1. Surgical Mentorship at the Lagos University Teaching Hospital - The Residents’ view
ELEBUTE OA, OGWUOWO TG

2. AIMS
To survey residents’ perception of surgical mentorship at the Lagos University Teaching Hospital

3. INTRODUCTION/BACKGROUND SUMMARY
Mentoring is the process by which one doctor(mentor) facilitates or encourages the another doctor to develop his or her career (Shiwani MH 2007)

4. Recognized roles include
Role model
Investment in the development of the mentee
Providing personal and professional support
Guidance and the means of advancement (Strowd RE and Reynolds P 2013)

5. 50% of US Nobel laureates have served under other Nobel laureates in the capacity of students, postdoctoral fellows or junior collaborators (Zuckerman H 1997)
Mentorship in surgery-transmit knowledge and skills down to successive generation of surgeons
Impart professionalism and patient care ethics.

6. A strong mentor to mentee relationship fosters a more conducive learning environment
Trainee can successfully acquire surgical skills necessary to make him a versatile surgeon

8. METHODOLOGY A cross-sectional study.
A self-administered questionnaire was administered to core surgical residents within the Department of Surgery
Study period - August, 2013 –April, 2014.
Analysis was carried out by simple statistics

9. Self-administered questionnaire→
Data collected included demographic data -age,sex, current surgical rotation
To ascertain whether trainees where receiving any form of mentorship
Proposed ways to foster a stronger mentor-mentee relationship were indicated

10. RESULT There were a total of thirty four residents.
There were thirty-one respondent
Respondent rate was 91.2%
Sixteen (51.6%) junior registrars and fifteen (48.4%) senior registrars.

12. Junior residents Fourteen (87.5%) = male Two (12.5%)= female
Male to female ratio was 7:1

13. Most were below 35 years of age (15)
Eleven (68.8%) obtained some mentorship in their surgical postings;
Two (12.5%) were dissatisfied because of lack of tutorship
Three (18.6%) because of insulting bosses

15. Senior residents
Thirteen (86.7%) of the senior registrars in the study < 35 years of age.
Five (33.3%) satisfied with their choice of surgical specialty.
Majority claimed they were coerced into the specialty they were specializing in.
Only one (6.7%) respondent believed he was obtaining mentorship

16. Twenty-two surgical resident (64
Twenty-two surgical resident (64.5% of respondents) proposed ways on improving mentor-mentee relationship.

17. Eleven (50.0%) suggested an attitudinal change on the part of the mentor/trainer that will make them more approachable
Nine (40.9%) recommended developing programs aimed at fostering a strong relationship

18. Bar chart showing proposed ways to improve mentor-mentee relationship

19. DISCUSSION
The uniqueness of surgery →trainees have to learn skills not found in textbooks (Entezami P, Franzblau LE and Chung KC 2013)
Mentors are necessary to transmit this knowledge to successful generations

20. Of 216 surgical trainees who completed a self-administered questionnaire, 52% reported having a surgical mentor. Mentoring was informal and ill-structured ( Healy NA et al 2012) cp 68.8% and 6.7 for Reg and SR respectively%
In a survey of 3655 orthopaedic residents by the American Academy of Orthopaedic Surgeons ≈ half had a mentor or were involved in a mentoring program (Flint JH et al 2009)

21. 38% of surgical trainees preferred a formal mentorship approach to their training (Hearly NA et 2012) cp 40.9% of our study
A systematic review of 31 articles on mentorship- qualities of an effective mentor =compassionate/kind/supportive(12{39%}) and acting as a professional role model(18{58%}) cp 18.6% insulting bosses; 50% attitudinal change

22. CONCLUSION
Majority of the specialist surgical residents were dissatisfied with their level of mentorship. Effort needs to be made at promoting a stronger mentor to mentee relationship.