsf.edu/manageup.
© 2019 The Regents of the University of California. All rights reserved. Please do not reprint without permission. [email protected]
Learning Outcomes: By the end of this workshop, and will be able to
Define mentorship and the lifecycleof a mentorship relationship
Articulate the 7 supervisory responsibilities of a research mentor
Identify criteria to evaluate the functionality of your mentorship relationship
Describe strategies to seek support
✓
2
3
4
Recognize it
4 foundationalthings you need toknow tomanage upeffectively
© 2019 The Regents of the University of California. All rights reserved. Please do not reprint without permission. [email protected]
PhD advisors/PIs have a supervisory component to their mentoring role;You need to monitor your relationship through that lens
7 SupervisoryResponsibilities
Set expectations/
Take baseline
assessment
Delegate/teach/train
effectively
Give kudos and
corrective feedback
continuously
Articulate & enforce
consequences
Manage conflict
Provide support
1
2
3
4
5
6
7
Recognize progress
& reward
achievement
* Supervisor definition source: http://www.businessdictionary.com/definition/supervisor.html
PI
PostdocPostdocLab Tech
Graduate Student
GraduateStudent
UndergraduateStudent
UndergraduateStudent
”
“Supervisors are the people…who monitor and regulate employees in their performance of assigned or delegated tasks.
Supervisors are usually authorized to recommend and/or effect hiring, disciplining, promoting, punishing, rewarding, and other associated activities regarding the employees in their departments. *
Managing Your Relationship With Your Research Mentor
5
Copyright © 2019 Naledi Saul. [email protected]. Office of Career & Professional Development, University of California, San Francisco. Managing Your Relationship With Your Research Mentor is part of the Managing-Up Workshop Series. career.ucsf.edu/manageup.
© 2019 The Regents of the University of California. All rights reserved. Please do not reprint without permission. [email protected]
PhD advisors/PIs have a supervisory component to their mentoring role 7 SupervisoryResponsibilities
Set expectations/
Take baseline
assessment
Delegate/teach/train
effectively
Give kudos and
corrective feedback
continuously
Articulate & enforce
consequences
Manage conflict
Provide support
1
2
3
4
5
6
7
Recognize progress
& reward
achievement
PI
PostdocPostdocLab Tech
Graduate Student
GraduateStudent
UndergraduateStudent
”
“Supervisors are the people…who monitor and regulate employees in their performance of assigned or delegated tasks.
Supervisors are usually authorized to recommend and/or effect hiring, disciplining, promoting, punishing, rewarding, and other associated activities regarding the employees in their departments. *
The supervisor has authority to execute or assign ALL these tasks (in the lab),
their own productivity depends on the productivity of those they supervise
* Supervisor definition source: http://www.businessdictionary.com/definition/supervisor.html
Frequently, the problems that students and
postdocs reported were supervisory
problems
UndergraduateStudent
Mentors: your growth and development
Supervisors:their productivity
1
2
© 2019 The Regents of the University of California. All rights reserved. Please do not reprint without permission. [email protected]
7 SupervisoryResponsibilities
Set expectations/
Take baseline
assessment
Delegate/teach/train
effectively
Give kudos and
corrective feedback
continuously
Articulate & enforce
consequences
Manage conflict
Provide support
1
2
3
4
5
6
7
Recognize progress
& reward
achievement
PhD advisors/PIs have a supervisory component to their mentoring role
Which means that you, emerging scientist, need to regularly assess the functionality of your mentor and the health of your relationship through a supervisory lens every 1-3 months
Managing Your Relationship With Your Research Mentor
6
Copyright © 2019 Naledi Saul. [email protected]. Office of Career & Professional Development, University of California, San Francisco. Managing Your Relationship With Your Research Mentor is part of the Managing-Up Workshop Series. career.ucsf.edu/manageup.
