Tag: Mentoring Committee

Phew! It is June already.  Where has the time gone?

In the NORDP Career and Professional Development Peer Mentoring Group (CPD PMG), we began the year by coming together, introducing ourselves, and determining what we’d like to do by collecting jam board entries and prioritizing them using a survey. After discussing the survey, we decided to begin by sharing about ourselves — how we got into Research Development (RD), how our careers have progressed, and the structure of our offices.  We moved on to reviewing fireside chats for lessons that we could apply to our careers and professional development, learning from presenters: Kelly Rose, Daniel Arriaga, David Widmer, Peg Atkisson, Rebekah Hersch, Samar Sengupta, Mark Milutinovich, Karen Fletcher, and Susan Carter.

What did we learn from our NORDP colleagues sharing their journeys?

Networking and connecting with others: Networking is important!

• Get to know people, even if you are an introvert, e.g., set a goal to meet and learn about a targeted number of people at a conference.
• Reach out to colleagues at your organization and get involved with NORDP. Getting involved with NORDP can simultaneously help you get to know others and what they are doing to further the goals of their organizations, while providing thoughts for how what you learn can be applied at your own organization.
• Getting to know your faculty and building trust with them will benefit your work.

Professional Development: Believe in yourself — “own your own value”! 

• Make professional development a priority. Identify a niche area that can pay off for your own growth. You may find that what you learn and how you grow not only allows for your own advancement, but for that of the RD profession as well.
• Upskilling to learn additional skills is important.  
• Doing a skills assessment can help identify your strengths and areas where you could grow. See NORDP Mentoring’s self-assessment tool.
• Mentoring, both providing and receiving, is an important piece of career and professional development. Get mentoring from a number of people (see NORDP Mentoring’s MESHH Network tool for assistance in identifying a mentoring network).
• Look at new opportunities as learning experiences.

Career Development: Remain open to change!

• Sometimes serendipity helps us land in a new position; other times a career move is purposeful and may arise out of doing a skills assessment. Putting in the [sometimes hard] work, persevering, and engaging with others at your organization and within NORDP can lay the foundation for future opportunities.  
• Be willing to get out of your comfort zone and ask for informational interviews.
• If a position meets your interests/desires, be willing to try for it.

Our professional development discussion led to sharing thoughts on potential connections to other relevant professional organizations. Examples included the International Network for the Science of Team Science (many NORDP members subscribe to the INSciTS listserv) and Intereach — a community of practice whose stated purpose is “to articulate and promote the need for a dedicated career path around interdisciplinary research expertise, and to improve practitioners’ tools, best practices, success metrics, and career trajectories.”

If Intereach sounds interesting, note that Christine Hendren, Intereach co-Chair, presented to the Collaboration and Team Science PMG on May 17, 2022. Dr. Hendren founded Intereach in 2015 “to connect research professionals with expertise in synthesizing and communicating integrated science across disciplinary and organizational boundaries to effectively address wicked problems.” The CPD PMG hopes to learn how RD professionals can contribute to solving issues as one of the many diverse perspectives needed to tackle challenges, potential professional development opportunities within Intereach, and related careers that utilize RD skills. A transcript of this conversation can be found here.

Where will the 2022 NORDP Conference and the rest of the year take us?

The time we’ve spent together talking about goals and strategies on professional development prepared us well for the annual NORDP Conference, which provides a meaningful occasion to gather new ideas to implement on the job, to connect and reconnect with colleagues, to further develop professional networks, and to find new ways to become actively involved with NORDP. 

For the remainder of the year, we plan to focus on discussions that will help position us for the next career move with topics such as articulating RD professional impact, obtaining management experience without formal direct reports, or engaging in RD research and publications. We will push ourselves out of our comfort zones and help increase marketability for the next career opportunity!

Compiled by Christine Erlien (Duke University School of Medicine Office of Research), Deborah Lundin (East Carolina University Office of Research Administration), and Danielle Matsushima (Columbia University Vagelos College of Physicians and Surgeons).

A mentoring reflection from Melissa Li, a Research Manager at the University of Michigan.

As the 2021 – 2022 NORDP Mentoring Program is coming to the end, I have officially been a mentor for one year at NORDP. Looking back at my journey of becoming a mentor, I’d like to share a few reflections with the NORDP community.

Why be a mentor?

Being a mentor requires time, energy and commitment. What motivates mentors to be willing to make investments in others? Generally speaking, mentors are at a career stage where they have been in a mentoring relationship as mentees formally or informally. They have benefited in their career growth from others’ time and investment. One of mentoring’s positive impacts is to inspire former mentees to help others who may be in similar situations or face similar challenges by  paying it forward. Also, being an effective mentor requires a skill set that is gained through training, practice and constant refinement. Mentors, particularly new mentors, have unique opportunities to hone their skills that may not be developed in a regular work environment. Another benefit of being a mentor is that mentors get to know more people and expand their own networks. Last but not least, learning is not one-way. Everyone has strengths and unique experiences. Mentors can learn new perspectives, new knowledge and new tools from their mentees. 

When to be a mentor?

