What do trainees want from their mentors?
Turns out, it's not so different from what people want in any other relationship.
A top 10 list based on some recent discussions (and not-so-occasional missteps on my part):
Turns out, it's not so different from what people want in any other relationship.
A top 10 list based on some recent discussions (and not-so-occasional missteps on my part):
1. Time
Time is everyone's most valuable resource - there's nothing that conveys support to a trainee more than meeting regularly, face-to-face.
Arguably the most important thing a mentor can do to support a trainee is maintain a weekly check-in, even if only for 30 minutes.
Time is everyone's most valuable resource - there's nothing that conveys support to a trainee more than meeting regularly, face-to-face.
Arguably the most important thing a mentor can do to support a trainee is maintain a weekly check-in, even if only for 30 minutes.
2. Attention
Trainees want a mentor who will engage with them, not one who is so "important" to have many other engagements.
Spend face-to-face meetings talking with your trainees, not checking email, responding to texts, etc. (Admittedly not my strength in the zoom era...)
Trainees want a mentor who will engage with them, not one who is so "important" to have many other engagements.
Spend face-to-face meetings talking with your trainees, not checking email, responding to texts, etc. (Admittedly not my strength in the zoom era...)
3. Openness
The most effective training is often by example. Your trainees already think highly of you - you don't need to protect your ego by hiding wording of emails, salary figures, etc.
Open your books and your full process to your trainees. Walk them through each step.
The most effective training is often by example. Your trainees already think highly of you - you don't need to protect your ego by hiding wording of emails, salary figures, etc.
Open your books and your full process to your trainees. Walk them through each step.
4. Advocacy
Your trainees rely on you to be their voice to people in power (chairs, senior colleagues, etc). One of the most damning reviews of a mentor is, "they don't advocate for their trainees."
Seek out opportunities to advocate for your trainees, and advocate aggressively.
Your trainees rely on you to be their voice to people in power (chairs, senior colleagues, etc). One of the most damning reviews of a mentor is, "they don't advocate for their trainees."
Seek out opportunities to advocate for your trainees, and advocate aggressively.
5. Vision
Trainees look to their mentors for inspiration. If you can't get excited about your research and focus on a forward-looking vision, your trainees will lose motivation.
Maintain a vision for the future. Write it down. Revise it often, involving trainees in the process.
Trainees look to their mentors for inspiration. If you can't get excited about your research and focus on a forward-looking vision, your trainees will lose motivation.
Maintain a vision for the future. Write it down. Revise it often, involving trainees in the process.
6. Independence
There is such a thing as being too engaged. Sometimes trainees learn best from leading a project and finding their own voice, even if the quality is not perfect on the first try. Speaking to myself here...
When the time is right, give trainees a chance to lead.
There is such a thing as being too engaged. Sometimes trainees learn best from leading a project and finding their own voice, even if the quality is not perfect on the first try. Speaking to myself here...
When the time is right, give trainees a chance to lead.
7. Honesty
No mentor is perfect. When we aren't at our best - because of family issues, other responsibilities, or just plain screwing up - it's good to acknowledge that openly. If trainees feel they have to be superhuman to succeed, they will fail.
Speak openly and apologize.
No mentor is perfect. When we aren't at our best - because of family issues, other responsibilities, or just plain screwing up - it's good to acknowledge that openly. If trainees feel they have to be superhuman to succeed, they will fail.
Speak openly and apologize.
8. Structure
Whether provided by trainees or mentors, structured conversations are generally more effective. Even calling a meeting a "mentorship meeting" can be helpful.
Provide structure to your trainees - lay out what you are doing, do it, and summarize what you've done.
Whether provided by trainees or mentors, structured conversations are generally more effective. Even calling a meeting a "mentorship meeting" can be helpful.
Provide structure to your trainees - lay out what you are doing, do it, and summarize what you've done.
9. Flexibility
The surest way to fail long-term is to rigidly adhere to an inflexible system. Each trainee is unique, and structures/priorities change over time.
Make change a constant in your team. Ask trainees how you can change your approach to be more effective for them.
The surest way to fail long-term is to rigidly adhere to an inflexible system. Each trainee is unique, and structures/priorities change over time.
Make change a constant in your team. Ask trainees how you can change your approach to be more effective for them.
10. Appreciation
Our trainees are what help keep us excited and inspired at work. We need to remind them - and ourselves - of that fact.
Celebrate and broadcast your trainees' successes, tell them (and yourself) how they help to keep you motivated, and enjoy the ride together!!
Our trainees are what help keep us excited and inspired at work. We need to remind them - and ourselves - of that fact.
Celebrate and broadcast your trainees' successes, tell them (and yourself) how they help to keep you motivated, and enjoy the ride together!!
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