The Women’s Faculty Council Proudly Presents:
John R. Raymond, Sr., MD
President and CEO
Medical College of Wisconsin
Academic Mentoring in a
Complex and Diverse World
Activity Objectives:
Tuesday, April 5, 2011
12 Noon – 1:00 p.m.
H1210-1250
•Attendees will be able to identify barriers to career
development in academic medicine and related scientific
fields.
•Attendees will be able to identify individual strategies to
find and cultivate relationships with mentors in order to
maximize chances of career advancement and success
Open to all Faculty
•Attendees will be able to identify institutional strategies
to maximize mentorship and career development
opportunities for faculty from diverse backgrounds
The Medical College of Wisconsin is accredited by the Accreditation Council for Continuing Medical Education to provide continuing medical education for physicians.
The Medical College of Wisconsin designates this live activity for a maximum of 1.0 AMA PRA Category 1 Credits ™. Physicians should only claim credit commensurate with the
extent of their participation in the activity.
The following planners and presenters have disclosed that they have no commercial interests:
Drs. Ellinas, Donohue, Drolet, Hulbert, Teves-Qualler, Gore, Hulbert, Kim, Lerch-Gaggl, Sahoo, Solberg-Woods, Weihrauch, Raymond
The following planners and presenters have disclosed these commercial interests:
Name
Company
NONE
Role
Supported by the Office of Faculty Affairs
April 28
Meditation for Stress Relief and Optimal Health: A Scientific Discussion
Thim P. Nanda, MD
Location: H1210-1230 Time: Noon-1:00 p.m.,
May 18
Women as Leaders in our Community: Getting There, Staying There, and
Effecting Change.
Gail Lione, Linda Mellowes, and Betsy Brenner
Location: H1210-1320 Time: Noon-1:00 p.m
June 1
Come and Go Luncheon Honoring Cecilia J. Hillard, PhD
2011 Distinguished Service Award Recipient
Location: History of Medicine Room (M3120) Time: 11:30 a.m. -1:00 p.m.
Please drop in any time between 11:30 a.m.-1:00 p.m.
EVENTS ARE OPEN TO ALL FACULTY MEMBERS
Academic Mentoring in a
Complex and Diverse World
John R. Raymond, Sr., M.D.
MCW Women’s Faculty Council – April 5, 2011
“We Practice What We Teach”
Today’s Talk
Four Parts
General comments on mentorship
Advice for mentees
Institutional commitment to mentorship
Women’s Mentorship
General Comments on Mentorship
What is a Mentor?
According to the American Heritage®
Dictionary of the English Language, a mentor
is “a wise and trusted counselor or teacher.”
The Cambridge International Dictionary
defines a mentor as a “person who gives
another person help and advice over a period
of time and often also teaches them how to
do their job.”
What is a Mentor?
The term “mentor” is derived from Greek
Mythology. Mentor was the faithful companion
and trusted counselor of Odysseus, the King of
Ithaca. When Odysseus left to campaign in the
Trojan Wars, he entrusted Mentor to remain in
Ithaca to take charge of the royal
household. Mentor was also charged with
educating Odysseus’ beloved son, Telemachus,
in order to prepare him to become the next
king.
The Original Mentor
Mentor was a wise and trusted counselor for
Telemachus, safely guiding him through
childhood, adolescence and into adulthood.
Mentor served as a wise teacher, a role model,
and a trusted counselor and adviser to
Telemachus.
The goddess of wisdom, Athene, was
sufficiently impressed with Mentor that she
would often assume his form.
Identifying a Mentor
Advice for mentees
Meet with your mentor often.
Listen to them.
Encourage unvarnished honesty.
Show them your grant applications, teaching
materials, tangible scholarship and
manuscripts.
Solicit their advocacy.
