Alley, Linda G, PhD, RN

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Lehigh Valley Health Network: LVHN Scholarly Works

Lehigh Valley Health NetworkLVHN Scholarly WorksDepartment of Community Health and Health StudiesYou! Being Involved in Research: Mentoring Ideasto Implement.Linda G. Alley PhD, RNLehigh Valley Health Network, Linda_G.Alley@lvhn.orgFollow this and additional works at: http://scholarlyworks.lvhn.org/community_health_and_health_studiesPart of the Community Health and Preventive Medicine Commons, and the Health ServicesResearch CommonsThis Presentation is brought to you for free and open access by LVHN Scholarly Works. It has been accepted for inclusion in LVHN Scholarly Works byan authorized administrator. For more information, please contact LibraryServices@lvhn.org.Published In/Presented AtAlley, L. (2010, October 4). You! Being Involved in Research: Mentoring Ideas to Implement. Presentation Presented at: Lehigh ValleyHealth Network, Allentown, PA.You! Being Involved in Research:  Mentoring Ideas to ImplementA Presentation for Research DayLinda Alley, Ph.D., R.N.Health Research Scientist, Community Health & Health StudiesMain thesis of my talk:A healthcare professional at any stage of his/her career can:■ Benefit from using knowledge about mentoring■ Successfully be a mentee or a mentor■ Function as both a mentor and a mentee, even at the same time, in different areas of knowledge/experience Objectives for today’s talk …To discuss:■ Ways in which mentors can “tune-up” their mentoring style to better assist mentees■ Ways in which mentees can be proactive in maximizing benefits of personal and professional relationships with mentors■ Reciprocal m-m behaviors that contribute to an effective mentoring relationship■ Beginning strategies for new researchers to learn to use, to develop skills as research study team members and leadersNotable mentors & menteesDiscovered from variety of sources, including people in…■History■Politics■Athletics■Entertainment World–Actors–Fantasy figuresNotable Mentors and MenteesSocratesGreek PhilosopherPlatoGreek PhilosopherMENTOR TONotable Mentors and MenteesThomas Jefferson3rd US PresidentMENTOR TOMeriwether LewisExplorerNotable Mentors and MenteesElizabeth Cady StantonLeader of US Suffrage MovementSusan B. AnthonyWomen’s Rights ActivistMENTOR TONotable Mentors and MenteesMichelle (Robinson) Obama LawyerPresident Barack ObamaMENTOR TONotable Mentors and MenteesObi-Wan KenobiStar WarsLuke SkywalkerStar WarsMENTOR TOCoaches & Mentors: Differences Between ThemBy Matt M. Starcevich, PhD, CEO Center for Coaching and Mentoring, Inc.Mentor CoachFocus Individual PerformanceRole Facilitator with no agenda Specific agendaRelationship Self selecting Comes with jobSource influence Perceived value PositionPersonal returns Affirmation/learning Teamwk/performArena Life Task relatedmatt@coachingandmentoring.com“Coaching and mentoring are not the same thing” (Starcevich, 2009); examples of differences-- in focus, role, and relationship:■ Mentor focuses on the person; mentoring is biased in your favor.■ Mentoring is a power-free, two-way mutually beneficial relationship; mentors are facilitators and teachers, allowing mentees to discover their own directions.■ Self-selection is the rule in informal mentoring relationships.■ Coach is job-focused & performance oriented; coaching is impartial, focused on improvement in behavior.■ Coach has set agenda to reinforce or change skills and behaviors; coach has objective/goals for each discussion.■ Coaching comes with job, a job expectation … in some orgs, a defined competency for managers and leaders.Thoughts from lit - what mentoring is:■ Through this developmental partnership, the mentee sets goals, with assistance of mentor, for key purpose of development of mentee; enhancing skills, gaining new knowledge, and implementing new behaviors = intended targets (Cummings, from Crosby, 2010)■ A mutual relationship with intentional agenda designed to convey specific content along with life wisdom from one individual to another; doesn’t happen by accident, nor do its benefits come quickly (Addington & Graves)■ Used in all kinds of orgs; leadership training program that goes beyond training class to teach/model desired skills/knowledge, and behavior■ Helps people “move up ladder,” in business, in academia, etc.■ Success/failure closely tied to how well m and m are matched.■ There must be sense of win-win for both mentor and mentee.■ There are advantages for both in the relationship (Crosby, 2010)Refs addressing value of mentoring Examples in various disciplines:■ Forging of a good writer--a long process in which a mentor can play invaluable role (Looi, 2009)■ Systematic review: id’ed studies evaluating effect of mentoring on career choices/academic advancemt among med students and physicians; mentoring perceived as important part of academic med, but evidence to support this perception-not strong; studies are required using more rigorous methods, addressing context. issues, using cross-discipline approaches (Sambunjak et al., 2006).