For those of us who have had less-than-ideal mentorships, we know there are some qualities that make for a successful pairing. Ultimately, it comes down to whether or not the two people are good fits for one another and whether or not their backgrounds, values, and aspirations are congruent.
The path to developing a unique professional identity and laying the foundation for a successful career is fraught with difficulties for a young dental practitioner. It's normal to experience uncertainty, indecision, and shifts in perspective.
Discovering a professional path that can provide you satisfaction and advancement requires going through this dynamic process. Having a mentor who can give guidance, advice, and a new viewpoint is one of the most helpful ways to deal with chaos.
The importance of quality mentoring relationships to the growth and success of professionals has been demonstrated across many fields. Different mentorship studies have shown that job satisfaction, the quality of leadership, the effectiveness of protocols, and even the results of health care have all gotten better.
For the sake of patient continuity and long-term health, mentoring programs for healthcare professionals have been developed. For example, this has been done for doctors and nurses who treat people in rural America and less-developed countries who don't get enough care. In each case, more seasoned professionals served as guides for their less-experienced counterparts, assisting them in better navigating the profession's many complexities. Things like dealing with an expanded area of practice, overcoming feelings of loneliness, and dealing with limitations of access to experts and healthcare services are all part of this.
But mentorship isn't just for people who work in rural areas. Dentists in any situation, and probably at any point in their careers, can learn from someone who has been there and done that.
What are the keys to successful mentoring?
For those of us who have had less-than-ideal mentorships, we know there are some qualities that make for a successful pairing. Ultimately, it comes down to whether or not the two people are good fits for one another and whether or not their backgrounds, values, and aspirations are congruent.
Personality compatibility between mentor and mentee is crucial for the development of trust and a safe environment for the mentee. To put it another way, this benefits both parties. Personality compatibility is essential, but not sufficient. It's important that the mentor's journey and the mentee's goals be complementary enough for the mentor to provide valuable insight.
In what ways may one identify a suitable mentor?
Young professionals often make the mistake of trying to find or settle on a single mentor who can meet all of their needs. This way of thinking about one's career development is shortsighted. It is unreasonable to assume that a single mentor will be able to (or even willing to take the time to) coach a young dentist through every potential obstacle that may arise over the course of their career. There should be three to five mentors in place so that inquiries may be directed to the most appropriate person.
Doing a needs analysis
This is a helpful technique for a young dentist to determine how many mentor connections they should actively pursue and cultivate. Put down on paper what you hope to accomplish professionally in the following 12 months, 5 years, and 10 years. Next, jot down everything you'll need to succeed. What are your areas of blind spot? In order to achieve your aims, what knowledge do you need to acquire? To realize your ambitions, what limitations must you overcome? The process of compiling this inventory should reveal any knowledge gaps. Then, a new mentor may work with you to fill each void.
You should look for a suitable mentor if, for instance, you want to start your own practice within the next two years but realize that one of your main weaknesses is business acumen. Maybe this is an independent dentist with their own practice, or maybe it's someone else entirely. The mentor should be able to recommend reading material that will aid in your growth as a leader, such as how to read a profit and loss statement, effective methods for recruiting and firing employees, and biographies of notable business figures. If this person is not a dentist but rather, say, the owner of a small retail shop or someone with an MBA from a field other than dentistry, you will need to find a dentist who specializes in the dental industry so that you can discuss issues unique to the dental practice.
The additional benefit of having numerous mentors is the increased likelihood of being held accountable by more than one person. Building a team of individuals who can work together to help you succeed requires establishing strong and meaningful relationships with your various mentors and effectively conveying your goals and expectations to them. Having many guides can help fill in the gaps in your knowledge and provide you with a more well-rounded and realistic picture of the world.
How can one create effective mentoring relationships?
The biggest barrier to success in mentoring relationships is keeping the connection going over time. Strong foundations are often formed for mentor relationships, especially when they are established through official programs at work or inside organizations. Even the most well-intentioned mentorships can soon flame out without consistent effort and a clear goal. The question is how to safeguard yourself against falling into that trap.
As long as you put in the effort, mentor relationships may last for a long time. Mentoring relationships start with an initial discussion when both parties may lay out their respective needs, and expectations, and establish common ground on which to build. If you want to maximize the benefits for both parties, you must make the time investment required to achieve this. It is important to lay the groundwork for a productive and lasting collaboration. Many mentees come to the initial coffee meeting prepared to write down everything that comes to mind, which is a good thing. This "I am ready" strategy is not only inefficient but also unrealistic, despite the fact that it makes use of two very useful resources. Students in mentoring relationships should know that they, not their mentors, have the responsibility for value creation. A healthy mentoring relationship depends on open communication about wants and realistic expectations.
The mentee should start by talking to the mentor about the best ways of communicating and how often they may expect to hear from the mentee. Exactly what does the working professional want to accomplish? In what ways will the mentor offers advice and counsel? How can we work together more effectively, and what can we do to make sure that both parties benefit?
How can you best put your efforts into creating value?
Defining
To get the most out of mentoring sessions, young professionals should keep the following in mind.
1. Identity in the workplace - As young dentists, we tend to think we know exactly what we want out of our jobs, such as opening our own offices, using the most appropriate treatment modalities, treating the most desirable types of patients, etc. However, these factors change over time and depend on the unique personalities of both patients and physicians. First five years of a healthcare worker's career should be spent largely on self-discovery and developing a sense of professional purpose. Think about some of these queries:
2. Answering the question, "Who do I wish to help?"
Asking oneself, "What do I want to be remembered for?"
In order to be satisfied with my career, what steps must I take?
Answering the question, "What issues do I wish to tackle as a result of my life's work?"
We do ourselves a disservice by not taking a critical, long-term view of our professions because we are too preoccupied with immediate concerns like getting a job or paying off student loans. Finding a mentor who is able to guide us in answering these questions and, more significantly, in making decisions about our lives and careers based on the advice we get is a valuable tool for reaching our professional goals.
Providing direction for ongoing study and growth
The very fact that you've chosen a career in healthcare means that you're committed to continuous education. But sometimes, and especially right after we finish formal schooling, continuing education can be scary. The first outlay is sufficient to prevent us from continuing. It might be crucial to find a good mentor who can give advice on what to study, point out where we need improvement, and help us develop a strategic plan for expanding our knowledge.
Decisions on the future of one's career should be made with the knowledge that the landscape will likely shift dramatically within the first decade of work experience. New employment, new possibilities to put our skills to use, and new avenues to further our careers are all in the works right now. Having a seasoned practitioner who shares your beliefs, has insight into your aims, and can provide feedback at times of decision-making is invaluable. Having a clear goal in mind might help you advance in your profession more quickly and enjoy it more thoroughly.
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