Scientific Management Series Mentorship

1. Scientific Management SeriesMentorship A Perspective from the Ombudsperson

2. In the beginning… Develop realistic expectations with the mentee/mentor Address issues as they come up-do not ignore your intuition Be aware of cultural issues Develop listening skills Utilize the resources available to you

3. Common questions in the ombuds office from mentees…. • Is it me…could I be doing something differently? • Shall I complain? • Shall I try talking to my mentor? • What do I already know about my mentor that could prove helpful in this situation? • Can I develop a relationship with a new mentor?

4. What not to do about it • Be reactive to the mentor • Allow the mentor to bully you • What are the buttons the mentor is pushing…self awareness… • Create a situation where things are escalating… • Directly confront a mentor who has a track record of responding badly to that approach

5. Missing in Action The P.I. has several post docs, three techs and three graduate students. Because the P.I. is very busy and travels frequently, it is difficult for anyone of us to get any time with him. The expectation is that we as post docs will supervise and teach the others while we carry on our own research. The latitude and relaxed approach is great most of the time but when disputes about authorship occur, we have to think long and hard about how to approach our P.I. The policy in the lab is that authorship is determined after all work is completed and the paper is ready for publication. Our P.I. makes the final decision. We see very little mentorship, in fact, we see very little of our P.I.

6. Exploitation in Action • Our lab is a very tense place. The P.I. is very powerful and successful. Many of us heard the lab was an unhappy one but we were willing to overlook it for the chance to work with the famous P.I. Many of us are now sorry we made that choice. There is no way anyone dares confront the P.I. We have witnessed what happens and it isn’t good. The P.I. is not about enhancing or promoting our careers…she seems to only be concerned with her own career. One post doc left the lab with no published papers. Another post doc left after five years and is now thriving elsewhere.

7. A Happy Lab Environment • Conflict is inevitable • You already know how to deal with conflict… • Scientific conflict as opposed to conflict about resources, time, authorship, expectations… • How to approach a faculty member about your concern…assuming your mentor is approachable • How to learn to see someone else’s point of view…how to teach someone to think about your side of the story…

8. Happy Lab Environment (more) Is the airing of conflict perceived as a safe activity? Is the P.I. perceived as decisive, fair and perceptive? How are difficult interactions handled? Is there an understanding that people have feelings which are important? Where is this mythical place?

9. What is realistic to expect from this relationship? • You are not going to get all your needs met by any one individual. • Availability • Fairness • Am I living up to my end of the bargain? • Mutual Respectfulness • Intellectual stimulation….the most important?

10. Resources • Office of the Ombudsperson-Medical School • Office of the Ombudsperson-University • Assistant Dean of Post Doctoral Affairs • Chair of your Department • Dean of Post Doctoral Scholars (currently vacant) • Associate Dean of Research

11. Bibliography of Resources for Conflict Resolution • Four books that I recommend: • Goleman, Daniel, Working With Emotional Intelligence, Bantam Books, 1998. • Ryan, Kathleen D., Daniel K. Oestreich, and George A. Orr III, The Courageous Messenger How to Successfully Speak Up At Work, Jossey-Bass Publishers, 1996. • Shafir, Rebecca L.The Zen of Listening: Mindful Communication in the Age of Distraction, QuestBooks, 2000. • Stone, Douglas, Bruce Patton and Sheila Heen,Difficult Conversations: How to Discuss What Matters Most, Viking Press Books,