■ Guidance of mentor has been shown to increase academic outcome measures (for MD clinician-educators) such as peer reviewed pubs and grant support for Jr academic faculty (Farrell et al., 2004)■ Good mentoring enhanced research productivity among both Jr and Sr occupational therapy faculty (Paul et al., 2006)Early work by D. Clutterbuck et al. revealed common practices among effective mentors; researchers observed that good mentors:■ reinforced rapport at each meeting;■ held back from giving their own experience until: a) the mentee had fully explored issues and b) the mentor had a chance to “peer” well under the surface of presented issues;■ summarized during discussions, yet ensured that mentee summarized at end of talks;■ challenged and encouraged as the need arose;Early work by D. Clutterbuck et al. (continued) … Effective mentors:■ Made use of very good, penetrating questions; gave considered advice when called for;■ Made use of silence whenever a question struck home, ensuring that the mentee had sufficient reflective space in which to consider the implications of an insight;Early work by D. Clutterbuck et al. (continued) … The final (and my favorite) common practice observed among effective mentors:??????**Further observations and more recent studies have shown that proactive behaviors by mentees are equally critical to a successful mentor/mentee relationship.1) Building a team of mentors is a good investment in oneself and one’s career.2) As a mentee, one needs to be in the driver’s seat of his/her mentoring relationships (not the passenger seat). 3) Practically, what do #1 and #2 mean??A few thoughts for mentees to consider:“Remember that you--the mentee--own the mentoring relationship. You need to bring your energy, passion, vision, and enthusiasm for the complex and challenging tasks we encounter in scientific research, especially the groundbreaking, novel approaches encountered in accelerating the translation from discovery to improved clinical practice” (Lakoski, 2010).*Top 10 Tips To Benefit Mentees(The tips “sound” easy; however are challenging to do well)■ 10): Know your goals.■ 9): Choose the best mentor(s) to meet your goals.■ 8): Begin mentoring relationships by discussing mutual goals and expectations.■ 7): Practice the highest standards of professionalism.*Lakoski, 2010*Top 10 Tips To Benefit Mentees (cont’d)■ 6) Learn to accept and give feedback.■ 5) Recognize that your path is your responsibility. ■ 4) Practice good communication.■ 3) Consider a periodic mentor check-up.■ 2) Avoid burning bridges if/when it’s time to move on.■ 1) Enjoy the ride of a mentoring relationship with a trusted colleague.*Lakoski, 2010**While we may select mentors based on particular competencies, reciprocality of behaviors between mentor and mentee enhances likelihood of success in the m-m relationship (Clutterback, 2004)Key *reciprocal behaviors identified thus far (Clutterbuck & Lane, 2004; Engstrom, 1997-98), used by botheffective mentors/mentees:■ 1) Articulating■ 2) Listening■ 3) Respect■ 4) Analytical skills■ 5) Goal clarity■ 6) Challenging■ 7) Self-awareness*Seemingly ‘simple’ behaviors that aren’t simple at all…rather, they require thorough understanding, thoughtful practice, and refinement over time.  (Refer to handout!)More *reciprocal behaviors used by both effective mentors/mentees:■ 8) Commitment to learning■ 9) Reflection/preparation■ 10) Using process management techniques■ 11) Conducting regular mentor relationship reviews*Seemingly ‘simple’ behaviors that aren’t simple at all…rather, they require thorough understanding, thoughtful practice, and refinement over time.  (Refer to handout!)(Clutterbuck & Lane, 2004; Engstrom, 1997-98)Summarizing:  Mentoring literature reveals three action ingredients important to successful mentoring relationships …■ Thoughtful preparation/skills of mentor■ Thoughtful, proactive prep of mentee■ Reciprocality of useful behaviors, practiced by both mentors and menteesA brief example … Tying together concepts of “mentoring” and “getting involved in research”:- To illustrate how one can connect a clinical interest to a research goal and thereby begin building a research program, using valuable mentor inputMy VA Oncology Work■ Initially, largely direct clinical care-and co-op studies-focused work ■ Mid-career: helped to develop a new health services research program & conducted clinical pain studies;  continued doing clinical pain consults, talks, staff development, etc.■ My mentors …Some of my mentorsJulian Jacobs, MD Chief,Hem-OncAtlanta VA Medical CenterWorked together for 16yrsJeff Etchason, MD, Atl VAMC and LVHN Robbie Foster, RN My first head nurseDeveloped particular interest and skill in improving cancer-related pain■ Pain--a significant problem for many cancer pts■ Moderate-severe cancer-related pain is experienced by 30-40% of all pts with active disease and by 60-90% of pts with advanced disease.■ We’ve had effective treatments in form of opioids (morphine-prototype) for almost 30yrs!!!! About 85% of such pain could be relieved by oral opioids and/or transdermal patches.