1. Mentoring Models IN HIV/AIDS RESEARCH

2. 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

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

4. 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

5. 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

6. 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

7. 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

8. 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

9. 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

10. 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

11. 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

12. 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

13. 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

14. 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

15. 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

16. 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

17. 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

18. 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

19. 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)

20. 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

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

22. Thank you