Article
Expanding a mentoring program from students to junior physicians
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Authors
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Ines Heinen
- University Medical Center Hamburg-Eppendorf, Department of Medical Psychology, Deanery, Hamburg, Germany
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Iris Extra
- University Medical Center Hamburg-Eppendorf, Department of Biochemistry and Molecular Cell Biology, Deanery, Hamburg, Germany
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Jennifer Guse
- University Medical Center Hamburg-Eppendorf, Department of Medical Psychology, Deanery, Hamburg, Germany
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Andreas H. Guse
- University Medical Center Hamburg-Eppendorf, Department of Biochemistry and Molecular Cell Biology, Deanery, Hamburg, Germany
| Published: | March 7, 2017 |
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Outline
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Introduction: At University Medical Centre Hamburg Eppendorf (UKE) the mentoring program for students was started in 2009 and is well accepted and implemented within the faculty. This successful program for the students will be expanded to junior physicians starting their residency.
Objective: Aim of our project is the development of a mentoring program for junior physicians during their first years in residency at the UKE by considering the demands of the three main stakeholder groups: the junior physicians/ future mentees, the experienced consultants/future mentors and the clinic management.
Materials & methods: After a literature review on faculty mentoring programs, expert interviews with two clinic directors were undertaken and followed by two focus groups: one with junior physicians and one with senior physicians. The focus groups (about 90min each) were recorded and transcribed.
Results: Analyses of the focus groups are still in process. Preliminary results indicate that
- all stakeholders prefer an administrative team for the development and implementation of the new program.
- the three stakeholder groups have different interests and aims for mentoring, but agree on employee satisfaction and loyalty as common aims.
- hierarchical interests and conflicts might interfere with the mentoring program and need to be considered.
- a balance is needed between obligation and formality.
- junior physicians prefer a two step program: a tutor in the 1st year, followed by a mentorship for the rest of the residency.
Conclusion: Starting in residency and professional life as a physician is a demanding time and an orientation phase were people can benefit from mentoring. Clinic management and junior physicians – the future mentees – are very interested in the new program. The future potential mentors seem to need a personal benefit. Potential challenges for the development of a general faculty mentoring program include hierarchical conflicts, conflicts when mentees want to change mentors, demands on time and administration as well as difficulties to develop a general framework that fits all clinics and departments.
