Sponsored by the BaylorUTHouston Center for AIDS Research
Dorothy E. Lewis, Ph.D.
Slide 2
What does each party need/expect?
Slide 3
Slide 4
Importance of Mentoring Advice from someone who has been there
Advice about how to approach problems and technical issues Advice
from someone in the same boat as you
Slide 5
Rowing your own boat can be satisfyingbut also lonely
Slide 6
What Is a Mentor? Mentor was a friend of Odysseus charged with
educating his son Odysseus trusted Mentora big part of mentoring is
establishing trust Mentor was a tutor, an educator who imparted
knowledge important to create a new leader
Slide 7
Types of Mentors Mentor as in Odysseusa direct teacher Mentor
who advises about career Mentor in the same boat ALL ALL are
important for success
Slide 8
Responsibilities of the Mentor Find out what the mentee needs
Find out what the mentee wants, ie, big plans Find out how you as a
mentor can help
Slide 9
What the Mentor Is Not A Best Friend Forever. Friendship can
develop but the relationship is not really about friendship, ie,
your parents are not really your friends Someone who does the work
for youthe onus is on the mentee Someone who solves all problemsthe
mentor offers advice but is NOT a fixer Rather, the mentor offers
guidance, teaching, tutoring, and nudging in a successful
direction
Slide 10
Is There Only One Direction? Wise mentors know that there are
many useful directions in lifeAND its not YOUR life, its theirs
Think of the parenting exampleYou want the best for your children,
but its THEIR life
Slide 11
Slide 12
Inspiration Instruction does much, but encouragement does
everything Johann Wolfgang von Goethe
Slide 13
Slide 14
More Advice for Mentoring Best mentors push you out of your
comfort zone. My high school history teacher required special
projects of methat made me think about new worlds Mentors offer a
brain to pick, an ear to listen, and a gentle push in the right
direction
Slide 15
Slide 16
Aspects of the Mentoring Relationship Mentoringfocus is on
individual learners Coachingfocus is on a specific question or
skill Counselinga part of mentoring but focused on the big picture,
ie, where to go in life
Slide 17
Core Features of Mentors Coach Counselor Teacher Role model
Cheerleader
Slide 18
Coach Ever had a coach teach you how to play a sport, how to be
a teammate? Wisdom and technique are imparted, but the player has
to practice and get betteralso true in music instruction
Slide 19
Slide 20
Counselor Ever sought advice about a tough problema direction
to take that is the wisest? A counselor is different from a
coachinformation could be quite specific or quite general, but does
not usually involve HOW to do somethingmore HOW to get there
Slide 21
Slide 22
Teacher Ever had a great teacher? What did they do that was
special? I learned how to teach from a great teacher I had in
graduate school Someone to learn specific information froma
technique, a skill, a thought process We are all teachers, as we
are all learners
Slide 23
Slide 24
Mentor as Role Model I always saw people doing something I
wanted to do and tried to emulate them Charles Barkley always said
he did not want to be a role model, ie, someone to look up to and
emulate However, if you are good at something and recognized as
suchthe role model title follows
Slide 25
Slide 26
Cheerleader Who is your biggest cheerleader? My mom was my
biggest cheerleader (not a coach, directing my every move). She was
more on the sidelines, encouraging me to go forward My husband is
now my biggest cheerleader
Slide 27
Slide 28
What is a good strategy?
Slide 29
The Mentor Asks: Whats in It for Me? To help is the reward To
see advancement in the mentee To leave something tangible behind
Why do you help your own children? What do you get back? Sure, you
love them, but there is another component.
Slide 30
Slide 31
Five Questions for Mentors to Pose What is it that you really
want to be and do? What are you doing that is helping you get
there? What are you not doing well that hinders your progress? What
will you do differently tomorrow to meet those challenges? How can
I help and where do you need the most help?
Slide 32
MentorsCritical but not Skeptical Mentees are sharing their
ideasa part of themselves. So, it is important to listen and think
about their ideas before you criticize with a sharp knife. Try to
think about their ideas in positive terms, not negative terms. Try
to remember: The future belongs to those who believe in the beauty
of their dreams. Eleanor Roosevelt
Slide 33
The Highs and Lows of Research The lesson to impart, especially
in these trying times, is that self awareness trumps allthat is, it
is hugely important to know your strengths and weaknesses A mentor
can help a mentee with self-awareness crucial for success in
science (or anything)
Slide 34
Specific Tasks for Mentors Develop a written training program
for a mentee fellowship applicationif you need help with this, CFAR
can provide Individual Development Plans are all the rage and are
likely to be required in the future Document your previous/current
training recordif you have it all written down, it is easier to
retrieve Write letters of recommendation for the mentee and other
services, ie, reading grants, etc.