© 2019 The Regents of the University of California. All rights reserved. Please do not reprint without permission. [email protected]
Learning Outcomes: By the end of this workshop, and will be able to
Define mentorship and the lifecycleof a mentorship relationship
Articulate the 7 supervisory responsibilities of a research mentor
Identify criteria to evaluate the functionality of your mentorship relationship
Describe strategies to seek support
✓
✓
3
4
7 SupervisoryResponsibilities
Set expectations/Take baseline assessment
Delegate/teach/traineffectively
Give kudos and corrective feedback continuously
Articulate & enforce consequences
Manage conflict
Provide support
1
2
3
4
5
6
7
Recognize progress & reward achievement
Which means that you, emerging scientist, need to regularly assess the functionality of your mentor and the health of your relationship through a supervisory lens every 1-3 months
Recognize it
© 2019 The Regents of the University of California. All rights reserved. Please do not reprint without permission. [email protected]
7 SupervisoryResponsibilities
Set expectations/
Take baseline
assessment
Delegate/teach/train
effectively
Give kudos and
corrective feedback
continuously
Articulate & enforce
consequences
Manage conflict
Provide support
1
2
3
4
5
6
7
Recognize progress
& reward
achievement
PhD advisors/PIs have a supervisory component to their mentoring role
Which means that you, emerging scientist, need to regularly assess the functionality of your mentor and the health of your relationship through a supervisory lens every 1-3 months
20+1 Questions in Managing Up: Assessing your Research Mentor’s Supervisory Ability and the Functionality of Your Relationship
Copyright © 2019 Naledi Saul. [email protected]. Office of Career & Professional Development, University of California, San Francisco. Managing Your Relationship With Your Research Mentor is part of the Managing-Up Workshop Series. career.ucsf.edu/manageup.
Responsibilities Criteria Disagree Agree
1 Set Expectations 1 I can articulate my mentor’s performance/productivity expectations for me (What you should do, e.g.: work hours, key milestones on a project; if there are any timelines regarding training, etc.)
1 2 3 4 5 6 7 8 9 10
2 I can describe my mentor’s conduct/behavioral expectations for me in the lab (How you should act, e.g.: how you should address people in the lab; how you should communicate, etc.)
1 2 3 4 5 6 7 8 9 10
3 I can describe my mentor’s expectations for me when we interact/communicate ( e.g.: How you should prepare for/behave in 1:1 meeting; how frequently you communicate; how they want you to communicate bad news, etc.)
1 2 3 4 5 6 7 8 9 10
4 My mentor’s conduct/behavior towards me is appropriate/professional 1 2 3 4 5 6 7 8 9 10
2 Teach, Train and Delegate
5 I can describe my mentor’s teaching/training approach 1 2 3 4 5 6 7 8 9 10 6 My mentor’s approach to teaching/training is effective with the way I learn 1 2 3 4 5 6 7 8 9 10 7 My mentor clearly delegates tasks and projects to me 1 2 3 4 5 6 7 8 9 10
3 Give Kudos & Corrective Feedback
8 My mentor regularly gives me kudos feedback (e.g.: You did X correctly/well. Well done! Keep doing X this way because…)
1 2 3 4 5 6 7 8 9 10
9 My mentor regularly gives me corrective feedback (e.g.: Please stop doing X this way. Do X way instead. Here’s why this is important...)
1 2 3 4 5 6 7 8 9 10
4 Recognize Progress & Reward Achievement
10 My mentor acknowledges my progress towards stated goals (e.g.: with private or public recognition, etc.)
1 2 3 4 5 6 7 8 9 10
11 My mentor has rewarded me when I excel (e.g.: nominated you for awards, access to new opportunities or resources, etc.)
1 2 3 4 5 6 7 8 9 10
5 Articulate & Enforce Consequences
12 My mentor has articulated clear consequences to me if I do not meet performance/productivity expectations 1 2 3 4 5 6 7 8 9 10
13 My mentor has articulated clear consequences to me if I do not meet behavioral/conduct expectations 1 2 3 4 5 6 7 8 9 10 14 My mentor fairly enforces poor performance and behavioral/conduct consequences with me 1 2 3 4 5 6 7 8 9 10
15 My mentor fairly enforces poor performance and behavioral/conduct consequences with others in the lab 1 2 3 4 5 6 7 8 9 10 6 Manage Conflict 16 My mentor has demonstrated an ability to effectively manage conflict in the lab 1 2 3 4 5 6 7 8 9 10
17 My mentor has demonstrated an ability to effectively manage conflict between us 1 2 3 4 5 6 7 8 9 10
7 Provide Support 18 My mentor has offered me support when I face challenges 1 2 3 4 5 6 7 8 9 10 19 My mentor’s actively supports my training goals 1 2 3 4 5 6 7 8 9 10 20 My mentor’s clearly supports my career goals 1 2 3 4 5 6 7 8 9 10
21 I feel good about my relationship with my mentor 1 2 3 4 5 6 7 8 9 10
Managing Your Relationship With Your Research Mentor
7
Copyright © 2019 Naledi Saul. [email protected]. Office of Career & Professional Development, University of California, San Francisco. Managing Your Relationship With Your Research Mentor is part of the Managing-Up Workshop Series. career.ucsf.edu/manageup.
