Patricia A. Arean, Ph.D.University of California, San Francisco

POST DOCTORAL FELLOWS AND JUNIOR FACULTY

Mentorship Quadrants

Low skill, lots of guidance

Some skill, High guidance

High Skill, High Guidance

High skill, Low guidance

Warning: Steaming

Swamp of Co-dependence

Postdoctoral FellowsOBJECTIVE: To solidify a research or clinical direction and teach basic skills to further their success in their career.

The developmental perspective

Education/training

Independent study

Fine tuning

Consultation

Major Goals•Advance their career by providing opportunities for:•Enhancement of research/clinical skills;•Engagement in scholarly endeavors (writing publishing);•Introduction into professional, management and leadership skills.

Major Tools•The Individualized Development Plan•Regular meetings to discuss career development activitiesOpportunities to Teach/SuperviseConference ParticipationPublications Small award opportunitiesLeadership issues

•360o Evaluations•Goal Evaluation

The IDP• Covers fellows current short and long term goals•What they want from the post doctoral experience•What skills do they need to work on• Research• Teaching• Clinical• Writing• Leadership

• Methods for reaching goals• Timeline for reaching goals

Goal Evaluation• Specificity

Has your mentee identified specific short and long term goals?

Are the goals definite and precise?• Measurability

Are your mentee’s goals quantifiable in nature? Has your mentee determined how to measure

success?• Work Plan

Does your mentee have an action plan to achieve their goals?

Has your mentee considered the outcome of achieving these

goals?• Reality Check

Are your mentee's goals realistic given the circumstances?

Has your mentee determined a completion date? Can success be achieved within the time allocated? Will additional resources or tools be needed to

achieve Success?

360o Evaluation•Used as a leadership/interpersonal tool•Everyone evaluates everyone else and themself•Meant to be positive:•Strengths and areas for growth

Junior FacultyObjective: In addition to career advancement, you are to help your mentee succeed in academia.

The developmental perspective

Education/training

Independent study

Fine tuning

Consultation

Mentoring Tools•Same tools apply, but the goals will be more developmental and focused on promotion.•Focus on:•Grant Support•What is expected of faculty to promote (educational portfolios, research, number of publications and type)

Mentoring Tools•Same tools apply, but the goals will be more developmental and focused on promotion.•Focus on:•Grant Support•What is expected of faculty to promote (educational portfolios, research, number of publications and type)• Assist with the academic review

•Career mentor is usually not lab director, supervisor!

New concept…We always need mentoring•Leadership coaching•Harvard Macy Medical Education Leadership•CORO center for Leadership training

DISCUSSION ON MENTORING

The developmental perspective

Education/training

Independent study

Content mentoring

Consultation

Special considerations• Ethnic minorities• Cultural differences in respect of authority (as leaders and

team members)• Family priorities

• People raised with SES disadvantage• Prior educational issues• Financial constraints

• Disabilities• Accommodations for physical/cognitive limitations

• Gender• Don’t assume gender perspectives are uniform

Model Mentoring Programs:• UCSF faculty and post doctoral mentoring program:• http://acpers.ucsf.edu/mentoring/

• NIMH Summer Research Institute• http://sri.ucsd.edu/theprogram.html

• NIMH Advanced Research Institute• http://www.cornellpsychiatry.org/research/ari.html

• OBSSR Summer Research Institute• http://obssr.od.nih.gov/training_and_education/

annual_Randomized_Clinical_Trials_course/RCT_info.aspx

Q&A