Mentor and Telemachus
William Hamilton Ra
Pablo E. Fabisch, from
"Calypso Receiving Telemachus “Les Adventures de Telemaque"
and Mentor in the Grotto"
Potential Faculty Mentors
Advice for mentees
Division Director, Department Chair
Dean
Peer
Senior Colleague
Collaborator
Research, Clinical, Education Directors
Faculty Councilor
Great Mentors in Science
Bob Lefkowitz: My favorite scientific mentor
Great Mentors in Science
Bob Lefkowitz: My favorite scientific mentor
Bob’s Principles of Mentorship
Be enthusiastic.
Maintain focus.
Place things into perspective.
Expect good things to happen.
Dare to be bold.
Tell a good story.
Inglese and Raymond. Professor Robert J. Lefkowitz, M.D.: Scientist and
Mentor Extraordinaire. ASSAY Drug Dev Technol 2:227-231 ,2003.
Other Principles of Mentorship
Be accessible.
Nurture the independence of the mentee.
Help the mentee build a network.
Give constructive criticism.
Help to set priorities, budget time, balance
responsibilities.
Maintain confidentiality.
Qualities of a Good Mentor
Serves as a role model (mentors by example).
Is committed to mentoring.
Encourages and motivates.
Commits time to be a mentor.
Possesses appropriate knowledge and
influence.
Is willing to share knowledge.
Is skilled at interpersonal communication skills.
Creates a continuous learning environment.
Great Mentors in Football
Woody and Bo
Great Mentors in Football
Woody and Bo…
and Barry
Mentorship Wisdom
Benjamin Franklin
“There are two ways to acquire
wisdom; you can either buy it or
borrow it. By buying it, you pay
full price in terms of time and cost to learn the
lessons you need to learn. By borrowing it,
you go to those men and women who have
already paid the price to learn the lessons and
get their wisdom from them.”
Mentors
Ideal mentorship can be lifelong.
One mentee can have multiple mentors.
Mentee needs may change over time.
Mentee can be a mentor.
Peer-mentorship.
Networks facilitate mentorship.
Career Mentorship Timeline
Dr. Jack Feussner
clinical mentor
1982
Dr. Feussner
scientific
mentor
Dr. Bill Yarger
clinical mentor



Dr. Bob Lefkowitz
scientific mentor



Dr. Rosalie Crouch Dr. Feussner
administrative
administrative
mentor
mentor

Dr. David Ploth
administrative mentor


2011
Dr. Ray Greenberg
leadership mentor
Benefits to Mentors
Satisfaction.
Building a network of mentees who can help
the mentor (mentees as mentors).
Retention of excellent colleagues.
Intellectual stimulation, self-renewal.
Enhancement of institutional reputation.
Enhancement of personal reputation.
Advice for Mentees
Maximize Chances of Success
Advice for mentees
Join a scholarly group with overlapping
interests and complementary skills.
Share ideas, reagents (teaching materials),
methods.
Collaborate.
Solicit feedback on your scholarship (grants,
manuscripts, teaching materials).
Maximize Chances of Success
Advice for mentees
Engage in visible citizenship activities, and do
a good job.
Remember, your administrators and mentors
want you to succeed.
Your success is a positive reflection on them,
and on MCW.
Maximize Chances of Success
Advice for mentees
Set goals. Plan ahead!
Identify obstacles and eliminate them.
Identify opportunities and pursue them.
Follow up progress. Take stock, assess.
Listen!
Maximize Chances of Success
Advice for mentees
Do something every day to position yourself
to optimize your chances of success.
Make your independence obvious to
everyone, but also be viewed as a good
collaborator and colleague. Collegiality
matters!
Stay focused, be determined.
Get and give feedback!
Maximize Chances of Success
Advice for mentees
Strive to be thought of as…
Dependable.
Self-sufficient.
Devoted to excellence.
Accountable.
Brimming with potential.
An asset to those around you.
Maximize Chances of Success
Advice for mentees
Take a hard look at your CV…
Organization and presentation.
Identity with a scholarly area.
Can the reader quickly pick out your most
noteworthy accomplishments?