© 2019 The Regents of the University of California. All rights reserved. Please do not reprint without permission. [email protected]
20+1 Questions in Managing Up: Assessing your Research Mentor’s Supervisory Ability and the Functionality of Your Relationship
Copyright © 2019 Naledi Saul. [email protected]. Office of Career & Professional Development, University of California, San Francisco. Managing Your Relationship With Your Research Mentor is part of the Managing-Up Workshop Series. career.ucsf.edu/manageup.
Responsibilities Criteria Disagree Agree
1 Set Expectations 1 I can articulate my mentor’s performance/productivity expectations for me (What you should do, e.g.: work hours, key milestones on a project; if there are any timelines regarding training, etc.)
1 2 3 4 5 6 7 8 9 10
2 I can describe my mentor’s conduct/behavioral expectations for me in the lab (How you should act, e.g.: how you should address people in the lab; how you should communicate, etc.)
1 2 3 4 5 6 7 8 9 10
3 I can describe my mentor’s expectations for me when we interact/communicate ( e.g.: How you should prepare for/behave in 1:1 meeting; how frequently you communicate; how they want you to communicate bad news, etc.)
1 2 3 4 5 6 7 8 9 10
4 My mentor’s conduct/behavior towards me is appropriate/professional 1 2 3 4 5 6 7 8 9 10
2 Teach, Train and Delegate
5 I can describe my mentor’s teaching/training approach 1 2 3 4 5 6 7 8 9 10 6 My mentor’s approach to teaching/training is effective with the way I learn 1 2 3 4 5 6 7 8 9 10 7 My mentor clearly delegates tasks and projects to me 1 2 3 4 5 6 7 8 9 10
3 Give Kudos & Corrective Feedback
8 My mentor regularly gives me kudos feedback (e.g.: You did X correctly/well. Well done! Keep doing X this way because…)
1 2 3 4 5 6 7 8 9 10
9 My mentor regularly gives me corrective feedback (e.g.: Please stop doing X this way. Do X way instead. Here’s why this is important...)
1 2 3 4 5 6 7 8 9 10
4 Recognize Progress & Reward Achievement
10 My mentor acknowledges my progress towards stated goals (e.g.: with private or public recognition, etc.)
1 2 3 4 5 6 7 8 9 10
11 My mentor has rewarded me when I excel (e.g.: nominated you for awards, access to new opportunities or resources, etc.)
1 2 3 4 5 6 7 8 9 10
5 Articulate & Enforce Consequences
12 My mentor has articulated clear consequences to me if I do not meet performance/productivity expectations 1 2 3 4 5 6 7 8 9 10
13 My mentor has articulated clear consequences to me if I do not meet behavioral/conduct expectations 1 2 3 4 5 6 7 8 9 10 14 My mentor fairly enforces poor performance and behavioral/conduct consequences with me 1 2 3 4 5 6 7 8 9 10
15 My mentor fairly enforces poor performance and behavioral/conduct consequences with others in the lab 1 2 3 4 5 6 7 8 9 10 6 Manage Conflict 16 My mentor has demonstrated an ability to effectively manage conflict in the lab 1 2 3 4 5 6 7 8 9 10
17 My mentor has demonstrated an ability to effectively manage conflict between us 1 2 3 4 5 6 7 8 9 10
7 Provide Support 18 My mentor has offered me support when I face challenges 1 2 3 4 5 6 7 8 9 10 19 My mentor’s actively supports my training goals 1 2 3 4 5 6 7 8 9 10 20 My mentor’s clearly supports my career goals 1 2 3 4 5 6 7 8 9 10
21 I feel good about my relationship with my mentor 1 2 3 4 5 6 7 8 9 10
20+1 Questions in Managing Up: Assessing your Research Mentor’s Supervisory Ability and the Functionality of Your Relationship
20 + 1 Questions to Manage Your Relationship: Assessing Your Research Mentor’s Supervisory Ability and the Functionality of Your Relationship
Effective supervision has been positively correlated with productivity and high morale. Since part of your research mentor’s role includes supervisory responsibilities, one way to evaluate the ‘health’ of your relationship with your research mentor is to assess your relationship every 3-6 months through the lens of their supervisory role. Other than hiring/firing, supervisors have seven main responsibilities, listed below. If you rate less than a 7 in any area, it can help to reach out to other mentors for perspective and guidance. They can help you develop strategies to proactively fill in the gaps in your training or address issues in your relationship and achieve your goals.