■ Poor pain management: identified as a national disgrace and human rights issueClarifying research interests at VA … over time…■ Continued direct clinical practice and managing  clinical programs for four more years post- PhD ■ Major interest/involvement in improving cancer pain management stemmed from long time practice at VA as– oncology clinical nurse specialist – pain management consultant■ Rewarding to work with cancer pts in pain; substantial successes possible using basic good pain management principles.  However, ….Clarifying research interests …■ In contrast to my enjoyment practicing in these areas, I had long been troubled by:– a) the well described clinical & “organizational” realities that work against good pain management– b) voluminous literature that repeatedly confirms the problems with achieving good symptom management, particularly related to pain.Engaged in a planned process, to make linkages between my past work and each of the pilot studies I had previously designed/implemented, with the long term goal being to:■ organize compelling prelim data to support an R01 application… & later, to support other grant applications.■ Useful idea for new researchers who can:– form linkages among their past wk experiences– enlist help of mentors to organize strengths & help direct focus of 1st studies; BIG advantageFive initial pain studies formed basis of developing program of research■ Project 1:  focused on a healthcare organization’s pain management policy & nurses’ pain management practices■ Project 2:  measured patients’ satisfaction with pain management, using  two different response formats ■ Project 3:  explored relationships between pain and sleep variables--pt self reports ■ Project 4:  quantified relationship between pain intensity and nighttime sleep duration & examined net effect of opioids on sleep■ Project 5:  described activity and rest patterns of med oncology patients taking opioids, gathering both objective actigraphic activity/rest data and subjective self-report survey data My CDC Work■ Recruited to CDC’s Cancer Division, Ca Surveillance Branch■ Patterns of Care (PoC) research work– Lead investigator for PoC 1– Complex, multi-state, 4+ year project• Study already in progress• Had encountered some bumps• Needed stronger/clearer CDC leadership– Provided clinical & research expertise– Had much to learn regarding the public health endeavors of CDC, ways of doing business there, etc.■ Great opportunities for pursuing additional cancer-related interestsSome of CDC’s multidisciplinary staff involved in CDC’s PoC studyMy Current LVHN Work■ Conducting a study to establish the status of pain management for LVH home care cancer patients■ Developing project to examine feasibility of using pain/QOL tools with outpt Spanish speakers■ Developing concept of mentored research workshop to assist new researchers in: – creating/conducting sound, simple studies – learning about various study team roles and skills required to be effective researcher (e.g., interviewer, study coordinator,statistician,database developer, PI)■ Preparing for eventual submissions--external funding– Satisfaction project– Considering grant to obtain seed funding for projects led by new LVHN investigatorsSome of the LVHN Pain Study Team MembersMichelle Flores, Study InterviewerAnn Casterlin, Vickie Cunningham, Karen Kramer & the LVH Home Care NursesMichele Flores, BSN, RN, on recent mission trip to AfricaIn closing…we’ve talked about:■ Ways in which mentors can “tune-up” their mentoring styles to better assist mentees■ Ways in which mentees can be proactive in maximizing benefits of having personal and professional relationships with mentors■ Reciprocal m-m behaviors that contribute to an effective mentoring relationship■ Strategies for new researchers to use in:  a) finding effective mentors, and b) developing skills as research study team members and leaders Additional notable mentors and mentees:Notable Mentors and MenteesSigmund FreudFounder Psychoanalytic PsychologyCarl Gustav JungFounder Analytic PsychologyMENTOR TONotable Mentors and MenteesSidney PoitierAmerican ActorDenzel WashingtonAmerican ActorMENTOR TONotable Mentors and MenteesAndrew Jackson7th US PresidentMENTOR TOSam Houston Founder of TexasNotable Mentors and MenteesMrs. Duncan4th Grade TeacherOprah WinfreyTelevision HostMENTOR TONotable Mentors and MenteesFrances MorrowElementary School TeacherTom BrokawTelevision JournalistMENTOR TONotable Mentors and MenteesAnne SullivanTeacherHelen KellerAuthor, Political Activist, LecturerMENTOR TONotable Mentors and MenteesAlice L. WhiteHeadmistressRosa ParksAfrican American Civil Rights ActivistMENTOR TONotable Mentors and MenteesDr. Benjamin E. MaysEducator, Scholar, Social ActivistDr. Martin Luther King Jr.African American Civil Rights ActivistMENTOR TOContact Information:Linda AlleyLinda_G.Alley@lvhn.org610-969-3419

You! Being Involved in Research: Mentoring Ideas to Implement.

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You! Being Involved in Research: Mentoring Ideas to Implement.

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Lehigh Valley Health Network: LVHN Scholarly Works