Mentoring Models IN HIV/AIDS RESEARCH

Learning outcomes Ability to define the various mentoring models in practice To appreciate the pros and cons of each mentoring model in deciding the model/s to use Ability to implement the different models in your mentoring programs

Types of mentoring Self Mentorship Dyad/Classic/One to One Mentoring Peer to peer mentoring Group mentoring Other

Self Mentorship Taught to be own best mentors Self reflection about career priorities and goals Provided with tools for directed self-reflection Emphasis is on understanding priorities and decision making

Dyadic/Classic/One to One Mentorship Sometimes known as the traditional method Matching of senior faculty with junior faculty or student according to experience, skills sets, goals, personality, etc Based on the assumption of mentors accepting responsibilities to grow and develop the mentees Meetings are agreed by both parties Usually monitored by an Administrator/Program Manager Implemented over a specified period of time

Dyadic Mentorship Pairing - Administrative based on set criteria or arbitrary Mentees can select their own mentors e.g. PERFECT Results in increased affinity Promotes sustainability Mentor selects mentee after observing potential Need to be gender and culture sensitivity in mentoring pairs

Dyadic/Classic/One to One Mentorship Advantages: Mentor and mentee may develop personal relationships Increases job performance, enhances confidence, facilitates networking and decreases turnover Every junior faculty is guaranteed a mentor if paired formally Mentees can receive useful discipline specific information e.g. feedback on proposals Rewarding to mentor who feels part and parcel of growth and success of mentee

Dyadic/classic/One to One Mentorship Disadvantages: Possibility of unfit combination between mentor & mentee for a number of reasons Reluctance of candid disclosure of struggles by mentee if from same department with mentor Insufficient mentors in a department Single mentor may not be able to cover all mentoring requirements e.g. career, academic, research, work-life balance etc Power differential between mentor and mentee – hinders decision making esp. on the part of mentee

Peer to Peer Mentorship Supportive networks/groups of faculty with equal ranks from either same or different departments Involves pairing of junior faculty with each other May be structured or unstructured

Peer to Peer Mentorship Advantages Ensures occurrence of mentoring where there is unbalanced numbers of faculty Exposure of participants to a range of opinions, advice & diversity instead of relying on opinion of one mentor Peers facing similar challenges/issue might be better placed to give each other practical advice Ensures equal access to mentoring Immediate and relevant feedback on shared challenges

Peer to Peer Mentorship Disadvantages Model might not address all aspects of a faculty career Cross-disciplinary peer networks might not be able to address in- depth discipline specific issues There might be a tendency by some peers to look down upon others Some might not feel the need to participate in peer networks Exclusion of mentees or peers considered unfit for the group

Group Mentorship Group of junior mentees (4-6) being mentored by a senior mentor Meetings may be once or twice a month Is suitable where there are fewer mentors

Types of Group Mentorship One mentee-group of mentors Provides a broad range of perspectives to the mentee Creates a supportive environment for mentors Dilutes challenges of personality conflicts between mentors & mentees Creates equitable access to mentorship However the need for numerous mentors maybe a limitation where there is limited numbers of mentors It is also resource intensive

Types of Group Mentorship One mentor-group of mentees Efficient use of mentors where there are fewer numbers Equitable access to mentoring However it lacks the opportunity for mentee to hear multiple views of mentors Mentors cannot support each other in their mentoring abilities

Types of Group Mentorship Many mentors many mentees Efficient deployment of mentors Facilitates information exchange amongst mentees as well as mentors Provides equitable access to mentoring Allows less comfortable mentors to share responsibility

Group Mentorship Advantages Fewer mentors serving many mentees Mentees in a group learn from each other Allows choice of participation without forcing faculty into mentoring relationships

Group Mentorship Disadvantages Confidentiality and trust issues might arise Group size might affect scheduling and attendance by every mentee Mentees hence might not have regular contact with mentors Lack of personal relationship between mentor & mentee Because of these cons it has often been combined with one- on-one mentoring

Recommended Tactics in Group Mentoring Watch out for individual personality traits Watch out for team/group dynamics (forming, storming, norming and performing) Utilize technology Define your endpoint of the mentoring program

Other Models Writing teams: Workshops: improve publications, promote work-life balance, retention and promotion Can be interdisciplinary or discipline specific Workshops: Faculty development workshops (DHPE) Research capacity building workshops (RSC)

Other Models Cont’d Short term or goal-oriented mentoring Focuses on achieving specific goals in a shorter time period Results oriented Has narrow scope and immediate results (boosts confidence of mentee) Reverse mentoring Mentors are younger faculty paired with older faculty (mentees) Enables older faculty to learn current trends & new technologies Keeps senior faculty engaged, productive & happy

Summary Different types of mentoring models Advantages and disadvantages of mentoring models

Thank you