Copyright © 2019 Naledi Saul. [email protected]. Office of Career & Professional Development, University of California, San Francisco. Managing Your Relationship With Your Research Mentor is part of the Managing-Up Workshop Series. career.ucsf.edu/manageup.
Responsibilities Criteria Disagree Agree
1 Set Expectations 1 I can articulate my mentor’s performance/productivity expectations for me (What you should do, e.g.: work hours, key milestones on a project; if there are any timelines regarding training, etc.)
1 2 3 4 5 6 7 8 9 10
2 I can describe my mentor’s conduct/behavioral expectations for me in the lab (How you should act, e.g.: how you should address people in the lab; how you should communicate, etc.)
1 2 3 4 5 6 7 8 9 10
3 I can describe my mentor’s expectations for me when we interact/communicate ( e.g.: How you should prepare for/behave in 1:1 meeting; how frequently you communicate; how they want you to communicate bad news, etc.)
1 2 3 4 5 6 7 8 9 10
4 My mentor’s conduct/behavior towards me is appropriate/professional 1 2 3 4 5 6 7 8 9 10
2 Teach, Train and Delegate
5 I can describe my mentor’s teaching/training approach 1 2 3 4 5 6 7 8 9 10 6 My mentor’s approach to teaching/training is effective with the way I learn 1 2 3 4 5 6 7 8 9 10 7 My mentor clearly delegates tasks and projects to me 1 2 3 4 5 6 7 8 9 10
3 Give kudos & Corrective Feedback
8 My mentor regularly gives me kudos feedback (e.g.: You did X correctly/well. Well done! Keep doing X this way because…)
1 2 3 4 5 6 7 8 9 10
9 My mentor regularly gives me corrective feedback (e.g.: Please stop doing X this way. Do X way instead. Here’s why this is important...)
1 2 3 4 5 6 7 8 9 10
4 Recognize Progress & Reward Achievement
10 My mentor acknowledges my progress towards stated goals (e.g.: with private or public recognition, etc.)
1 2 3 4 5 6 7 8 9 10
11 My mentor has rewarded me when I excel (e.g.: nominated you for awards, access to new opportunities or resources, etc.)
1 2 3 4 5 6 7 8 9 10
5 Articulate & Enforce Consequences
12 My mentor has articulated clear consequences to me if I do not meet performance/productivity expectations 1 2 3 4 5 6 7 8 9 10
13 My mentor has articulated clear consequences to me if I do not meet behavioral/conduct expectations 1 2 3 4 5 6 7 8 9 10 14 My mentor fairly enforces poor performance and behavioral/conduct consequences with me 1 2 3 4 5 6 7 8 9 10
15 My mentor fairly enforces poor performance and behavioral/conduct consequences with others in the lab 1 2 3 4 5 6 7 8 9 10 6 Manage Conflict 16 My mentor has demonstrated an ability to effectively manage conflict in the lab 1 2 3 4 5 6 7 8 9 10
17 My mentor has demonstrated an ability to effectively manage conflict between us 1 2 3 4 5 6 7 8 9 10
7 Provide Support 18 My mentor has offered me support when I face challenges 1 2 3 4 5 6 7 8 9 10 19 My mentor’s actively supports my training goals 1 2 3 4 5 6 7 8 9 10 20 My mentor’s clearly supports my career goals 1 2 3 4 5 6 7 8 9 10
21 I feel good about my relationship with my mentor 1 2 3 4 5 6 7 8 9 10
© 2019 The Regents of the University of California. All rights reserved. Please do not reprint without permission. [email protected]
20+1 Questions in Managing Up: Assessing your Research Mentor’s Supervisory Ability and the Functionality of Your Relationship
Copyright © 2019 Naledi Saul. [email protected]. Office of Career & Professional Development, University of California, San Francisco. Managing Your Relationship With Your Research Mentor is part of the Managing-Up Workshop Series. career.ucsf.edu/manageup.
Responsibilities Criteria Disagree Agree
1 Set Expectations 1 I can articulate my mentor’s performance/productivity expectations for me (What you should do, e.g.: work hours, key milestones on a project; if there are any timelines regarding training, etc.)
1 2 3 4 5 6 7 8 9 10
2 I can describe my mentor’s conduct/behavioral expectations for me in the lab (How you should act, e.g.: how you should address people in the lab; how you should communicate, etc.)
1 2 3 4 5 6 7 8 9 10
3 I can describe my mentor’s expectations for me when we interact/communicate ( e.g.: How you should prepare for/behave in 1:1 meeting; how frequently you communicate; how they want you to communicate bad news, etc.)
