For Mentors/Housestaff > Frequently Asked Questions
1. Why do we need a formal mentoring program for houseofficers? With the growth of the medical housestaff to now approximately 180 members, training in four different hospitals in internal medicine, the housestaff have noted less and less contact with BWH senior faculty. This is one of many ways the medical residency is using to increase interactions between our distinguished faculty and housestaff as well as provide a formal vehicle for housestaff to seek guidance and help during their training. Effective mentoring is essential to the housestaff's professional development and this mentoring program demonstrates the Department of Medicine's firm commitment to their professional development. This program overtly acknowledges a need to provide each of our trainees with a safe way to express concerns and obtain guidance if needed. We hope this program will also facilitate social interactions between the housestaff and faculty. In addition to your individual mentor/mentee relationships, mentors have been grouped with four or five other faculty members to increase the diversity of faculty exposure for housestaff during a few planned group social interactions during the year. For example, a faculty mentor might host a social event once a year for the group of faculty and the 1-4 mentees that each faculty member is working with. 2. How long will we be paired as Mentor/Mentee? We anticipate that the relationship will last as long as the mentor and mentee find the relationship productive. We have asked our faculty for a three-year commitment in order for the houseofficer to have continuity in this important relationship. Although mentoring is clearly important during the internship year while learning not only what medicine is, but also how it is practiced. It is no less important for residents who are balancing the demands of growing clinical responsibilities and planning the next stage of their career. A good mentoring relationship requires a certain personal chemistry as well as a commitment from both mentee and mentor to make the relationship a high priority. If either believe that a different combination would better achieve the goals of the program, either may suggest a change after consulting with me. I can then work with the houseofficer to find a new faculty mentor within the Department. 3. What should be the focus of the mentoring relationship? Much of what you discuss will depend on what questions and concerns the housestaff raise with you. We anticipate that their needs will vary but might include help with career planning advice about subspecialty or other advanced training, help with any personal or adjustment problems, as well as general encouragement and support through this difficult period in their training. Clearly, their professional development and training should be the primary focus of this relationship. You might have a practical discussion on a range of many different issues including experiences on the wards, interactions with patients or other providers, the type of training opportunities they might be pursuing, and their goals regarding your planned elective rotations. Beyond this, the mentoring relationship may address such matters as: workload, time management, striking an appropriate balance between professional and personal/family obligations, career expectations, and any other matters where a "reality" check might be helpful. 4. How often should we meet? Our estimate is that the time commitment you make to this relationship will be modest, but the impact will be enormous. We suggest that you have a minimum of several meetings per year but they should feel free to contact you for "emergency" consultation. The exact contours of your relationship are best left up to yourself and your mentee. Be forewarned that without the discipline of an established meeting time, you will be more likely than not to succumb to the temptation to just "find time" on an ad hoc basis. We all know that such time is rarely found and often lost. As a first step, please select a time in July when you might be available to have breakfast or lunch with your mentee(s). Feel free to call or e-mail your houseofficer directly. Einat Peled-Katz (x5-6841) in the medical education office can also help you contact your mentee to schedule these meetings with you. We will be happy to assist you in the administrative details in setting up these meetings and can provide up to $50/mentee to reimburse any expenses you might incur during meetings with your mentee(s). If you include the Medical Residency Education Office in this endeavor, we will do our best to be your "match makers" and relieve you from as much of the administrative burden as possible. 5. Will Houseofficer confidences be respected by Mentors? Yes. The success of the program depends on a mutual understanding that a houseofficer's confidences within the mentoring relationship must be maintained. A houseofficer can therefore expect a faculty mentor to maintain confidences, being mindful that there are certain extraordinary matters (e.g., instances of harassment, professional malpractice, or dangers to themselves and others), which both the mentor and houseofficer may have an independent obligation to report to the Department. Also, certain work or training issues may be appropriately discussed by a faculty mentor with the Residency Program directors, provided that the houseofficer has requested or approved such direct assistance. The relationship must be a "safe haven" for the houseofficer. No part of the mentoring relationship should be considered appropriate material for any houseofficer evaluation. 6. How will you track the effectiveness of the program? Primarily through informal discussion with houseofficers and our faculty mentors throughout the year. At the end of this year, the housestaff will be asked to respond to a survey to provide information on what is working and what is not and to solicit your recommendations regarding changes to the program that might make it more effective. However, external enforcement mechanisms cannot produce effective mentor/mentee relationships. The program will ultimately succeed or fail based on each participant's level of commitment. Time is one of our most precious resources. Mentoring requires an investment of your time. Please make your mentoring relationship a top priority. 7. When do we begin? Today. Please check your calendars and set up times when you will be able to meet with your mentee(s). During individual meetings with the housestaff, Joel Katz and I will be checking to be sure that they are in contact with you and that the relationship is an effective one. Feel free to contact your assigned mentee(s) by e-mail or phone to say hello as well as set up the initial introductory meeting. If you require assistance coordinating these meetings, please feel free to contact Christy Schneider at cschneider2@partners.org. |