Mentorability: A Neglected But Key Part Of Success

Sharon Manne, PhD, FSBM, FABMR¹

When we consider the important components of the mentorship experience, we focus on practices of mentors. Historically, there has been very little attention paid to the mentee’s role in the mentorship experience.  In fact, a recent examination of post-secondary mentoring program websites in one state and found that programs were four times more likely to address mentors than mentees. However, mentee practices are just as important as mentor practices. Activating mentees to guide their experience will increase the success of the process. Identifying their needs, selecting a mentor who is the right fit for expectations and needs, and taking responsibility for guiding the experience are all key for mentees to have a successful outcome. “Mentorability” is a relatively new concept that refers to the ability of mentees to benefit from mentoring. This conceptualization considers the mentee a full partner in the mentorship journey. As Valerie Black has pointed out, “Think of it as being on a long car ride together. The mentee is the driver, and the mentor is the copilot, helping them get to their destination.”  In short, the mentee is in control, and s/he responds to the mentor’s advice and provides ongoing feedback about their needs and goals.  Both mentee and mentor share responsibility in the relationship, and the mentee takes ownership of their experience.

Mentorship is a reciprocal relationship.

What makes someone “mentorable”?  Here are some good practices.

Take responsibility in selecting a mentor that fits your needs and be clear about what you are looking for from a mentor. Some mentees want overall professional guidance, but some mentees have specific goals such as developing and implementation of a research study. Some mentees may be looking for someone to increase their professional network or help them get a promotion.  For some, the specific qualities of the mentors are a strong consideration. It may be important to have a role model from a similar background to assist with managing obstacles. The more specifically you can articulate your expectations and objectives, the more likely you are to receive the guidance you would like. Some people select several mentors to meet different needs.

Align your expectations with your mentor by discussing your expectations and theirs. It is important to describe your expectations for frequency, length, and focus of meetings to decide if your expectations are aligned with theirs. This will guide the focus of your meetings and how frequently you meet. If your goals differ, then it is important to discuss expanding your mentor team and/or finding a different mentor. Many times, one mentor cannot meet all goals and sometimes a good scientific mentor may not be a fit for career or networking mentorship.

Come prepared and be on time. Many mentees suggest that developing an agenda for each mentor meeting helps to structure the sessions around your short- and long-term needs. Prepare for the meetings and prepare questions, comments, or articles to share. Arrive on time or early to meetings and do not cancel at the last minute unless there is an emergency. Reply to their e-mails/calls within a timely manner (e.g., 24-48 hours) and, if you cannot, say why.

Ask productive questions. Prepare questions ahead of time that produce the information and learning you wish to get in a mentoring exchange. Questions that are open-ended versus closed (answers by yes/no or a simple one- or two-word response) are most conducive to facilitate higher-level responses and in-depth conversations.

Be willing to grow: Accept input, advice, and criticism.  Don't cave in when you get input! Willingness to accept feedback is important in all mature relationships, but in this case, you have chosen your mentor to provide you with guidance and because you want to grow. Take criticism as a gentle nudge to keep you on the right track. Ask for feedback from your mentor to improve yourself.

Develop listening skills. Listen for the central message and feelings in a response to a question.  Remember to listen for key ideas and figure out what is of personal value to you in your mentor's conversation. Stay focused.

Overcome the awe factor. For many, the mentor is a respected scientist, teacher, or clinician. It is normal to feel intimidated! Prepare for the meeting and talk with others who have a relationship with the mentor.

Resolve differences. All relationships have disagreements. It is important to discuss any conflicts or misalignments with your mentor since these discussions can improve your mentorship experience and identify unmet needs.

Having good mentors throughout your life can change your career trajectory, as well as your personal life.  With these skills, you can get the most out of this experience. To learn more about mentorship  opportunities through SBM, click here.

Affiliations

1. Rutgers Cancer Institute and Robert Wood Johnson Medical School

References

1. Shea, Gordon. (1999). Making the Most of Being Mentored. Axzo Press. pp. 42-61
2. Victoria Black, “No one is talking to the mentees.” https://youtu.be/JzqyKn0IFO0