1 2 3 4 5 6 7 8 9 10
4 My mentor’s conduct/behavior towards me is appropriate/professional 1 2 3 4 5 6 7 8 9 10
2 Teach, Train and Delegate
5 I can describe my mentor’s teaching/training approach 1 2 3 4 5 6 7 8 9 10 6 My mentor’s approach to teaching/training is effective with the way I learn 1 2 3 4 5 6 7 8 9 10 7 My mentor clearly delegates tasks and projects to me 1 2 3 4 5 6 7 8 9 10
3 Give Kudos & Corrective Feedback
8 My mentor regularly gives me kudos feedback (e.g.: You did X correctly/well. Well done! Keep doing X this way because…)
1 2 3 4 5 6 7 8 9 10
9 My mentor regularly gives me corrective feedback (e.g.: Please stop doing X this way. Do X way instead. Here’s why this is important...)
1 2 3 4 5 6 7 8 9 10
4 Recognize Progress & Reward Achievement
10 My mentor acknowledges my progress towards stated goals (e.g.: with private or public recognition, etc.)
1 2 3 4 5 6 7 8 9 10
11 My mentor has rewarded me when I excel (e.g.: nominated you for awards, access to new opportunities or resources, etc.)
1 2 3 4 5 6 7 8 9 10
5 Articulate & Enforce Consequences
12 My mentor has articulated clear consequences to me if I do not meet performance/productivity expectations 1 2 3 4 5 6 7 8 9 10
13 My mentor has articulated clear consequences to me if I do not meet behavioral/conduct expectations 1 2 3 4 5 6 7 8 9 10 14 My mentor fairly enforces poor performance and behavioral/conduct consequences with me 1 2 3 4 5 6 7 8 9 10
15 My mentor fairly enforces poor performance and behavioral/conduct consequences with others in the lab 1 2 3 4 5 6 7 8 9 10 6 Manage Conflict 16 My mentor has demonstrated an ability to effectively manage conflict in the lab 1 2 3 4 5 6 7 8 9 10
17 My mentor has demonstrated an ability to effectively manage conflict between us 1 2 3 4 5 6 7 8 9 10
7 Provide Support 18 My mentor has offered me support when I face challenges 1 2 3 4 5 6 7 8 9 10 19 My mentor’s actively supports my training goals 1 2 3 4 5 6 7 8 9 10 20 My mentor’s clearly supports my career goals 1 2 3 4 5 6 7 8 9 10
21 I feel good about my relationship with my mentor 1 2 3 4 5 6 7 8 9 10
20+1 Questions in Managing Up: Assessing your Research Mentor’s Supervisory Ability and the Functionality of Your Relationship
20 + 1 Questions to Manage Your Relationship: Assessing Your Research Mentor’s Supervisory Ability and the Functionality of Your Relationship
Effective supervision has been positively correlated with productivity and high morale. Since part of your research mentor’s role includes supervisory responsibilities, one way to evaluate the ‘health’ of your relationship with your research mentor is to assess your relationship every 3-6 months through the lens of their supervisory role. Other than hiring/firing, supervisors have seven main responsibilities, listed below. If you rate less than a 7 in any area, it can help to reach out to other mentors for perspective and guidance. They can help you develop strategies to proactively fill in the gaps in your training or address issues in your relationship and achieve your goals.
Copyright © 2019 Naledi Saul. [email protected]. Office of Career & Professional Development, University of California, San Francisco. Managing Your Relationship With Your Research Mentor is part of the Managing-Up Workshop Series. career.ucsf.edu/manageup.
Responsibilities Criteria Disagree Agree
1 Set Expectations 1 I can articulate my mentor’s performance/productivity expectations for me (What you should do, e.g.: work hours, key milestones on a project; if there are any timelines regarding training, etc.)
1 2 3 4 5 6 7 8 9 10
2 I can describe my mentor’s conduct/behavioral expectations for me in the lab (How you should act, e.g.: how you should address people in the lab; how you should communicate, etc.)
1 2 3 4 5 6 7 8 9 10
3 I can describe my mentor’s expectations for me when we interact/communicate ( e.g.: How you should prepare for/behave in 1:1 meeting; how frequently you communicate; how they want you to communicate bad news, etc.)
