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HAVE A SUCCESSFUL MENTORING RELATIONSHIP

T H I S R E P O R T F O C U S E S O N T H E I M P O R T A N C E O F M E N T O R I N G I N T H E L I F E S C I E N C E S W H I L S T P R O V I D I N G S O M E A D V I C E O N B E S T P R A C T I C E

MENTORINGH A V E A S U C C E S S F U L R E L A T I O N S H I P

CONTENTS

1. INTRODUCTION 1

2. WHAT IS MENTORING 1

2.1 THE BENEFITS OF MENTORING 2

2.2 MENTORING IN THE LIFE SCIENCES 3

3. THE ROLE OF A MENTOR 3

4. HOW TO BE AN EFFECTIVE MENTOR 4

5. HOW TO BE AN EFFECTIVE MENTEE 5

6. THE IMPORTANCE OF SPONSORS 6

7. SUMMARY 7

8. REFERENCES 8

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1. IntroductionThe purposeof this SULSA report is to explore the rolementoring and sponsorship playswithinthelifesciencesresearchcommunity,whilstprovidingsomeadviceonbestpracticeforhavingasuccessfulmentoringrelationship.ThisreporthasbeencreatedtosupportthecareerdevelopmentofSULSAresearchersatboththementoringandmenteelevel.Itisaimedatthosewhowanttofindouthowtomaximisethebenefitsofasuccessfulmentoringrelationshipandwho:

• Arealreadyamentorormenteewithintheir institutionandwishto improveupontheircurrentmentoringrelationship;

• Wishestobecomeamentorormentee2. WhatisMentoringMentoringhasplayedapivotalroleininduction,trainingandsupportwithinprivate,publicandvoluntaryorganisationformanyyears.Thevarioustheoriesandapproachestomentoringschemesmeanthatpeople’sconceptsofmentoringvaryconsiderably.Therefore,tobeginwith,itisusefultorecognisethemaincharacteristicsofmentoring(Figure1).

Mentoring

• Ongoingrelationshipthatcanlastforalongperiodoftime

• Informalnature;meetingscantakeplaceasandwhenthementeeneeds

someadvice,guidanceandsupport

• Longtermandtakesabroaderviewoftheperson

• Mentorisusuallymoreexperiencedandqualifiedthantheclient,oftena

seniorpersonintheorganisationwhocanpassknowledge,experience

andopendoorstootherwiseout-of-reachopportunities

• Focusisoncareerandpersonaldevelopment

• Agendaissetbythementee,withthementorprovidingsupportand

guidancetopreparethemforfutureroles

• Mentoringrevolvesmorearounddevelopingthementeeprofessionally

Figure1.Summaryofmentoring.Source:AdaptedbySULSAfromConnorandPokora,CoachingandMentoringatWork,2012Therearetypicallytwoapproachestomentoring.Thefirst,andmoretraditionalmethod,isknown as the patronage/sponsorship model. This model focuses on the hierarchicalrelationshipbetweenthementorandmenteewithaveryseniormemberofstaffmentoringa junior member to ‘become like them’. Although used in many situations today, this

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approach lacks diversity and leads to the mentee becoming somewhat reliant on theirmentor.Thesecondmodel,which isencouragedbySULSA, favours themodern ideaofmentoringknownasthedevelopmentmodel.Thismodelfocusesonthementeedrivingtheirowncareerprogressionbysettingthementoringagendaandtakingchargeoftheirowndevelopment.Thementorissomeonewithgreaterexperienceand,althoughtypicallyagradeabovethementee,thisrelationshipisnotbasedonhierarchy.2.1BenefitsofMentoringManyrenownedprofessionalsattributetheircareer’ssuccesstohavingamentorwhotookaninterestinworkingwiththemduringtheircareer.Assuch,findingamentorisoneofthemost important strategic career decisions you canmake. The importanceofmentoring isfurtherevidentbythenumerousbenefitsitproduces(Figure2).

