Mentorship Statement

Communication | Understanding | Community | Independence

It is my goal to support my mentees to attain future career goals through professional growth while also supporting personal growth and contentment while in our research group. True success and growth are only attainable when this support network is present and thriving within the research environment. As such, my mentoring philosophy is based on the following principles: (1) open communication, (2) understanding, (3) community within the lab, and (4) research independence.

Open and honest communication is vital to a successful mentoring relationship. However, this open relationship does not happen the moment a student joins a lab: it must be built on a foundation of trust. Upon joining my research group, mentees are provided with a clear set of expectations, both what I expect of them and what they may expect of me. We then formulate an initial 6 month plan specific to their goals and project and sign a contract. Every quarter throughout a mentee’s tenure in the lab, we meet to reassess the goals set the previous quarter and adjust the plan for the next 6 months. Further, communication goes beyond research expectations; it also includes personal growth and needs. I am a fairly talkative person, so in our initial meeting I frequently share personal details about my life and my career path to this point, opening the door for mentees to also share as they feel comfortable. Understanding a mentee's background, interests and personal goals can help me tailor my communication and advance their careers appropriately. Once this level of both professional and personal trust is established, I find that mentees are able to confidently come to me and express difficulties, setbacks, and the need for more support. In these conversations I always strive to actively listen to the mentee’s needs, express my understanding, and work together to formulate a plan that will meet their individual needs.

Understanding between the mentor and the mentee sets the foundation for successful communication. Not all people are the same, and not all my mentees will have the same work processes, structures, or backgrounds. Many mentees will not share my opinions, ideas, or decisions, and in order to work well together I strive to not jump to conclusions and understand where their decisions come from. For example, some students are overly organized, and some are frustratingly messy; many fall on a spectrum between these two extremes. It is my goal to understand where a mentee operates best and allow them the space to work within that environment, as long as it does not pose a safety hazard or a hinderance to other lab members. When correction must take place for one of these reasons, an open conversation is held to find a communal solution that allows the mentee to safely work within their best environment. This understanding is also fundamental to supporting the long-term goals of individual mentees and assessing how I can best support them in those goals.

Mentees are not solely mentored by me in the lab. Much mentoring takes place between peers within the research group. I strive to build I research environment where mentees can support each other in the research enterprise. Similar to my personal communication goals, this is not achieved solely through research-based interactions. I will support peer-to-peer mentoring through frequent group socials, including group lunch outings, happy hours, and a yearly lab retreat. In my experiences, giving the time and expectations for mentees to stop research and get to know each other builds a lab environment that is overall more productive and supportive for each individual mentee. Further, I understand that I as a mentor may not be able to meet all the expressed needs of my mentees. When this is the case, I will support my mentees by using my research network to help them find additional mentors to fill these gaps, building their mentorship team.

All of these facets will work together to achieve my ultimate goal for my mentees: independence as thinkers and professionals beyond our research group. Mentees will not thrive as independent researchers if they are solely accustomed to being given a checklist of actions to complete within the lab. They must be allowed space and time to think critically about results, interpret them, and formulate an experimental plan under my guidance/advice. Often a mentee’s ability to do this is tied to their self-perception; I understand that in my role as mentor I have the ability to shape this self-perception through my feedback/advice. As such, my feedback concentrates on the use of constructive criticisms and specific praise to each mentee. My ultimate goal is to support the self-efficacy of each mentee such that they feel confident operating as an independent researcher or professional as they leave the lab and enter their future career.

With this framework in mind, I strive to support all my mentees to achieve their ultimate career goals as they move from my research group and into the next step of their professional journey.