1 2 3 4 5 6 7 8 9 10
4 My mentor’s conduct/behavior towards me is appropriate/professional 1 2 3 4 5 6 7 8 9 10
2 Teach, Train and Delegate
5 I can describe my mentor’s teaching/training approach 1 2 3 4 5 6 7 8 9 10 6 My mentor’s approach to teaching/training is effective with the way I learn 1 2 3 4 5 6 7 8 9 10 7 My mentor clearly delegates tasks and projects to me 1 2 3 4 5 6 7 8 9 10
3 Give kudos & Corrective Feedback
8 My mentor regularly gives me kudos feedback (e.g.: You did X correctly/well. Well done! Keep doing X this way because…)
1 2 3 4 5 6 7 8 9 10
9 My mentor regularly gives me corrective feedback (e.g.: Please stop doing X this way. Do X way instead. Here’s why this is important...)
1 2 3 4 5 6 7 8 9 10
4 Recognize Progress & Reward Achievement
10 My mentor acknowledges my progress towards stated goals (e.g.: with private or public recognition, etc.)
1 2 3 4 5 6 7 8 9 10
11 My mentor has rewarded me when I excel (e.g.: nominated you for awards, access to new opportunities or resources, etc.)
1 2 3 4 5 6 7 8 9 10
5 Articulate & Enforce Consequences
12 My mentor has articulated clear consequences to me if I do not meet performance/productivity expectations 1 2 3 4 5 6 7 8 9 10
13 My mentor has articulated clear consequences to me if I do not meet behavioral/conduct expectations 1 2 3 4 5 6 7 8 9 10 14 My mentor fairly enforces poor performance and behavioral/conduct consequences with me 1 2 3 4 5 6 7 8 9 10
15 My mentor fairly enforces poor performance and behavioral/conduct consequences with others in the lab 1 2 3 4 5 6 7 8 9 10 6 Manage Conflict 16 My mentor has demonstrated an ability to effectively manage conflict in the lab 1 2 3 4 5 6 7 8 9 10
17 My mentor has demonstrated an ability to effectively manage conflict between us 1 2 3 4 5 6 7 8 9 10
7 Provide Support 18 My mentor has offered me support when I face challenges 1 2 3 4 5 6 7 8 9 10 19 My mentor’s actively supports my training goals 1 2 3 4 5 6 7 8 9 10 20 My mentor’s clearly supports my career goals 1 2 3 4 5 6 7 8 9 10
21 I feel good about my relationship with my mentor 1 2 3 4 5 6 7 8 9 10
Any area you rate yourself between a 1 - 3
Needs attention in the next 1-3
months.
Manage it.
Any area you rate yourself between a 4-7:
Might need some attention.
Watch it.
Any area you rate yourself a 8 or above:
You’re doing great!
Celebrate it!
Managing Your Relationship With Your Research Mentor
8
Copyright © 2019 Naledi Saul. [email protected]. Office of Career & Professional Development, University of California, San Francisco. Managing Your Relationship With Your Research Mentor is part of the Managing-Up Workshop Series. career.ucsf.edu/manageup.
© 2019 The Regents of the University of California. All rights reserved. Please do not reprint without permission. [email protected]
Learning Outcomes: By the end of this workshop, and will be able to
Define mentorship and the lifecycleof a mentorship relationship
Articulate the 7 supervisory responsibilities of a research mentor
Identify criteria to evaluate the functionality of your mentorship relationship
Describe strategies to seek support
✓
✓
✓
4
Manage it
4 foundationalthings you need toknow tomanage upeffectively
© 2019 The Regents of the University of California. All rights reserved. Please do not reprint without permission. [email protected]
Established Scientist Emerging Scientist
Hey! Remember
when we said
this?
Definition Zuckerman H. Scientific Elite: Nobel Laureates in the United States. New York, NY: Free Press; 1977. www.ahajournals.org/doi/full/10.1161/CIRCULATIONAHA.107.752683
Your Relationship With Your Research Mentor is…
1. norms and standards,
2. values and attitudes, and
3. knowledge, skills, and behaviors…
“a complex and multidimensional process through which emerging scientists acquire the:
to develop into successful independent researchers”
Managing Your Relationship With Your Research Mentor
9
Copyright © 2019 Naledi Saul. [email protected]. Office of Career & Professional Development, University of California, San Francisco. Managing Your Relationship With Your Research Mentor is part of the Managing-Up Workshop Series. career.ucsf.edu/manageup.
© 2019 The Regents of the University of California. All rights reserved. Please do not reprint without permission. [email protected]
Supervisory issues with your research mentor are complex situations.
