The most effective method to Become a Mentor and Thrive : K Scholar

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´╗┐The most effective method to Become a Mentor and Thrive : K Scholar Lecture (1/22/10) Deborah Grady, MD, MPH Professor of Medicine Director, CTSI Training Programs Jeanette S. Chestnut, MD Professor of Obstetrics and Gynecology Director, CTSI Mentor Development Program

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Goals for now 25 minutes: slides 15 minutes: cases, exchange Who looked into on-line materials?

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Why Become a Mentor Rewarding and fun Learn from mentees Develop a group and increment profitability One of the most imperative objectives of scholastic life Sometimes increase long lasting partners and companions

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Definitions of Mentoring

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Mentor Definitions Lead/Scholarly Mentor = Not you Co-guide = Not you Career Mentor = Not you (Faculty Mentoring Program) Research Mentor = You

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UCSF Mentoring Programs UCSF Faculty Mentoring Program http://acpers.ucsf.edu/coaching/Dept Mentor Facilitators Coordinate vocation tutors for All lesser workforce All arrangement CTSI Mentor Development Program Coming soon to a CTSI close you Mentor Consultation Service Find a guide/discover a mentee

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Level of Mentoring Appropriate for KL2 Probably improper for junior personnel to be a lead or co-guide Need to concentrate all alone profession improvement Don't have the mastery or assets required Don't have the coaching background required But, you have radiant ability and assets for Research Mentoring/Advising Methodologic aptitudes Clinical skill Time Enthusiasm Move on to lead/co-coach as you pick up experience

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Research Mentor Supervise and bolster particular project(s) Expert in methodologic train and additionally clinical teach Provide for the most part time and mastery, however may give assets: databases, access to software engineers/biostatisticians Can you? Coaching for a set timeframe Start with: life of a venture

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Tips for Mentors Know thyself Practice dynamic listening Promote self-viability in your mentee-show them to "oversee up" Help mentee proceed onward when suitable

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Good Projects to Mentor Secondary information examination Systemic survey and meta-investigation Small essential information gathering with satisfactory assets Manuscript planning Mentee may help Insure clarity of origin Well thoroughly considered, achievable tasks

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Choosing a Mentee Good decisions of mentees Junior staff > colleagues > inhabitants > understudies Mentees with research preparing and sufficient subsidizing, assets to finish extend Just need mastery in research techniques, biostatistics, and composing (you) Dangerous decisions of mentees/undertakings Students without preparing or financing Other mentees without research preparing, sufficient subsidizing or assets Need significantly more help than you can give

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Evaluating Mentees Conduct a formal meeting Level of clinical preparing Prior research strategies preparing Mentoring group Research question and plan Timeline Expectations (initiation) Check references Other guides Professors TAs Other recommendations?

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Set Clear Parameters Clearly characterized extend Clear end date if all goes well Reasons why coordinated effort closes early Mentee doesn't come to gatherings arranged Mentee doesn't meet courses of events Mentee materials low quality Due to unforeseen issues, venture is no more drawn out possible A decent mentee will set comparable parameters for the tutor!

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Consider a Contract We consent to the accompanying: Project title, scope, timetable Commit to time to meet all the time Keep the substance of discussions secret Practice dynamic listening Provide each other with legit, immediate and conscious criticism Both sign

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How to Find Good Mentees Get to know your area of expertise's lesser staff and colleagues Ask clinical learners and associates on the off chance that they are keen on research Teach in CTST or other research strategies courses Let individuals realize that you are enthusiastic to tutor Consider a formal research coach part in your specialization (financed) Actively look (UCSF, Google, Profiles)

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How to Be a Good Mentor Make beyond any doubt you have time Make beyond any doubt you (or the group) have assets Make desires and timetable clear Make gatherings effective and profitable Agenda created by mentee Adequate materials Brief minutes or activity things Keep on calendar Respond rapidly to messages or calls

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How to Get Rid of a Bad Mentee Make it clear that nonperformance is purpose behind dissolving the coordinated effort Review particular courses of events and deliverables at every normal meeting Revise desires if suitable If the joint effort not going great, end early No longer have time Work or potentially correspondence styles contrast (Hardest) mentee has not met desires or benefited a vocation

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Getting Credit for Mentoring Solutions now Get letters from mentees at time of coaching Send to you and fitting Dept. staff List particular coaching part on your CV Coming soon Formal guide assessment (Eval)

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How Should CTST Facilitate Mentoring by K Scholars Training Competitive financing for mentees Website with K researcher data accessible to understudies, inhabitants, colleagues Pairing with more senior workforce tutors Other thoughts?

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Thank you! More thoughts or cases?

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