Alexis Ogdie1, Jeffrey A Sparks2, Sheila T Angeles-Han3, Kathleen Bush1, Flavia V Castelino4, Amit Golding5, Yihui Jiang1, J Michelle Kahlenberg6, Alfred H J Kim7, Yvonne C Lee2, Kirthi Machireddy1, Michael J Ombrello8, Ami A Shah9, Zachary S Wallace4, Peter A Nigrovic10, Una E Makris11. 1. Perelman School of Medicine, University of Pennsylvania, Philadelphia. 2. Brigham and Women's Hospital and Harvard Medical School, Boston, Massachusetts. 3. Cincinnati Children's Hospital Medical Center, University of Cincinnati, Cincinnati, Ohio. 4. Massachusetts General Hospital, Boston. 5. VA Maryland Health Care System, Baltimore. 6. University of Michigan, Ann Arbor. 7. Washington University School of Medicine, St. Louis, Missouri. 8. National Institute of Arthritis and Musculoskeletal and Skin Diseases, National Institutes of Health, Bethesda, Maryland. 9. Johns Hopkins University School of Medicine, Baltimore, Maryland. 10. Boston Children's Hospital, Boston, Massachusetts. 11. VA North Texas Health System and University of Texas Southwestern Medical School, Dallas.
Abstract
OBJECTIVE: To determine perceived barriers and facilitators to effective mentoring for early career rheumatology investigators and to develop a framework for an inter-institutional mentoring program. METHODS: Focus groups or interviews with rheumatology fellows, junior faculty, and mentors were conducted, audiorecorded, and transcribed. Content analysis was performed using NVivo software. Themes were grouped into categories (e.g., mentor-mentee relationship, barriers, and facilitators of a productive relationship). Rheumatology fellows and early career investigators were also surveyed nationwide to identify specific needs to be addressed through an inter-institutional mentoring program. RESULTS: Twenty-five individuals participated in focus groups or interviews. Attributes of the ideal mentee-mentor relationship included communication, accessibility, regular meetings, shared interests, aligned goals, and mutual respect. The mentee should be proactive, efficient, engaged, committed, focused, accountable, and respectful of the mentor's time. The mentor should support/promote the mentee, shape the mentee's goals and career plan, address day-to-day questions, provide critical feedback, be available, and have team leadership skills. Barriers included difficulty with career path navigation, gaining independence, internal competition, authorship, time demands, funding, and work-life balance. Facilitators of a successful relationship included having a diverse network of mentors filling different roles, mentor-mentee relationship management, and confidence. Among 187 survey respondents, the primary uses of an inter-institutional mentoring program were career development planning and oversight, goal-setting, and networking. CONCLUSIONS: In this mixed-methods study, tangible factors for optimizing the mentor-mentee relationship were identified and will inform the development of an adult rheumatology inter-institutional mentoring program.
OBJECTIVE: To determine perceived barriers and facilitators to effective mentoring for early career rheumatology investigators and to develop a framework for an inter-institutional mentoring program. METHODS: Focus groups or interviews with rheumatology fellows, junior faculty, and mentors were conducted, audiorecorded, and transcribed. Content analysis was performed using NVivo software. Themes were grouped into categories (e.g., mentor-mentee relationship, barriers, and facilitators of a productive relationship). Rheumatology fellows and early career investigators were also surveyed nationwide to identify specific needs to be addressed through an inter-institutional mentoring program. RESULTS: Twenty-five individuals participated in focus groups or interviews. Attributes of the ideal mentee-mentor relationship included communication, accessibility, regular meetings, shared interests, aligned goals, and mutual respect. The mentee should be proactive, efficient, engaged, committed, focused, accountable, and respectful of the mentor's time. The mentor should support/promote the mentee, shape the mentee's goals and career plan, address day-to-day questions, provide critical feedback, be available, and have team leadership skills. Barriers included difficulty with career path navigation, gaining independence, internal competition, authorship, time demands, funding, and work-life balance. Facilitators of a successful relationship included having a diverse network of mentors filling different roles, mentor-mentee relationship management, and confidence. Among 187 survey respondents, the primary uses of an inter-institutional mentoring program were career development planning and oversight, goal-setting, and networking. CONCLUSIONS: In this mixed-methods study, tangible factors for optimizing the mentor-mentee relationship were identified and will inform the development of an adult rheumatology inter-institutional mentoring program.
Authors: Natalya C Maisel; Max A Halvorson; John W Finney; Xiaoyu Bi; Ko P Hayashi; Daniel M Blonigen; Julie C Weitlauf; Christine Timko; Ruth C Cronkite Journal: Acad Med Date: 2017-04 Impact factor: 6.893
Authors: Alexis Ogdie; Ami A Shah; Una E Makris; Yihui Jiang; Amanda E Nelson; Alfred H J Kim; Sheila T Angeles-Han; Flavia V Castelino; Amit Golding; Eyal Muscal; J Michelle Kahlenberg; Frances K Barg Journal: Arthritis Care Res (Hoboken) Date: 2015-09 Impact factor: 4.794
Authors: Mitchell D Feldman; Jody E Steinauer; Mandana Khalili; Laurence Huang; James S Kahn; Kathryn A Lee; Jennifer Creasman; Jeanette S Brown Journal: Clin Transl Sci Date: 2012-06-01 Impact factor: 4.689
Authors: Javier Rodríguez-Carrio; Polina Putrik; James Gwinnutt; Alexandre Sepriano; Alessia Alunno; Sofia Ramiro; Jan Leipe; Elena Nikiphorou Journal: RMD Open Date: 2020-02-03