1. A red flag is a sign something is wrong.2. Many complex things are successfully managed by focusing on the red flags
Babies Cars Any Work Situation
Physics of an internal combustion enginePediatric physiology & disease states Professional relationships with power differentials
3. When you see a red flag: 1) action is required, 2) time is of the essence & 3) it usually involves outside help Dissect
Assess
Fix
A ‘red flag’ approach is one way to manage complex situations or systems
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Because your situation might involve issues in multiple areas that will require a case management approach (conservative interventions, frequent assessment, close monitoring) – and possibly clout - over a period of time
Why not just figure it out yourself?
AB C
1. Not clear on expectations
2. Conflict with someone in lab 4. Disagreement about readiness to advance to candidacy
3. You’d like more feedback
Managing Your Relationship With Your Research Mentor
10
Copyright © 2019 Naledi Saul. [email protected]. Office of Career & Professional Development, University of California, San Francisco. Managing Your Relationship With Your Research Mentor is part of the Managing-Up Workshop Series. career.ucsf.edu/manageup.
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19
Define mentorship and the lifecycleof a mentorship relationship
Articulate the 7 supervisory responsibilities of a research mentor
Identify criteria to evaluate the functionality of your mentorship relationship
Describe strategies to seek support
✓
✓
✓
4
Manage itLearning Outcomes: By the end of this workshop, and will be able to
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20
Individuals who have tangibly helped your advance your work or your career
Mentors, Advocates and Allies, oh my!
Individuals or offices specifically tasks with supporting you Individuals who would be
familiar and sympathetic to your situation
• Anyone who has mentored you in some other capacity
• Previous advisors• Faculty• Anyone who ever wrote
you a letter of recommendation
• program coordinators, (if you’re a McNair scholar, etc.)
• Dean of Students• Department chairs• Student Health• Office of the Ombuds• Care Advocate, etc.• Student leaders
• Faculty in your/other departments
• Staff• Department
administrator • Fellow students• Individuals you
connected with at a conference
AlliesAdvocatesMentors
Managing Your Relationship With Your Research Mentor
11
Copyright © 2019 Naledi Saul. [email protected]. Office of Career & Professional Development, University of California, San Francisco. Managing Your Relationship With Your Research Mentor is part of the Managing-Up Workshop Series. career.ucsf.edu/manageup.
© 2019 The Regents of the University of California. All rights reserved. Please do not reprint without permission. [email protected]
21
You might wonder who it is safe to talk to. Scope it out!
Mentors, Advocates and Allies, oh my!
It’s absolutely okay to askand clarify how someone can help you and the level of confidentiality they can offer, before you disclose anything.
You’re going to have to talk to someone…..
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22
“What advice to you give to someone whose advisor might be sitting on their paper?”
Mentors, Advocates and Allies, oh my!
“Asking for a friend. I want to help them, but I’ve never had this happen before”
You can use the third personuntil you feel safe.
Not: “How can you help me, I am experiencing this”
But: “How do you help students experiencing this?””
It’s absolutely okay to askand clarify how someone can help you and the level of confidentiality they can offer, before you disclose anything.
Mentor
Allies
Managing Your Relationship With Your Research Mentor
12
Copyright © 2019 Naledi Saul. [email protected]. Office of Career & Professional Development, University of California, San Francisco. Managing Your Relationship With Your Research Mentor is part of the Managing-Up Workshop Series. career.ucsf.edu/manageup.
© 2019 The Regents of the University of California. All rights reserved. Please do not reprint without permission. [email protected]
23
Mentors, Advocates and Allies, oh my!
You can use the third personuntil you feel safe.
Not: “How can you help me, I am experiencing this”
But: “How do you help students experiencing this?””
It’s absolutely okay to askand clarify how someone can help you and the level of confidentiality they can offer, before you disclose anything.
“Can you talk a little about about how you (your office) has supported students/postdocs who are experiencing challengesin their labs?”
“Asking for a friend”
“No, I’m just information gathering.”
Advocates
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24
“How does your office support students who have concerns about sexual harassment?”
“What level of confidentiality is your office able to offer students?”
Mentors, Advocates and Allies, oh my!
You can use the third personuntil you feel safe.
Not: “How can you help me, I am experiencing this”
But: “How do you help students experiencing this?””
It’s absolutely okay to askand clarify how someone can help you and the level of confidentiality they can offer, before you disclose anything.
“I’m just informing myself about the resources at this institution.”
Advocates
Managing Your Relationship With Your Research Mentor
13
Copyright © 2019 Naledi Saul. [email protected]. Office of Career & Professional Development, University of California, San Francisco. Managing Your Relationship With Your Research Mentor is part of the Managing-Up Workshop Series. career.ucsf.edu/manageup.
