Mentee Information

Responsibilities of a Mentee

• Eagerness to learn and respect for mentor’s expertise
• Seriousness in the relationship
• Flexibility and an understanding of this senior professional’s demanding schedule
• Promptness for all meetings
• Feedback, even if nothing is requested
• Appreciation of mentor’s time and interest

Checklist for Mentees

• Are there informal as well as formal criteria for promotion and tenure?
• Who can help clarify my department's expectations?
• How do I build a faculty dossier?
• What professional organizations should I join?
• How do I gain a spot on the program at academic colloquia, symposiums, and conferences?
• How do people in my field find out about, get nominated for and win assistantships, fellowships, awards, and prizes?
• How do I get a grant?
• Who sits on relevant committees?
• What departmental and SOM committees should I serve on and how do I get appointed?
• Who can support a nomination effectively?
• What is the best way of getting feedback on a paper — to circulate pre-publication drafts widely, or to show drafts to a few colleagues?
• How should co-authorship be handled for books and journals?
• What are the leading journals in my field? Have any colleagues published there?
• Who can bring a submission to the attention of the editors?
• What kinds of peer review of teaching should I expect? Should I seek additional feedback?
• Are there other teaching and learning resources I should explore? 
• What are appropriate and accepted ways to raise different kinds of concerns, issues and problems?
• How do I deal with conflict within and outside the department (ie: intra-departmental, hospital, KUPI, SOM, etc.)
• How do I balance my clinical and teaching duties while starting a program of research?
• How do I balance my personal and professional life?
• Who can I go to for personal problems?

SPECIFIC TIPS FOR MENTEES
Here are some practical strategies that could help your relationship
with your Mentor.

• Remember that you own your own development; your mentor doesn’t own it.  It’s up to you to identify objectives as well as to keep the relationship going and focused.
• Use active LISTENING skills in discussions with your Mentor.
• Be prepared to ask for specific advice on your skill set, ideas, plans, and goals.  The more specific you are, the easier it will be for your mentor to respond.
• Be complete yet succinct in your comments and explanations.
• Make it easy for your mentor to give you honest, specific feedback.  Ask for it early in your relationship.
• If you get some corrective feedback, don’t defend yourself.  Thank your mentor for being honest with you.  Then ask, “What specifically don’t you like about____?” or “What specifically would you recommend?”

Evaluating a Mentor

• Is your mentor academically successful?
• Are you interested in your mentors research areas and techniques?
• Is your mentor approachable?
• Does you mentor advise and encourage you with respect to your goals?
• Do the two of you meet regularly?
• Do you receive regular feedback and constructive criticism?
• Does your mentor facilitate your participation in professional activities within and outside the organization?
• Are you invited to informal gatherings of people from work?
• Is your mentor your advocate within the department?
• Does your mentor encourage you to submit grants, help you with research ideas and push you to write manuscripts?
• Does your mentor connect you to other senior professionals who could "fill in the gaps" in areas where he or she might be less skilled?
• Has your mentor observed you in a teaching situation and provided feedback?