Scholarship, service/clinical care, teaching,
mentorship, science.
National and local visibility.
Independence
Advice for mentees
Necessary for tenure and promotion.
Tricky to develop independence in a
mentored environment.
Must develop a reputation that is clearly
distinct from your mentor.
Tricky to develop independence in a
collaborative environment.
Evidence of Independence
Advice for mentees
R01 (or national award) is one of the best ways
to establish independence.
Editorial boards or Study Section memberships
National policy, advisory or accrediting boards.
National teaching awards.
Creation of new course work or contribution
to curriculum.
Intellectual property generation.
Institutional Commitment to
Mentorship
Why is Mentorship Important
for the Medical College?
People are our most important asset.
Personnel is our single largest expenditure
category.
Training people is an expensive investment;
and mentoring increases return on that
investment.
Recruiting is more expensive than retaining
good people.
We are in the business of lifelong learning.
Create Incentives for Mentors
Financial incentives.
Release time.
Credit in promotion and tenure processes.
Public recognition.
Mentors’ toolbox.
Create a Culture that Values
Mentorship
Rewards for mentors.
Processes that encourage mentorship.
Society of Mentors?
Build networks that facilitate supportive
interactions.
- Women in Science
- Society of Teaching Scholars
- Women’s Faculty Council
Create a Culture that Values
Mentorship
Discard “cookie-cutter” notions of what
constitutes a successful academic career.
Broaden promotion and tenure criteria to
reflect institutional complexity.
- Entrepreneurship, translation.
- Collaboration.
- Service.
- Innovation.
- Scholarship broadly defined.
Create a Culture that Values
Mentorship
Mentorship guru?
Faculty and staff development activities.
Focused career enhancement efforts.
- Research planning grant retreats.
- Apple Tree Society of Teachers.
- Trustees Leadership Academy.
- Society of Clinical Research and
Translational Early Scientists
Critical Roles for Department
Chairs and Division Directors
Most influential mentors due to written
contract and formalized supervisory roles.
Annual contracting process provides
opportunities for…
- assessment of career progression.
- honest feedback/constructive criticism.
- alignment of individual goals and
aspirations with institutional resources
and needs
Women’s Mentorship
Challenges of Women’s
Mentorship
Women’s mentorship needs
Not identical with men.
Women may not have been socialized the
same way as men.
Women bring different skills and perspectives.
Men tend to focus on deliverables, women on
relationships.
Biological realities and societal expectations
are different.
Challenges of Women’s
Mentorship
Women’s mentorship needs
Appropriate role models.
Networking challenges – old boy network.
Assertiveness.
Goal orientation – deliverables.
Balance in life.
Balance in career.
Importance of self-promotion.
Challenges of Women’s
Mentorship
Women’s mentorship needs
Women’s contributions may be less
quantifiable or valued in patriarchal
organizations.
Options - change how one presents one’s self
or change the organization.
Example of Successful Women
Mentoring Successful Women
Maya Angelou and Oprah Winfrey
Example of Successful Women
Mentoring Successful Women
Dr. Rosalyn Yalow and Dr. Mildred Dresselhaus
Example of Successful Women
Mentoring Successful Men
Michelle Robinson and President Barack Obama
Example of Successful Men
Mentoring Successful Women
PM’s Brian Mulroney and Kim Campbell
Noteworthy Quote
Anton Ehrenzweig
“Every student deserves to be treated as
a potential genius.”
Ehrenzweig A (1967) The Hidden
Order of Art Paladin
Modified Noteworthy Quote
Taking liberties with a quotation
“Every student woman deserves to be
treated as a potential genius.”
Ehrenzweig A (1967) The Hidden Order of Art Paladin
Acknowledgment
I thank Cyndee Hansen for assistance
with research for this presentation.
Thank you!
Academic Mentoring in a
Complex and Diverse World
John R. Raymond, Sr., M.D.
MCW Women’s Faculty Council – April 5, 2011
“We Practice What We Teach”