Mentoring Models

One-on-one mentoring

This model of mentoring is individualized and personal which is wonderful for developing a very close relationship, however this model may not meet all the mentees needs if the mentor is not well-versed in all of the areas the mentee requires. Further, in this model, only one point of view is represented.

Team mentoring

The collaborative nature of basic, clinical and translational research often requires a "team-based approach" for success. Thus, as a mentee assembles his or her team of research investigators, it may be helpful to consider "team mentoring" as an important approach. The feature that sets team mentoring apart from the "Multiple mentors" model is the notion of TEAM. In this model, which is very different from traditional models, the mentors meet with the mentee as a team. This method has benefits for everyone. The mentors can discover new colleagues with whom to collaborate; the mentee has access to different points of view and the fruit born of discussions among more senior investigators and by bringing the group together, issues regarding conflicting advice or demands can be negotiated without the mentee feeling pulled in different directions

Multiple mentors

As the name suggests, in this model, the mentee has more than one mentor. This approach is different from team mentoring in that while the mentors will meet with the mentee individually, they may not meet as a team. While some of the benefits of team mentoring are lost, this method may be easier to manage given busy schedules and, possibly, mentors located across the country.

An example of the "multiple mentor" model may be the dynamic, fast-moving pace of leading a Phase 1 clinical trial project may require a mentee to have several research specialists and program staff with expertise in a diverse array of fields, or a basic scientist who is now adding a translational research component to their research portfolio may need to learn about regulatory and statistical issues not previously encountered. Having ready access to a multiple mentors from different disciplines can be an ideal source of advice and guidance for a mentee on a complex research project.

Peer mentoring

Peer mentoring--that is mentoring by colleagues who are relatively your peers, or maybe a year or two ahead--is very important and can be very effective, but it is not sufficient as the only mentoring model. Nothing can replace having a senior investigator on your side. In this model, a junior person, perhaps a few years ahead of the mentee, can provide advice and guidance from the point of view of someone who has been there recently. This information can be invaluable to the mentee learning to negotiate both the mentoring relationship and the academic world in which the peer mentor and mentee reside.

While this model is less formal and less inhibiting than other models, it cannot meet all of the mentee's needs. A more senior mentor(s) is necessary to move to a successful career as an independent investigator.

Distance mentoring

Mentoring by email, supplemented by telephone calls and occasional visits can be very effective for mentees with mentors at different institutions. We encourage mentees to look outside their institution to find an external expert. This is especially important when the mentee needs an area of expertise that does not exist in his or her institution. However, there are other reasons for finding an external mentor: it broadens networking possibilities and increases contacts with others in your field. This method can be a convenient way to work with a mentor/mentee. The caveat here is that as described in the section called 'Effective Communication,' email communication comes with an element of risk. If the message is not carefully crafted, recipients can misunderstand the message or its tone and react in a way that is not expected by the writer. If a relationship has already been established between mentor and mentee, this method of mentoring may be more effective.