Mentorship and Networking in Otolaryngology
Sarah K. Wise, MD Assistant Professor of Otolaryngology—Head and Neck Surgery Emory University, Atlanta, GA for the Women in Otolaryngology Section At some point in our careers, most of us have had mentors who were vital to our professional development. In those individuals, we found the necessary encouragement, support, and guidance to facilitate growth and advancement. Many of us have also served as mentors. Mentorship is an important and useful tool that can serve us well as physicians, regardless of our career stage. Further, one-on-one mentorship often leads to development of an individual’s broader professional network. Mentoring Mentoring is strongly desired by physicians early in their careers. A 2001 survey of women in medical school faculty positions indicated that departmental mentoring for academic career development was in the top three highest ranked needs.1 Similarly, a recent interview study of 40 medical students, residents, and faculty members found “role models and mentors” to be among the five most common themes discussed.2 A preliminary questionnaire was distributed at the Women in Otolaryngology luncheon during the 2010 AAO-HNSF Annual Meeting & OTO EXPO in Boston. This questionnaire included questions about mentoring needs and attitudes. Of 140 respondents, only 28 percent reported having a mentoring program in their current practice setting. Less than half of people who responded (46 percent) reported being part of a mentoring program in the past, yet 80 percent of those who had previously participated in a mentoring program found it helpful. Further, 91 percent stated that they would like to be part of a mentoring program in the future, with 56 percent indicating that they would be interested in having a mentor and 39 percent interested in serving as a mentor. The issues indicated as most important in a mentoring program included career development in the academic setting, pay and benefits negotiation, work-life balance, and career development in the community practice setting. Based on these preliminary WIO questionnaire results, a more in-depth survey is being designed to further investigate mentoring needs, with the ultimate goal of developing a mentoring network through the WIO Section. Developing a meaningful mentor-mentee relationship is an active process that requires time and dedication. In the busy lives of physicians, cultivating this relationship will require effort in the beginning, but ultimately, the rewards can be tremendous. When searching for a mentor, young physicians may initially seek out extremely prestigious and accomplished individuals. However, those who desire mentorship should be aware that simply standing in the vicinity of a Nobel Laureate does not impart the wisdom and experience to ensure a similar career path. Regardless of the career stage, prestige, and other commitments, a potential mentor must have the desire, interest, and time to devote to developing the mentor-mentee relationship. White, et al., (2009) and Cohen (1995) describe six behavioral functions in the context of the mentor role. First, the relationship emphasis fosters trust and honesty between the mentor and mentee. The information emphasis then allows the mentor to learn about the mentee’s interests, plans, desires, and goals. Next, the facilitative focus encourages the mentee to explore alternative options and different views. During the confrontive focus, the mentor challenges the mentee’s explanations, actions, or decisions. The mentor model allows the mentor to share personal experiences and promotes the mentee taking suitable risks for career advancement. The final behavioral function is to stimulate the students’ vision of their future, including setting and meeting goals in personal and professional realms. It is clear from these various mentor functions that a strong relationship of trust is required between mentor and mentee. Further, the mentee will not benefit from the relationship if the mentor is simply agreeable in all contexts. The mentor must provide proper and useful critiques, clear guidance, and thoughtful encouragement to the mentee to ensure the best chance of success from the relationship. White, et al., (2009) specifically emphasize the nurturing aspects of the mentor-mentee relationship. The goal is to develop the self-efficacy of the mentee. This is best accomplished by adopting a “power with” teacher-learner interaction, in contrast to the typical “power over” teacher-learner power structure of most medical education experiences. Nurturing teachers often make ideal mentors. It is important to note, though, that nurturing characteristics can be developed over time. Formal mentoring programs or informal mentoring relationships may fulfill an individual’s mentoring needs. Formal mentoring programs typically assist in pairing mentors and mentees. These programs may also provide mentor training, as well as objectives and structured evaluations of the mentoring process. However, formal mentoring processes also necessitate funding and administrative support. An informal mentoring relationship often requires the mentee to seek out an appropriate mentor through self-motivation and determination. Formal mentor training and evaluations do not typically exist in an informal mentoring relationship. However, due to identification and selection of the mentor by the mentee, a match that meets the true needs of the mentee may be more likely.3 Networking For physicians or young professionals early in their careers, establishing a mentoring relationship often leads to development of a broader professional network. Mentors are frequently instrumental in introducing mentees to colleagues and other professionals. However, even if a professional network is not facilitated by a mentor, networks can be extremely valuable to physicians at any stage in their career. Based upon adjustments in the healthcare environment and medical education, Baker et al (2010) have suggested a network approach for faculty and professional development. Citing