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Orientation to the UCSF-GIVI CFAR Mentoring Program

Explore the components and benefits of the UCSF-GIVI CFAR Mentoring Program led by Jonathan Fuchs, MD, MPH, and Monica Gandhi, MD, MPH. Learn about the responsibilities of mentors and mentees, developmental workshops, and the annual mentoring symposium in HIV research.

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Orientation to the UCSF-GIVI CFAR Mentoring Program

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  1. Orientation to the UCSF-GIVI CFAR Mentoring Program Jonathan Fuchs, MD, MPH and Monica Gandhi, MD, MPH October 24, 2014

  2. Introductions • Name • Where you are based • Your research focus • A favorite animal story...

  3. Overview • Definition of mentoring- M. Gandhi • UCSF CFAR mentoring program- J. Fuchs • The Core Mentoring Program • Expectations of the CFAR Mentoring Relationship • Next steps

  4. UCSF-GIVI CFAR mentoring program

  5. Our Team Jonathan Fuchs Director Monica Gandhi Associate Director Brenda Sanchez CFAR Program Analyst Developmental Core Mentoring Program Larkin Callaghan CFAR Program Manager Cesar Cadabes Program Analyst Center Events/ Communications

  6. UCSF-GIVI CFAR Venn Diagram MENTORING To nurture and sustain innovative multidisciplinary HIV research at the intersections of the basic, clinical, and population- based scientific disciplines

  7. Established components of the UCSF CFAR Mentoring Program • Focused on post-docs/fellows/early assistant professors • Linkage with a senior career mentor • Individual Development Plans • Workshops/Seminars • Annual CFAR Mentoring Symposium • Talks by ESIs and awards for excellence in basic and translational science • Opportunities to network/increase visibility • Multidisciplinary collaboration • Peer support Kahn JS, Greenblatt RM. Mentoring early-career scientists for HIV research careers. Am J Public Health. Feb 26, 2009

  8. trans and cis-mentoring: Interdisciplinary trans mentor: Senior mentor outside the major area of the mentee's focus (basic science mentors for mentee whose research emphasizes clinical science.) cis Mentor: Mentor from the same research discipline Kahn and Greenblatt. Am. J. of Public Health 2009

  9. Monthly Career Development Workshops • Draw expertise across AIDS Research Institute/CFAR • UCSF, Gladstone, VA, SFDPH, BSRI • Target high yield career development topics seldom discussed as formal part of training programs • Participatory format (didactic, panel, discussion, readings) • Promotions • Applying for first grants • Effective Networking • Work/Life Balance • Navigating Research Networks • Negotiating a position/package • Time management • How to Give a Talk • Team Management • Writing tips • Conflict resolution

  10. Annual Mentoring Research Symposium

  11. CFAR/JFAR Leadership Retreat • The 5 “Fs” • Full day • Friday • Focus (based on needs assessment) • Fulfilling • Fun

  12. 2013 Leadership Retreat Alan Embry, DAIDS Project Officer Monica Gandhi- transition from K to R

  13. Building Effective TeamsFireside Chat with Mike McCune

  14. Building effective teams

  15. 2014 Retreat Nancy Friedman • Leadership development consultant • Increase awareness of personal style of leadership • Become more facile with managing conflict in the workplace • Review helpful techniques to build personal resilience in our changing environment

  16. Lightening Rounds Specific Aims • 5 minutes to read • 5 minutes to present the idea • 25 minutes to discuss • Questions • What works • What can be improved

  17. Mentoring Mentoring is a brain to pick, an ear to listen, and a push in the right direction John C. Crosby

  18. Career Mentor • The career mentor is responsible for overall career guidance and support for their mentee • Not the primary research or scholarly mentor. • Scheduled meetings take place at least 2-3 times per year. • This type of relationship has been the focus of our mentoring program

  19. Mentors’ Responsibilities • Is clear about expectations • Sets specific goals and accomplishments • Encourages strategic thinking • Provides networking opportunities • Gives moral support • Results-oriented • Conducts meetings on a one‑to-one basis • Keeps in touch • Makes sure to provide written communication • Puts some “skin in the game”

  20. Mentees’ Responsibilities • Contacts the mentor • Provides directed communications • Explicitly requests for help • Open and willing to trust • Appreciates the mentor’s effort • Respects the mentor • Puts some “skin in game”

  21. What part of the mentoring relationship falls onto the mentees? • Develop the plan for the year • Communicate the plan • Anticipate problems and communicate them • Communicate the purpose for wanting mentoring—What do you want out of the relationship? • Bottom line: don’t be passive!

  22. What might a mentoring plan include? 1.  DEVELOPMENT AREA:  What specifically is your need?  Why do you have this need now?  How will you benefit? 2.  EXPECTED OUTCOMES:  What do you expect to do this year?  How will you know if this mentoring relationship help you accomplish your outcomes?  3.  ACTIONS:  How will you gain the experience you are looking for to help you be successful?  4.  CHALLENGES, DEPENDENCIES AND SUPPORT:  What challenges or obstacles must you address?   5.  PROGRESS REVIEW:  What progress has been made on your project?  What have you learned so far?  6.  ACTIONS TO TAKE FORWARD

  23. Effective communication: Before and after a meeting • Be prepared • Formulate concise questions • Provide your mentor in advance with any information/documentation to be discussed • Discuss what the appropriate time frame is for review • Agree on the meeting schedule • Send a follow-up email summarizing what was discussed/agreed upon

  24. Transitioning the Mentoring Relationship • The CFAR mentoring relationship is a minimum of 1 year; may extend beyond • Be clear about why you want to end the relationship. If you've achieved your goals - celebrate! Let you mentor know how they have helped you, and show your appreciation • If you're ending the relationship for other reasons, let your mentor know why • Perhaps the relationship is not moving you forward and you'd like to spend time engaging in other professional development activities • Regardless of the reason why you'd like to end the relationship, it's important to give your mentor clear feedback about what they did well and what might do differently • Mentors frequently become collaborators …always appreciate that the future is unknown and will bring about a surprise

  25. Indicate the assistance you received from the mentoring program

  26. What’s next • Mentee/mentor matchmaking • Contact your mentor to set up a first meeting • Discuss the frequency of meetings/content/goals • Follow-up with an email and brief summary of major points discussed • Participate actively in our monthly workshops • November 21, 2014: The UCSF Research Enterprise • Present your work at the CFAR symposium • Attend the Leadership Retreat • Participate in evaluation activities • Enjoy free food!

  27. Checking in: How’s it going? • We’ll check in! • Formal evaluation • Don’t hesitate to get in touch! Jonathan Cell: 415 336-1290 Jonathan.Fuchs@sfdph.org Monica Cell: 415 260-6709 Monica.gandhi@ucsf.edu

  28. Acknowledgements • Paul Volberding • Warner Greene • Our mentors • Brenda Sanchez • Larkin Callaghan • Cesar Cadabes • You! • Funding: NIAID: P30AI027763

  29. Questions?

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