TheBenefitsofMentoring

FortheMentor FortheMentee FortheInstitution

• Allowsthementorto“giveback”toboththeinstitutionandthementee

• Increasesthementee’sself-confidence

• Conveystopeoplewithintheinstitutionthatmanagementiswillingtoinvestinitsemployees/students

• Remindsthementorhowtolistenactivelyratherthanpassively

• Helpsthementeelearntotakebettercontroloftheirowncareer

• Showtheoutsideworldthattheinstitutionvaluesitsemployees/students

• Encouragesthementortoshareknowledge,whichhelpsincreasetheirself-worth

• Teachesthementeehowtospeakupandbeheard

• Fostersamoreloyalworkforce

• Strengthensthementor’sinterpersonalrelationshipskills

• Educatesthementeeonhowtoacceptfeedback

• Createsapositiveworkenvironment

• Teachesthementoraboutotherareas/departmentswithintheinstitution

• Improvesthementee’sinterpersonalrelationshipskills

• Fostersleadershipskillsinmentors

• Helpsre-energisethementor’scareer

• Providesanimportantnetworkingcontactforthementee

• Encouragesthementee’sgrowth

• Leadstomorepersonalsatisfactiononthementor’sbehalf

• Helpsthementeebetterunderstandtheinstitutesculture

• Promotesasenseofcooperationandharmonywithintheinstitution

Figure2.TheBenefitsofMentoring.Source:AdaptedbySULSAfromManagementMentors,2017

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2.1MentoringintheLifeSciencesMentoringisparticularlyimportantinthelifesciencessectorduetotheshortsupplyofjobsavailable.TheLifeScienceNetworkreportedthatdespitethefactover95%ofsciencePhDstudentswant to stay in academia,only0.5-1.6%of thembecomeprofessors. Theexactfigure varies on where you live, but none of the statistics are encouraging. This highlycompetitiveenvironmentmeansthatthestrategiccareerplanningthatgoeshand-in-handwithmentoring could give you the extra advantage required tomove forwardwith yourcareer.Furthermore,duetothepressuresofbeingasuccessfulacademic,manyresearchersfindtheystruggletomaintainapositivework-lifebalance.AreportbyTan-WilsonandStamp(2015)foundthatfemaleundergraduatessaidthatiftheyweretoattendagraduateschoolinSTEM,theywouldhavetogiveuphavingafamily.Thisisanunfortunatepreconceptionandarealityforsome. Inastudyofmenandwomenwhograduatedfrom1965to1990,32%of thewomenand16%ofthemenleftscienceafterstartingsciencecareers,withtheinabilityofbalancing career success with a meaningful family life given as one of the top reasons(Preston,2004).Oneofthekeywaystoovercomethisproblemistocreateastrongsupportnetworkwhilst receivingguidance fromthosewhohavegonethroughsimilarexperiencesthemselves.This iswherementoringcanplayavitalrole inprovidingencouragementandsupporttoempowerparents.3. TheRoleofaMentorAllpartiesmusthavea realisticexpectationofwhat to shouldexpect fromamentorandwheretheboundarieslie.Thefollowingtablehelpstohighlightwhatamentorwillandwon’tdoforamentee(Figure3).

WhatisExpectedofaMentor WhatisnotExpectedofaMentorUse experience and wisdom to guide thementee

Sponsorship (see section 6) such asprovidingreferencesandhelpingyoupursuenewjobopportunities

Provideadvice,feedbackandsupport Providing therapy or behaving like thementee’ssocialworker

Encouragereflection Coaching(althoughsomesimilartechniquesmaybeused)

Figure3.TheRoleofaMentor.Source:SULSA,2017

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4. HowtobeanEffectiveMentorYourInstitutionmusttakeownershipofthementoringframeworkanditsobjectives,andformanyofyouformalmentoringprogrammeswilleitherexistorbeinplanningasthevalueofthemarerecognised.IfyouareunawareofmentoringprogrammesinyourInstitutionyoushouldcontactyourlocalHRdepartment.Itis,however,importantthatboththementorandmentee take the appropriate steps to ensure they are fulfilling their role to its fullestpotential.Amentorshouldsupport,bothmateriallyandpsychologically,thecareersoftheirmenteeswhilstappreciatingtheimpacttheyaregoingtohaveontheircareer.Aneffectivementorshouldalsopossessthefollowingskills:

Willingnesstoshareskills,knowledgeandexpertise:agoodmentorappreciatesthatthisisanongoingrequirementoftherelationship,andunderstandstheimportanceofittoguidetheirmenteetoachievetheirpotentialandprogresswithintheirrole.Takesapersonalinterestinthementoringrelationship:goodmentorsdonottaketheirrolelightlyandarecommitted tohelping theirmentees succeed,whilst feelinggratification indoing so. Many mentors appreciate mentoring can also enhance their own career andpersonal development, and this valuing of their own growth can help to add a personalinterestandpassiontotherelationship.Provideshelpfulfeedback:oneofthemainresponsibilitiesofamentoristoprovideguidanceandeffectivefeedback.Thisiswherethementeeismostlikelytogrowbyidentifyingtheircurrentstrengthsandweaknessesandlearninghowtousethemintheirrole.Agoodmentorwillprovide theirmenteewithchallenges thatwill further theirprofessionaldevelopment

QualitiesofaGoodMentor

Willingnesstoshareskills,knowledge,expertise&wisdom

Takesapersonal

interestinthementoringrelationship

Provideshelpfulfeedback

ActiveListener

OpenMinded

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whilstalsoencouragingthemtobecomemoreself-awareandreflective.Theywillalsohelptheirmenteeaddressandbemorehonestaboutwheretheymighthavegonewrong.Activelistener:mentorsmustensuretheyareanactive,andnotpassive,listener.Theyshouldbefullyengagedandreinforcewhattheirmenteeissayingbyshowingnonverbalactionssuchaseyecontactandnodding.Theyshouldshowrealsincerityinwhatthementeeissayingandensuretheyaskquestions.Open-minded:agoodmentorshouldapproachtheirrelationshipwithanopenmindandtrytokeeptheirownthoughts,valuesystemandprejudicesaside.Theyneedtoopentheirmindtoanewwayofthinking.5. HowtobeanEffectiveMenteeTomaximisethequalitiesofaneffectivementor,amenteeshouldpossessthefollowingskills:

Take responsibility for own learning: amentee should know exactly what they want toachievewithintheirrole,settingtheirownobjectivesandmentoringagenda.Amenteewillonlygetoutofthementoringrelationshipwhattheyputintoit.Amentorhastheabilitytoequipamenteewiththeknowledgetheypossess,butonlyifthementeeiswillingtotakeresponsibilityandabsorballtheknowledgetheycan.Be realistic:whilst appreciating the influence amentor can have on their career, a goodmenteemustalsorealisethattheyarenotmiracleworkersbutbusyprofessionalswhoarewillingtoinvesttheirtimeandeffortintoamenteescareerdevelopment.Assuch,amenteeshouldsetattainableyetchallenging,goalsforthetimespentwiththeirmentor.Amenteeshouldalsorecognisetheimportanceofvariousdevelopmenttoolsandnotsinglyrelyonthementoringrelationshiptoaidintheircareergrowth.