reasons such as shifting from inpatient to ambulatory care focus, increasing numbers of learners, societal expectations, and new concepts in educational theory, these authors advocate a structured network to link faculty and physicians who are often geographically separated. Key aspects of developing this network included establishing a favorable environment, creating a vision, recruiting crucial leaders, growing the collaborative network, building social capital, developing legitimacy, and maintaining flexibility. Whether an individual is part of a structured or spontaneous professional or personal network, certain things remain the same. The individuals within a network typically uphold a unified vision, which helps guide the goals and interactions of its members. Larger networks frequently contain people at various stages in their careers. Within the network, less experienced members have the opportunity to seek advice from those with more experience. Those further along in their career may engage more junior members with tasks that will ultimately lead to the advancement of the junior person. Finally, personal connections developed within a network provide innumerable resources for its members. Within the American Academy of Otolaryngology—Head and Neck Surgery, its sections and committees, and various subspecialty societies, we are repeatedly presented with opportunities for both structured and informal networking. Both junior and senior members of these networks are encouraged to extend their questions, skills, advice, and contributions to other members of the network and beyond. As otolaryngologists, we are fortunate to be surrounded by bright, motivated, and accomplished individuals at all levels. This gives us extraordinary resources for professional and personal development through mentoring and networking. Regardless of career stage, mentoring and networking hold numerous benefits for all persons involved. The opportunities for mentoring and networking in otolaryngology are abundant and will likely grow even more in the future. In this vein, the WIO section is initiating the process of creating a mentoring program with the goal of matching mentors and mentees with similar goals from the mentorship experience. References 1. McGuire LK, Bergen MR, Polan ML. Career advancement for women faculty in a U.S. school of medicine: Perceived needs. Academic Medicine 2004;79:319-25. 2. O’Sullivan PS, Niehaus B, Lockspeiser TA, Irby DM. Becoming an academic doctor: Perceptions of scholarly careers. Medical Education 2009;43:335-41. 3. White HK, Buhr GT, and Pinheiro SO. Mentoring: A key strategy to prepare the next generation of physicians to care for an aging America. J Amer Geriatr Soc 2009;57:1270-77. 1. Cohen NH. The principles of adult mentoring scale. In: Galbraith MW, Cohen NH, eds. Mentoring: New Strategies and Challenges. San Francisco: Josey-Bass 1995, Misc: pp. 15-32. 5. Baker L, Reeves S, Egan-Lee E, Leslie K, and Silver I. The ties that bind: A network approach to creating a programme in faculty development. Medical Education 2010;44:132-9.
Sarah K. Wise, MD
Assistant Professor of Otolaryngology—Head and Neck Surgery
Emory University, Atlanta, GA for the Women in Otolaryngology Section
At some point in our careers, most of us have had mentors who were vital to our professional development. In those individuals, we found the necessary encouragement, support, and guidance to facilitate growth and advancement. Many of us have also served as mentors.
Mentorship is an important and useful tool that can serve us well as physicians, regardless of our career stage. Further, one-on-one mentorship often leads to development of an individual’s broader professional network.
Mentoring
Mentoring is strongly desired by physicians early in their careers. A 2001 survey of women in medical school faculty positions indicated that departmental mentoring for academic career development was in the top three highest ranked needs.1 Similarly, a recent interview study of 40 medical students, residents, and faculty members found “role models and mentors” to be among the five most common themes discussed.2
A preliminary questionnaire was distributed at the Women in Otolaryngology luncheon during the 2010 AAO-HNSF Annual Meeting & OTO EXPO in Boston. This questionnaire included questions about mentoring needs and attitudes. Of 140 respondents, only 28 percent reported having a mentoring program in their current practice setting. Less than half of people who responded (46 percent) reported being part of a mentoring program in the past, yet 80 percent of those who had previously participated in a mentoring program found it helpful. Further, 91 percent stated that they would like to be part of a mentoring program in the future, with 56 percent indicating that they would be interested in having a mentor and 39 percent interested in serving as a mentor.
The issues indicated as most important in a mentoring program included career development in the academic setting, pay and benefits negotiation, work-life balance, and career development in the community practice setting. Based on these preliminary WIO questionnaire results, a more in-depth survey is being designed to further investigate mentoring needs, with the ultimate goal of developing a mentoring network through the WIO Section.
Developing a meaningful mentor-mentee relationship is an active process that requires time and dedication. In the busy lives of physicians, cultivating this relationship will require effort in the beginning, but ultimately, the rewards can be tremendous. When searching for a mentor, young physicians may initially seek out extremely prestigious and accomplished individuals. However, those who desire mentorship should be aware that simply standing in the vicinity of a Nobel Laureate does not impart the wisdom and experience to ensure a similar career path. Regardless of the career stage, prestige, and other commitments, a potential mentor must have the desire, interest, and time to devote to developing the mentor-mentee relationship.
