The personal and professional development of Neurology faculty members is of paramount importance to the successful achievement of their daily activities. Effective mentoring of junior faculty is a key vehicle for enhancing their quality of life at work and ensure their successful growth and development in the Neurology Department. For those reasons, the faculty development committee considers that fruitful and dynamic mentor-mentee relationships are a key element to the successful growth and promotion of any junior faculty members in Neurology. It is our belief that such relationships are associated with benefits for both parties, as well as the department and the institution.
This section of the website provides background information on mentoring, offers Mentoring Guidelines, shares a document we have crafted on Guidance for Supporting the Career Autonomy of Junior faculty, and includes FAQs related to mentoring and answers.
We welcome your thoughts about ways in which we can enhance and strengthen our mentoring program.
FAQs
How do I secure a mentor?
There are a number of ways in which you can secure a mentor.
Ask someone if they will serve as your mentor based on their background, expertise and personal attributes you consider important for your development. .
Discuss potential mentors with your division director and ask him/her to assist you in reaching out to such individuals.
Contact the Vice-Chair of Faculty Development or other members of the faculty development committee to seek advice about potential faculty who may serve as mentor based on your areas of interest.
Should I have a mentor?
Absolutely YES, regardless of your stage of professional development, it is recommended that you have a mentor. Mentees are not limited to just one mentor. It is possible to have multiple mentors at different stages of development.
It often is helpful to have a mentoring team instead of a single mentor, as no one individual can serve all needed mentoring functions.
What should a mentoring relationship look like?
An effective mentoring relationship should be based on trust, open communication and common effort devoted by you and your mentor toward the strengthening and continuous growth of this relationship.
How long does a mentoring relationship last?
A solid and genuine mentoring relationship can last for life and may contribute to the success of your professional career for many years to come.
What happens if there is a conflict or concern with the mentoring relationship?
The best way to solve any conflict, including one with your mentor, is through an open, respectful and constructive discussion between the two of you. Should additional help be needed to solve the problem, it might be important to bring the point to your division director and raise it to members of the faculty development committee with whom you’ll be meeting every 1.5 year.
Is there departmental support for mentors?
There is no specific financial support for faculty members to serve as mentors for junior colleagues. Engaging as a mentor is viewed as a component of one’s professional service to the department, the institution, and one’s colleagues. As such, it is recommended that mentoring relationships be included in one’s Service Portfolio description.