Ideally, a motivated mentee manages the work of the relationship by planning and setting the meeting agenda, asking questions, listening, completing assigned tasks, and requesting feedback.
Explore challenges that arise in the mentee-mentor relationship and discuss strategies to approach these issues Copyright © 2020 by the President and Fellows of Harvard College, Program Award for Culture of Excellence in Mentoring, Office for Academic and Research Integrity, Diversity and Faculty Development Offices, Office for Diversity, Inclusion and Belonging, Asian Pacific American Medical Student Association (APAMSA), Association of Harvard Asian and Asian American Faculty and Staff, Association of Harvard Latinx Faculty and Staff, Harvard Foundation for Intercultural and Race Relations, Harvard University Association of Black Faculty, Administrators, and Fellows, LGBTQ and Allies at Harvard Medical School (LAHMS), Harvard University Native American Program, HMS/HSDM Joint Committee on the Status of Women, The Longwood Medical Area Romanian Biomedical Scientists Group, South Asian Medical and Dental Association (SAMDA), Summer Clinical and Translational Research Program, Howard Hughes Medical Institute Exceptional Research Opportunities Program (HHMI EXROP) at Harvard Medical School, Harvard Affiliated Residency Programs Showcase, Joseph L. Henry Oral Health Fellowship in Minority Health Policy, The Commonwealth Fund Fellowship in Minority Health Policy at Harvard University, California Endowment Scholars in Health Policy at Harvard University. Understand the particular perspectives of the mentee in clinical and translational research, and team science But these relationships can deteriorate quickly when the mentor-mentee relationship is seen as a transaction where mentorship goes in, and success magically comes out. Early after reaching out to a mentor, work with your mentor to define the relationship. Mentors get the pride and joy of helping a future star succeed, mentees get the much-needed confidence and network to succeed. Harvard Business Review outlines what a mentee should know about what they want before seeking out a mentor. Boston, MA 02115 +1 (617) 495-1000. Any stage of an entrepreneurial journey can be lonely. Learn skills to become an empowered mentee Understand the value of strong mentee-mentor relationships in career development I think about that moment a lot.”.
When a mentee is being vague about goals, a good mentor will kindly ask him or her to be specific about how they can help, so that the mentor can redirect them to the right person. Harvard Catalyst's Maximizing Mentee-Mentor Relationships: Empowering the Mentee helps emerging clinical and translational investigators navigate the complexities of the mentoring dynamic. It makes it seem as if you don’t respect your mentor’s time. Office of Faculty Development & DiversityHarvard UniversityRichard A. and Susan F. Smith Campus Center, Suite 8801350 Massachusetts AvenueCambridge, MA 02138, Phone: (617) 495-9904Fax: (617) 495-7694Email: fdd@harvard.edu, Harvard Catalyst's Maximizing Mentee-Mentor Relationships: Empowering the Mentee helps emerging clinical and translational investigators navigate the complexities of the mentoring dynamic. A Harvard University study also demonstrates that a mentor/mentee relationship helps both parties diversify their thought patterns and practices: a mentor experiences new perspectives from future members of the profession, while the mentee can absorb insights in defining business strategies and outcomes in their field. But not everyone has the spirit to be a mentor. Harvard Foundation for Intercultural and Race Relations; Harvard University Association of Black Faculty, Administrators, ... and aspirations as the central focus of the mentor-mentee relationship that this will minimize situations where the mentor relationship is not working well. Harvard School of Public Health.
This course is tuition-free for Harvard-affiliated institutions. Usually, these relationships fail when one side doesn’t see that having a mentor is a two-way street. For mentors, it means going the extra mile to help bring out the best in someone. Emphasizing the perspective of the mentee, this two-day course explores strategies for successful mentoring relationships through case studies, lectures, and interactive sessions. As the senior partner in this relationship, mentors should set the example and delineate time parameters from the beginning. Harvard University welcomes individuals with disabilities to participate in its programs and activities. I’m really aware of my impending irrelevance,” Friedman told the Longform podcast. Mentees should not schedule a meeting at the last minute. Say what times and days you can be available to be contacted.
Here I would look within myself first to see where I might not have heard the mentee. Mentorship should be energizing for both sides. 677 Huntington Avenue. 2008 William Silen Lifetime Achievement in Mentoring Award. One hopes though that if one follows the general principal of keeping the mentees goals, needs, and aspirations as the central focus of the mentor-mentee relationship that this will minimize situations where the mentor relationship is not working well. I would also reach out to the mentee to meet with them and to try to determine where things are not working and what can be done. For more information and a detailed description of the course, please visit, Copyright © 2020 The President and Fellows of Harvard College, Resources for Child Care Disruptions Due to COVID-19 Situation, https://catalyst.harvard.edu/services/formal-mentoring/mentee-mentor.html, Browse videos and transcripts of past FD&D events. • What both you and your Mentor hope to gain from the relationship • What you can/cannot offer the Mentee • Agree on confidentiality • Commit to honesty and to developing a trusting relationship • Make arrangements for meetings (timing, frequency, location, scheduling) For mentors, it’s important to set and manage expectations from the beginning about what you can offer your mentee: advice on negotiating a contract, a connection to that important person, or ongoing feedback on projects. There should be no late-night Hail Mary texts demanding career advice on whether or not they should take the job. Harvard Catalyst Education Program's policy requires full attendance and the completion of all activity surveys to be eligible for CME credit; no partial credit is allowed. For mentees, that means not being a “’vampire’ draining the life from them by asking many questions or sending excessive communications,” according to Harvard Business Review. Course Goals: Requests for Sign Language interpreters and/or CART providers should be made at least two weeks in advance, if possible. Above all, being a good mentor or mentee means acknowledging the work that’s going into making this relationship work. The other key point is don't wait if you sense things are going in the wrong direction – bring up concerns early so they do not fester. For mentees, it means thanking your mentor for their advice in words and through actions.
For mentors, that means facilitating your mentees’ growth and not immediately shutting down your mentees’ ideas. Before you embark on a mentor-mentee relationship, it’s good to choose your dance partner wisely.
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