Slide 35
Slide 36
Specifics for Mentors Establish a time to meetan hour is good
Timing of meeting could be as often as weekly or only monthly,
depending on what is needed. MORE TIME = MORE SUCCESS!!!! Limit the
number of menteestwo is a good number Set up a contract that
establishes expectations Each mentee is unique and requires
individual advice Goal is to get the mentee to become more self
aware
Slide 37
Specifics for Mentors Our own CFAR data indicate that those
mentees who spent the MOST time with their mentors were more
successful in getting Developmental awards than those who spent
less time with their mentors. Successful applicants spent an
average of 510 hrs BEFORE the application was due compared to
unsuccessful applicants who only spent an average of 12 hrs with
their mentors.
Slide 38
Time Is Money!!! Spend time with your mentees and they are more
likely to be funded!!!!!!
Slide 39
What do I need? What to expect.
Slide 40
Do I Really Need a Mentor? Actually, we all do at many stages
of life, for different reasons and purposes Mentors can make all
the difference in the directions you take and what you learn along
the way This requires that you look inward!
Slide 41
Slide 42
What Do You Need Advice About? How to write and get grants How
to run a lab How to prioritize things I am expected to do How to
define expectations of myself/others
Slide 43
Make a List/Organize Your Thoughts Write down your key
strengths Write down your weak areas If your weaknesses hold you
back, make a plan to improve Mentors can help with many aspects of
this process
Slide 44
What Are Your Strengths? Writing? Generating/interpreting data?
Analysis of data/presenting data? Organizing your time? Try to find
ways to take advantage of your strengthsa mentor can help with
this
Slide 45
What Are Your Weaknesses? Time management People skills How to
prioritize How to say no Whatever your weaknesses are, you need to
be straight with yourselfwhat you can change/improve and what you
cannot change
Slide 46
Mentee Responsibilities To show up and participate in your own
improvement To do the workdont expect the mentor to do this To
benefit from the help, you must help yourself
Slide 47
The Relationship Can Work! Mentors can help new scientists be
more successful or decide what is really best for them Mentees gain
from advice on various aspects of career developmentdont have to go
it alone
Slide 48
CFAR Specifics for Mentees Work with mentor to develop research
project, including goals and timelines Include a mentor letter
describing the mentors role If successful, critiques should be
carefully read and changes made in design, etc. All ethical
standards should be met Regular feedback/interaction with mentor is
required at monthly intervals (at least)
Slide 49
Specifics for MenteesTIME Spent Produces Results!!!!! Our own
CFAR data show that the more time you spend with your mentor, the
more likely you are to get a Developmental awardso do the time! If
the mentoring is NOT working, let us knowwe can help!!!! Both
BEFORE and AFTER the grant is turned in.
Slide 50
CFAR Specifics for Mentees Formal bi-yearly assessments with
mentor Discussion of how research will be disseminated/published
Realize the responsibilities of lifelong learning Seek career
development opportunities outside the laboratory Follow
institutional rules regarding research materials and their
ownership
Slide 51
CFAR Specifics for Mentees If application is not funded, read
the critiques to determine strengths and weaknesses Address the
critiques of current proposal or come up with new area Seek career
direction advice from mentor or others, including peers
Slide 52
CFAR Specifics for Mentors Meet with mentee to plan the CFAR
applicationthe mentor should contribute ideas, critique experiments
and writing, and generally inspect research design. This is likely
to be an iterative process. The details of involvement will be
included in a letter that accompanies the application. If the
applicant is successful, assist the mentee in understanding the
critiques to improve the plan for the work supported by the
CFAR.
Slide 53
CFAR Expectations of Mentors Meet with mentee to establish
goals/expectations and help with a career development plan Build a
solid relationship with mentee based on trust Promote ethical
standards Seek other help for mentee when necessary and encourage
interactions Provide individual training environment that fosters
mentees independence Help with publication submission
Slide 54
CFAR Specifics for Mentors If application is not funded, meet
with mentee to discuss critique and plans to address it If not
fixable, advise on future career path/direction Seek additional
advisors for mentee if necessary CFAR mentoring can help with
this
Slide 55
Slide 56
Life Is Better with Mentors We all need mentors at various
stages in our lives Mentees can become better scientists and better
people with an effective mentorTIME spent is a key variable that
leads to success!!!! Successful mentoring has reciprocity, mutual
respect, clear expectations, personal connection, and shared
values