Career development grants typically describe how they select ideal mentors for the training program. This post unpacks those concepts as steps for individuals to use when seeking mentors for our own research careers.

Basics:

• Don’t make assumptions based only on academic reputation.
• Don’t restrict yourself to assigned mentors.
• Do assume you will want mentors across your entire career.

Gather personal impressions:

Reach out to current and prior mentees of mentor candidates you are considering. If interviewing for a job, request an opportunity to talk with members of the research group. Consider it a warning sign if these contacts aren’t forthcoming.

Understand existing mentoring structures (or create them):

Discuss how mentoring is organized in the research team and in the larger organization. Mentor panels are considered best practice. Panels, much like dissertation committees, should include three to five individuals with varied content and methodologic expertise relevant to your work from within and outside your department and immediate research team. This can be formalized for applying for career development opportunities or an informal circle of advisors as your career progresses.

Seek useful online information:

• NIH RePORTER catalogues a range of sources of federal funding and is searchable by name and institution for both current and past funding. Stable funding suggests the research environment will have longevity.
• CVs and biosketches often appear online and sites like Google Scholar and NCBI My Bibliography offer snapshots of research productivity and conventional measures of impact.
• Look for a website for the research group and check for how trainees are included and acknowledged.
• Search university and national news for useful insights about recognition.

Ensure at least one senior mentor has these traits:

• Collaborative skills as evidenced by 1) success guiding research teams that include peers, trainees, and staff; and 2) experience developing funding resources to link investigators in new ways such as program project grants, large scale contracts, national research networks, or consortia or leadership of institutional resources such as centers.
• Familiarity with campus resources including assisting trainees with accessing resources such as use of cores, pilot funding, specialized training opportunities, travel funds, and expert consultation.
• Strong track record with prior mentees assessed by career progression of the student, fellow, or faculty members whom they mentor including breadth of opportunities, experience during training, job placement, publication, and funding history of the mentee. Consider these outcomes even if you will be at a more senior level when you become a mentee. Treatment of all types of mentees is a good barometer.
• Recognition of dedication to structured mentoring assessed by asking if the candidate mentor has roles on training grants such as T32s or K12s, or for individual F or K or other career development awards.
• Commitment to the highest standards in personal professionalism, responsible conduct of research, and participation in cross-cutting mentor training. CVs can provide details about participation in related seminars and speaking engagements and a record of participating in training activities.
• Awareness of challenges facing mentees such as stressors, needs, and experiences of bias, alongside experience assisting trainees in navigating and seeking solutions for personal and professional challenges. This requires conversations with current or prior mentees.

Don’t skip gathering information when you seek mentors. It may be the most important research you do in advancing your career.

Related:

Not that Kind of Committee: Tales of Faculty Committee Design

How to Choose a Lab and Mentor According to #AcademicTwitter

What You Should Expect from Mentors

Captain Your Own Ship

Katherine E. Hartmann, MD, PhD
Associate Vice President for Research, Clinical & Translational Science
Director, Center for Clinical & Translational Science
Associate Dean, Research Development & Synergy, College of Medicine
University of Kentucky

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Posting from the University of Kentucky Center for Clinical & Translational Science. Our team aims to share insights and practical advice about academic life.