© 2019 The Regents of the University of California. All rights reserved. Please do not reprint without permission. [email protected]
25
Mentors, Advocates and Allies, oh my!
1. Don’t tell story chronologically, unless
asked to do so.
2. Pick an area instead and identify the main issue (meeting expectations)
3. Rather than accusations, focus on
information gathering
4. Ask for advice,perspective…particularly how others have handled such situations
“I’m asking people I respect for
help in skillfully respond to some
feedback.”
“My advisor just told me in passing
that I was not meeting
expectations and ‘we should talk.’”
“I was wondering about how you
would advise students to prepare
for such a meeting.”
How to focus on getting help?
Give them the abstract first:
You haven’t seen too much of your mentor –they’ve been busy. But yesterday they told you you weren’t meeting their expectations for a while now and your work isn’t ‘sufficiently rigorous’.
You have a meeting scheduled next week.
Mentor
Advocates
Allies
Situation:
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26
Mentors, Advocates and Allies, oh my!
1. Don’t tell story chronologically, unless asked to do so.
2. Pick an area instead and identify the main issue (rewarding achievement)
3. Rather than accusations, focus on information gathering
4. Ask for advice,perspective…particularly how others have handled such situations
How to focus on getting help? Give them the abstract first:
A year ago, your research mentor said earlier that you would be first author on a paper for a project you took over from a postdoc.
But last week in lab meeting, she announced that the postdoc would be first author.
Mentor
Advocates
Allies
Situation:
“I realize I’m unfamiliar with the process of deciding who is first author.”
“I would appreciate your perspective on what criteria should shape students’ thinking on deciding authorship.”
Managing Your Relationship With Your Research Mentor
14
Copyright © 2019 Naledi Saul. [email protected]. Office of Career & Professional Development, University of California, San Francisco. Managing Your Relationship With Your Research Mentor is part of the Managing-Up Workshop Series. career.ucsf.edu/manageup.
© 2019 The Regents of the University of California. All rights reserved. Please do not reprint without permission. [email protected]
27
Mentors, Advocates and Allies, oh my! How to focus on getting help? Give them the abstract first:
A year ago, your research mentor said earlier that you would be first author on a paper for a project you took over from a postdoc.
But last week in lab meeting, she announced that the postdoc would be first author.
Mentor
Advocates
Allies
Situation:
“I’d appreciate your advice about a situation in a collaboration I’m a part of.”
“I’ve discussed it with my advisor, but I would also appreciate an outside perspective.
Could we talk for about 15 minutes?“
“Thank you for meeting with me.
“I’ve been part of a collaboration with a postdoc in my lab for the past 6 months. There was a verbal agreement between all parties. that I would be first author based on my contribution. However, yesterday in a meeting, my PI suggested that the postdoc would be first author.
“I’m not sure how to approach this. I’m looking for advice, because I
want to respondprofessionally.”
Find time to meet:
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Because your situation might involve issues in multiple areas that will require a case management approach (conservative interventions, frequent assessment, close monitoring) – and possibly clout - over a period of time
How people can help
AB C
1. Not clear on expectations
2. Conflict with someone in lab 4. Disagreement about readiness to advance to candidacy
Mentor
Advocates
Allies
3. You’d like more feedback
Managing Your Relationship With Your Research Mentor
15
Copyright © 2019 Naledi Saul. [email protected]. Office of Career & Professional Development, University of California, San Francisco. Managing Your Relationship With Your Research Mentor is part of the Managing-Up Workshop Series. career.ucsf.edu/manageup.
© 2019 The Regents of the University of California. All rights reserved. Please do not reprint without permission. [email protected]
Learning Outcomes: We’re at the end of this workshop, and you can now:
Anything in the red zone is a red flag, and you might need to manage up
Find Mentors, Advocates and Allies: Your framing is one of a request for advice and mentorship: “How do things work here and how have others handled this?”
Define mentorship and the lifecycleof a mentorship relationship
Articulate the 7 supervisory responsibilities of a research mentor
Identify criteria to evaluate the functionality of your mentorship relationship
Describe strategies to seek support
1
2
3
4
Your relationship with your research mentor is “a complex and multidimensional process through which emerging scientists acquire the norms and standards, values and attitudes, and knowledge, skills, and behaviors to develop into successful independent researchers.”
Give kudos and corrective
feedback
Recognize progress and
reward achievement
Articulate and enforce
consequences
Set expectations
Teach, train and delegate
Manage conflict
Provide support