For those who are considering becoming a mentor, one of the biggest questions probably is “Am I ready?” This was the question that I asked myself before I decided to become a mentor. There are a few factors that can be taken into account. The first is experience. Mentors often share insights based on empirical evidence which requires first-hand experience. So mentors usually have been in their fields for some years. However, the experience is not exclusively about professional experience; experience gained in one’s personal life is often transformable in professional contexts. A mentor’s experience is viewed as a holistic whole. Second, a mentor comes with a genuine willingness to engage in the mentoring relationship. To me, becoming a mentor was a calling. The idea of being able to help others gives me joy. There are at least two-fold meanings of willingness. One is about being willing to share knowledge and experience; and the other is about being willing to discuss one’s own lessons learned, including success as well as regrets and mistakes. Then, I asked myself, “Am I qualified to be a mentor?” This is about the next factor – confidence, which is the certainty one feels about the mentor role. A great way to seek validation is to ask those who you trust. For example, I asked two of my mentors, both of whom are senior leaders in my institution. Both fully supported my decision of becoming a NORDP mentor. Hearing them say “Melissa, you’re ready” gave me reassurance and confidence. Another important factor is commitment. As I mentioned earlier, mentoring requires time and energy. One should evaluate their bandwidth and make sure promised time is honored consistently. If you just changed your job recently or you are starting a major renovation project in your newly purchased house, it’s probably a good idea to delay starting the mentor role.

How to be a supportive mentor?

In my experience, the most fundamental and universal skill is active listening. Active listening enables us to gather information and recognize others’ perspectives and feelings. Remember, listening is to understand, not necessarily to respond. Via effective listening, mentors understand mentees’ questions, needs, challenges and so on. Demonstrating compassion without being judgmental helps develop trust in the mentoring relationship, so that mentees feel comfortable sharing “difficult things”. By effective listening, mentors also can understand what mentees want, including career goals and expectations during the committed mentoring period. Mentees usually are the drivers of the mentoring relationship. The job of the mentor is to align mentoring efforts to help mentees achieve their goals. 

Another way to develop trust and create a safe space is to show vulnerability, which takes courage. This also circles back to the willingness that I mentioned earlier. Being willing to share not only successes but also “detours” along our career journeys will make mentees’ experiences richer so that they become conscious to avoid similar mistakes and they fully trust mentors by telling their struggles. In some cases, mentors don’t know some subject matters, simply acknowledging not knowing the answers is completely fine and normal. Using myself as an example, I asked one of my mentors “What do I do if I can’t answer my mentee’s questions?” My mentor said “You can just say ‘I don’t know.’” I have said “I don’t know” from time to time while trying to find answers by connecting them with others who are subject matter experts.

In addition, it takes a bit of project management skills for logistics. If I promise to follow up with my mentees on resources/information, I either do it right after the meeting or write a reminder on my calendar so that I don’t forget. Also, I take notes during meetings and review the notes 5 – 10 minutes before each meeting to be prepared.

Becoming  a mentor provides a rich and rewarding learning experience!  There are numerous mentor training opportunities and I have benefited through two programs. First, I participated in NORDP’s mentor training program organized by the Mentoring Committee. During the training, I learned that the facilitators were all trained by CIMER, the Center for the Improvement of Mentored Experiences in Research. I was inspired by my CIMER-trained peers and have since become a trained CIMER facilitator too. The training prepared me well as a mentor. I know this is just the beginning of my mentor journey. I look forward to many years ahead being a mentor. 

Registration is now live!

The NORDP Mentoring Committee presents the 2022 Celebrating Mentoring Days on Wednesday, June 29 and Thursday, June 30. All NORDP members are invited to attend! 

What: 2022 Celebrating Mentoring Days to kick off the NORDP mentoring activities!

When: Wednesday, June 29, 1pm – 3:15pm EDT and Thursday, June 30, 12:30pm – 3:15pm EDT. Registration will open soon!

Who: NORDP members who are excited about Mentoring

We have the great pleasure of having Dr. Mica Estrada back to talk about strategies for cultivating kind and inclusive mentoring relationships. Dr. Estrada is the Associate Professor in the Department of Social and Behavioral Sciences and the Institute for Health and Aging at the University of California at San Francisco’s School of Nursing. We will hold a watch party of her 2022 NORDP Conference Plenary on “Why Kindness Is Important When Mentoring in an Interconnected World”. Dr. Estrada will then join us in a follow-up discussion and Q&A as we dig deeper into how to incorporate strategies for inclusive and kind mentoring in our relationships.

We will kick off with a welcome and cohort activities involving pair orientation for participants in the 2022 – 2023 Mentoring Program. We aim to collectively learn from former, current, and aspiring mentees and mentors in the popular McHuddle format that includes multiple engaging activities and discussions on mentoring. For those looking to get more involved with the Mentoring Program, information will be presented on Peer Mentoring Groups or PMGs. We currently have seven PMGs with various thematic focuses which are open to new members all year. You can easily sign up using the Wisdom Share platform by a simple click! 

We look forward to seeing you at the upcoming Celebrating Mentoring Days!