Here is an introduction to this guide that explains what it is, why it is important, and why a user should read it. This will explain the sub-sections about different areas of psychiatry and why the committee felt each area needed its own guide to mentoring. This should only be 1-2 short paragraphs of text.

In this guide you will find an introduction to mentoring and preparing your mentee, as well as practice-area-specific information for mentoring in the following areas:

• Healthcare Administration
• Research
• Private Practice and in the Community
• Women
• Ethnically Diverse and Underrepresented Minority Populations in Medicine

Introduction to Mentoring

Mentoring is a reciprocal and collaborative process or relationship in which a more experienced person (Mentor) provides guidance, support, and encouragement to a less experienced person (Mentee). It is a relationship-based, trusted professional activity grounded on commonality, consideration, and confidentiality and a meaningful commitment to promote the mentee’s growth, learning, and career development. It is not giving advice, coaching or the transfer of power or responsibility to others.

The focus is on growing complex skills such as academic, clinical or leadership, and increasing implicit or institutional knowledge. The goal should be building mentees capabilities. The rapport between the mentor and mentee is important and should inform the matching of a mentor-mentee pair.

Mentoring can be formal or informal. In an informal mentoring relationship, the mentees can set goals, but they are not measurable, and the relationships are unstructured. In a formal mentoring relationship, there are actionable and measurable procedures, as well as specific and defined goals with timelines.

Definitions and Keywords

Below you will find important terms that will be used throughout this guide.

Phases of Mentoring Relationship

These sequential phases build on each other and vary in length.

1. Preparation
2. Negotiating
3. Enabling growth
4. Closure

Setting Mentoring Goals

Use SMART to help set goals in your mentorship relationship.

• Specific: State the goal in simple, but specific terms.
• Measurable: How will we measure progress?
• Attainable: The goals need to be appropriate and achievable.
• Realistic/Relevant: The goals need to be realistic.
• Timely: What is the time frame of the goal’s success? What are the check points? Assign a time, even if only a guess, to each goal to check progress.

Types of Mentoring Models

Different models of mentorship should be considered within the mentorship relationship. Each provides different advantages and is appropriate is different situations.

Apprenticeship Model

In the apprenticeship model of mentoring, there is a hierarchy of professional positions, and the trainee is mentored and taught by a more experienced professional. It is within the professional relationship that mentees learn from mentors. This model is less personal than other models.

Cloning Model

The cloning model of mentoring is based on role modeling. The mentor is planning succession and the mentee is groomed into the role.

Nurturing Model

The nurturing model of mentoring creates a safe and open environment where mentees can discuss personal issues, learn, and try things for themselves. In this model, mentors act as resources and facilitators.

Friendship Model

The friendship model of mentoring is appropriate when mentors and mentees are close to or at the same professional level. They may be peers but structure the relationship as mentor/mentee.

Mentoring Techniques

One-on-One Mentoring

This is the most traditional of all the types of mentoring. Only the mentor and mentee are involved in this type of mentoring, and it is usually a more-experienced individual paired with a less-experienced (often younger) mentee.

Group Mentoring

In this model, one or several mentors work with a group of mentees. Schools and youth programs often apply this model because there may not be enough time or resources to have one mentor for each participant.

Peer Mentoring

Participants in this model are from the same role or department or have shared or similar experiences, whether in their professional or personal lives. These peers pair up to offer support for each other. This can be a group or a one-on-one mentoring relationship.

Distance or E-Mentoring

Using online software or even email, participants in this type of mentoring can connect virtually.

Reverse Mentoring

When the junior employee mentors a more senior professional. This relationship is usually for the younger or more junior professional to teach specific skills or a new application or technology to the more senior one.

Speed Mentoring

This type of mentoring is a play on speed dating and usually occurs as part of a corporate event or conference. The mentee has a series of one-on-one conversations with a set of different mentors and usually moves from one mentor to the next after a brief meeting. The mentee should come prepared with questions for advice from the senior level professionals.