Stages of Group Development

The following module identifies the key roles and responsibilities for both the research mentor and the mentee in order to cultivate a mutually beneficial relationship for both parties. A successful research mentorship thrives on respecting the needs and expectations of each person and it can take work to strike a balance.

Learning Objectives

Explain components of a successful mentor/mentee relationship
Identify the role and responsibilities of a research mentor
Identify the role and responsibilities of a research mentee

Introduction

Before a partnership can be formed, a mentor and mentee must first find one another. Often, this is facilitated by the mentee who may have a desire to pursue research opportunities yet is unsure of where to start. A mentee may or may not have a specific area of interest or topic in which to pursue, meaning a mentor is needed to help guide the process from the start. Conversely, a mentee may have a framework in place although lack experience with formal research structure, in which case the mentor may take on a more resource driven role.

A mentoring experience is most likely to succeed when mentor/mentee interactions are deliberate, structured, and goal oriented (Kiel, 2019). This requires equal attention and effort from both parties throughout the duration of the relationship. It is important to note that while a good fit is imperative, this can take time to establish and continue to develop over time.

As with any human relationship, varying degrees of closeness, control and affection extend to and are desired by both parties. As a mentor, it is necessary to instill and demonstrate trust that the mentee’s needs are taken into account. The mentor’s role is diverse then, and should provide guidance, feedback, and psychosocial support on an ongoing basis (Guide to Best Practices in Faculty Mentoring, 2016).

In turn, a mentee must demonstrate commitment and responsibility to the process. It is important to remember that the research relationship is a two way street that requires mutual effort and initiative. Having said that, the mentor is in a position of experience that can help define and shape the process from the start. The Roles and Responsibilities chart below can be used to understand the different expectations of the mentor and mentee in order to initiate a discussion and formulate a structure to follow.

Mentor	Mentee
Identify Skills and Needs	Identify Needs and Interests
Scope of Guidance	Identify Gaps
Mentorship Plan	Setting Meeting Times and Agendas
Network Development	Developing Networks
Communication
Collaboration
Time Commitment
Active Engagement

Table Adapted from (Guide to Best Practices in Faculty Mentoring, 2016)

While not meant as a set of requirements, this list may be helpful in determining your interest in pursuing a research mentorship. Below you will find a brief description of area.

Mentor

Identifying Skills and Needs

Mentors have varying skills they bring to the table so it is important to evaluate and identify one’s specific skill set as it relates to research mentoring. Likewise, it may be necessary to identify any particular needs the mentor may have as well. This may be related to skills, resources or defining what is needed from the mentee in regard to the working relationship.

Scope of Guidance

Mentors should take the lead in providing guidance on an overall vision, establishing objectives, and outlining strategies for defining the scope of advising based on the needs of the mentee.

Mentorship Plan

The mentor should work together with the mentee to develop obtainable goals, type of guidance as described above, as well as resources to develop competencies and monitor progress. Suggested elements of the plan include: Results from the “Research Mentor Strengths and Weaknesses Assessment Form”, plan for meeting frequency, roles and responsibilities of mentor/mentee, including specific tasks as well as time on task, conditions for termination of the partnership, how to handle research concerns related to compliance or conflicts within the research partnership, how authorship will be listed on manuscript, research goals, mentorship goals, etc. The plan should be signed by mentor and mentee. Examples can be found at: https://ictr.wisc.edu/mentoring/mentoring-compactscontracts-examples/

Network Development

A key role of the mentor is to facilitate the development of a network for the mentee. This could include finding additional informal mentors and assisting with building a network of professional contacts.

Mentee

Identifying Needs and Interests

Prior to the initial meeting, the mentee should start by identifying specific needs and interests. This aids the mentor in formulating goals and objectives.

Identify Gaps

Mentees should evaluate any gaps in skill sets and/or competencies that may prohibit the ability to successfully reach desired goals.

**Note: The “Research Mentor Strengths and Weaknesses Assessment Form” resource can help

Setting Meeting Times and Agendas

Although agendas may be set with the help of the mentor, the mentee should take an active role to propose meeting times and be prepared with questions and materials.

Developing Networks

While the mentor also has a responsibility to aid the mentee in developing an academic network, the mentee should be actively engaged in growing a broad network of relationships as well.

Shared Responsibilities

Communication

Trust is an essential aspect of an effective mentor/mentee relationship and is the responsibility of both parties to facilitate mutual respect and the ability to discuss ideas openly. Confidentiality should be paramount as well. Both the mentee and the mentor should consider one another’s privacy as it pertains to shared discussions during the mentorship relationship.

Barriers to communication may include, but are not limited to, culture, sex, race, ethnicity or background, which should be a significant consideration at all times. Interpersonal barriers occur when there is a failure to listen objectively due to lack of trust, stereotypes or personality clashes. Potential barriers should be talked about early on, and throughout the mentor relationship, in order to address concerns as they arise. It behooves each party to “join together for support and to form a collective voice to advocate for each person’s needs” (Kiel, 2019, p. 311). Employ active listening to ensure each party has an equally gratifying experience.

It is normal for some challenges to arise when individuals embark on an endeavor such as a research mentorship. In order to better understand the naturally occurring phases of a working relationship, please view the link “Stages of Group Development”.

Summary

While there is no one size fits all list of individual roles and responsibilities of both the research mentor and the mentee, it is clear that both parties are accountable for a successful mentorship. Some of the expectations are more formal in nature and require more experience that may be better aligned with the mentor whereas more informal areas are better suited for the mentor and mentee alike. An initial discussion should include defining each role and where responsibilities will fall. This should be revisited often to make adjustments where needed. The combined effort and dedication to the mentorship throughout the entire process is paramount to continued success.

References

Kiel, D. (2019, May 1). Why (And How) We Need to Improve Faculty Mentoring in Higher Education. https://www.academicimpressions.com/blog/improve-faculty-mentoring-higher-education

Kiel, D. (2019). Developing Faculty Mentoring Programs: A comprehensive Handbook. Academic Impressions.

Guide to Best Practices in Faculty Mentoring (Office of the Provost). (2016, August 1). https://provost.columbia.edu/sites/default/files/content/MentoringBestPractices.pdf

Module 1. Introduction to Research Mentorship

Module 2. Why Mentorship

Module 3. Roles and Responsibilities

Module 4. Research Mentor Strengths and Weaknesses

Module 5. CIRT Resources

Module 6. Summary and Assessment

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