Qualitiesofagoodmentee

Takeresponsibility

forownlearning

BeRealistic

BeopentoFeedback

BePrepared

BeOpenandHonest

BeOpen-minded

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Opentofeedback:amenteemustbeopentothefeedbackreceivedfromtheirmentorandbewillingtolookatasituationfromanotherperson’sperceptiontogainamoreobjectionviewpoint. Being open to try new things and considering alternative ways to achievesomethingisoneofthebiggestvaluesgainedviaamentoringrelationship.Beprepared:amenteeshouldbefullypreparedandcometoeachmeetingwithapreparedagenda.Ifyouhaveapreparedsetofobjectivestodiscusswithyourmentor,youaremorelikelytostayontaskandoptimiseyourtimetogether.Beingpreparedalsoensuresamenteeisbeingrespectfuloftheirmentor’stimeandshowsappreciationofthetimethementorisvolunteeringtothem.Be open and honest: a mentee must understand and appreciate their own needs andobjectivestoeffectivelysharethemwiththeirmentor.Thisrequiresself-reflectionandthewillingnesstobeopenandhonestwiththeirmentortodiscusstheareasthatmayneedwork.Beopen-minded:beingopen-mindedisatwo-wayquality,solikethementor,amenteemustapproachtherelationshipwithanopenmindandtrytokeeptheirownprejudicesasidewhilstopeningtheirmindtoanewwayofthinking. 6. TheImportanceofSponsorsAlongsideamentoringprogramme,SULSAalsoencouragesearlycareerresearcherstoseekoutasponsor.SponsorsasdefinedbyCatalyst(2017)areadvocatesinpositionsofauthoritywhousetheirinfluenceintentionallytohelpothersadvance,whilementorsprovideadvice,feedbackandcoaching.Althoughlesstalkedabout,sponsorsareequallyimportantastheycanopenthedoortoanarrayofopportunitiesandwillhaveamassiveimpactonyourcareertrajectory.Theyarethepeoplethatwillputyouforwardfornewpositions,alertyouaboutjob prospects, be your advocate when you are pursuing new opportunities and providereferences.Unlikementoring,wherehierarchyisnotapriority,themoresenioryoursponsor,thequickeryou will advance. A sponsoring relationship will usually happen organically viarecommendations,workprojects,andnetworking.TheGuardian(2013)outlinethefollowingtoptipsforattractingasponsor:• Developareputationasarespectedcolleague.Bereliable,flexibleandfriendly.• Prepareanelevatorspeechaboutcurrentprojectsyouareworkingonandthevalueyou

areadding.• Manageyourcareer–takethetimetoevaluateyourskills,growthareasandinterests.

Knowwhereyouwanttogointheorganisation.Askforfeedbackandfollowit.• Aimformultiplesponsorswithdifferentpointsofview.• Keepsponsorsuptodatewithyouraccomplishments,andthankthemforeffortstaken.• Beawarethatyouractionsreflectonyouandyoursponsor.

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7. SummaryTosummarise,thepositiveimpactofsuccessfulmentoringandsponsorshipwithinthelifescienceslandscapeisundeniable.Ifthoseinvolvedinthementoringrelationshipcanharvestthekeyqualitiesandtipsmentionedinthisreporttheywillbewellontheirwaytoamutuallybeneficialproductiveandcareerenhancingrelationship.

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References

• ConnorandPokora(2012)CoachingandMentoringatWork:DevelopingEffectivePractice.[Online]availableat:www.books.google.co.uk/books?id=JTZFBgAAQBAJ&pg=PA14&lpg=PA14&dq=The+patronage/sponsorship+model+of+mentoring&source=bl&ots=XN_pD2L3Tl&sig=CdjZqVYzpmUUFXY3Atq6KpGsMPg&hl=en&sa=X&ved=0ahUKEwiV9IXMn-3VAhXmB8AKHbLZCusQ6AEIRTAF#v=onepage&q&f=false

• LifeScienceNetwork(2017)HowManyPhDGraduatesBecomeProfessors[Online]availableat:www.lifesciencenetwork11.connectedcommunity.org/blogs/leah-cannon/2016/09/15/how-many-phd-graduates-become-professors

• ManagementMentors(2017)TheBenefitsofMentoring[Online]availableat:www.management-mentors.com/resources/benefits-of-mentoring

• Preston,A.E.(2004)Pluggingtheleaksinthescientificworkforce[Online)availableat:www.issues.org/20-4/preston/

• Tan-Wilson,AandStamp,N(2015)CollegeStudents’ViewsofWork-LifeBalanceinSTEMResearchCareers:AddressingNegativePreconceptions[online]availableat:www.ncbi.nlm.nih.gov/pmc/articles/PMC4710394/

• TheGuardian(2013)Sponsorship:it’snotwhoyouknow,butwhoknowsyou[Online)availableat:www.theguardian.com/women-in-leadership/2013/jul/08/sponsorship-who-knows-you