White, et al., (2009) and Cohen (1995) describe six behavioral functions in the context of the mentor role. First, the relationship emphasis fosters trust and honesty between the mentor and mentee. The information emphasis then allows the mentor to learn about the mentee’s interests, plans, desires, and goals. Next, the facilitative focus encourages the mentee to explore alternative options and different views. During the confrontive focus, the mentor challenges the mentee’s explanations, actions, or decisions. The mentor model allows the mentor to share personal experiences and promotes the mentee taking suitable risks for career advancement. The final behavioral function is to stimulate the students’ vision of their future, including setting and meeting goals in personal and professional realms. It is clear from these various mentor functions that a strong relationship of trust is required between mentor and mentee. Further, the mentee will not benefit from the relationship if the mentor is simply agreeable in all contexts. The mentor must provide proper and useful critiques, clear guidance, and thoughtful encouragement to the mentee to ensure the best chance of success from the relationship.
White, et al., (2009) specifically emphasize the nurturing aspects of the mentor-mentee relationship. The goal is to develop the self-efficacy of the mentee. This is best accomplished by adopting a “power with” teacher-learner interaction, in contrast to the typical “power over” teacher-learner power structure of most medical education experiences. Nurturing teachers often make ideal mentors. It is important to note, though, that nurturing characteristics can be developed over time.
Formal mentoring programs or informal mentoring relationships may fulfill an individual’s mentoring needs. Formal mentoring programs typically assist in pairing mentors and mentees. These programs may also provide mentor training, as well as objectives and structured evaluations of the mentoring process. However, formal mentoring processes also necessitate funding and administrative support. An informal mentoring relationship often requires the mentee to seek out an appropriate mentor through self-motivation and determination. Formal mentor training and evaluations do not typically exist in an informal mentoring relationship. However, due to identification and selection of the mentor by the mentee, a match that meets the true needs of the mentee may be more likely.3
Networking
For physicians or young professionals early in their careers, establishing a mentoring relationship often leads to development of a broader professional network. Mentors are frequently instrumental in introducing mentees to colleagues and other professionals. However, even if a professional network is not facilitated by a mentor, networks can be extremely valuable to physicians at any stage in their career.
Based upon adjustments in the healthcare environment and medical education, Baker et al (2010) have suggested a network approach for faculty and professional development. Citing reasons such as shifting from inpatient to ambulatory care focus, increasing numbers of learners, societal expectations, and new concepts in educational theory, these authors advocate a structured network to link faculty and physicians who are often geographically separated. Key aspects of developing this network included establishing a favorable environment, creating a vision, recruiting crucial leaders, growing the collaborative network, building social capital, developing legitimacy, and maintaining flexibility.
Whether an individual is part of a structured or spontaneous professional or personal network, certain things remain the same. The individuals within a network typically uphold a unified vision, which helps guide the goals and interactions of its members. Larger networks frequently contain people at various stages in their careers. Within the network, less experienced members have the opportunity to seek advice from those with more experience. Those further along in their career may engage more junior members with tasks that will ultimately lead to the advancement of the junior person. Finally, personal connections developed within a network provide innumerable resources for its members. Within the American Academy of Otolaryngology—Head and Neck Surgery, its sections and committees, and various subspecialty societies, we are repeatedly presented with opportunities for both structured and informal networking. Both junior and senior members of these networks are encouraged to extend their questions, skills, advice, and contributions to other members of the network and beyond.
As otolaryngologists, we are fortunate to be surrounded by bright, motivated, and accomplished individuals at all levels. This gives us extraordinary resources for professional and personal development through mentoring and networking. Regardless of career stage, mentoring and networking hold numerous benefits for all persons involved. The opportunities for mentoring and networking in otolaryngology are abundant and will likely grow even more in the future. In this vein, the WIO section is initiating the process of creating a mentoring program with the goal of matching mentors and mentees with similar goals from the mentorship experience.
References
1. | McGuire LK, Bergen MR, Polan ML. Career advancement for women faculty in a U.S. school of medicine: Perceived needs. Academic Medicine 2004;79:319-25. |
2. | O’Sullivan PS, Niehaus B, Lockspeiser TA, Irby DM. Becoming an academic doctor: Perceptions of scholarly careers. Medical Education 2009;43:335-41. |
3. | White HK, Buhr GT, and Pinheiro SO. Mentoring: A key strategy to prepare the next generation of physicians to care for an aging America. J Amer Geriatr Soc 2009;57:1270-77. |
1. | Cohen NH. The principles of adult mentoring scale. In: Galbraith MW, Cohen NH, eds. Mentoring: New Strategies and Challenges. San Francisco: Josey-Bass 1995, Misc: pp. 15-32. |
5. | Baker L, Reeves S, Egan-Lee E, Leslie K, and Silver I. The ties that bind: A network approach to creating a programme in faculty development. Medical Education 2010;44:132-9. |