Guideline for Mentors
The goal is to professionally help the mentees complete their applications for summer programs. Although the applications will be what is submitted to meet the program requirements, the process of applying to programs is a process of introspection about the career and what the student/mentee wants to achieve. The expectation is that it will not only help the student with their resume and required essays for applying, but also help them find themselves, their personal and professional interests. The application process is a process of self-discovery; students have to explore what they want to do with their career, a significant part of their life. The expectation is that I can share tools and resources with them, and also share my personal and professional experience.
Responsibility in their work:
Meet at least twice a month. Once the deadlines approach, schedule more meetings to complete the applications for the summer programs.
Submit a meeting summary after each meeting answering: (200 words maximum)
What did they talk about?
The student is motivated to apply for summer programs, why yes and why not?
What aspects could have helped the student?
Does he have any concerns about
Coordinate the meetings with your mentee
Complete training
Search training by students
Firmar exenciones de responsabilidad
Firmar el formulario de contacto de emergencia
Mentor at the school
General guidelines for having a positive relationship with your mentee:
I will create a judgment-free environment, conducive to learning and growth. All questions are welcome; there are no "dumb" questions. No question is too small, basic, or simple.
You can ask them to repeat something they have already mentioned. Repetition is a natural part of learning. However, I hope that as you gain more experience with the procedures, there will come a time when you no longer need them to be explained to you again.
If at any point you have concerns or critical comments about my way of communicating or interacting with you, I prefer that you speak directly with me about it. I will maintain an open attitude and listen to understand your concerns. I value your opinions and will work with you to find a solution.
If for any reason you have any concerns about me and do not feel comfortable discussing them with me directly, you can go to Adam, another lab colleague, or someone outside the lab (for example, Mandana, your *BioPal*, or Hallie, the DEI coordinator) to help you resolve the issue. They can guide you on how to address the issue or how to communicate it to me.
I do not expect to receive gifts or thanks for being your mentor. The fact that I am your mentor and help you achieve success is reward enough. The best way to show your gratitude is to take your work and research seriously, and to give your best effort during the time we share.
A judgment-free space will be created, conducive to learning and growth. All questions are welcome; there are no "dumb" questions. No question is too small, basic, or simple.
Accountability of mentor
Accountability is an essential component of a successful mentoring relationship. Both mentor and mentee must commit to being present, not just physically but also intellectually. When you are with your mentee, give them your complete attention. This means putting away distractions and remaining present.
The mentor’s responsibility is to support the mentee throughout their path rather than to do the work for them. Mentoring is encouraging your mentee to take control of their development while providing direction, insight, and support along the way. Similarly, be accountable for giving honest, constructive comments and serving as a trusted resource during your sessions.
TYPES OF MENTORS
Recruitment of mentors
The 3 Types of Mentors You Need
The CHAMPION Mentor (Your Superfan)
Who they are: Someone in your network who actively advocates for you behind the scenes, even when you’re not in the room.
Why they matter: Champions open doors to people and opportunities you couldn’t access on your own.
What they do:
Recommend you for high-profile projects.
Speak your name in rooms you’re not in.
Push you for promotions, funding, or recognition.
Example: Oprah Winfrey’s first boss, Dennis Swanson, championed her career. He pushed for her to get an anchor job she wasn’t “qualified” for, launching her path to stardom.
How to find your Champion Mentor:
Identify someone who already believes in you, even if they’re not formally your mentor.
Make it easy for them to advocate for you (keep them updated, send them wins).
Ask for introductions, not advice, champions love helping if you give them a clear ask.
The CHALLENGER Mentor (Your Truth-Teller)
Who they are: Someone who pushes you beyond your limits, even when it’s uncomfortable. For me, this is Scott Case. He's a friend first and foremost, but he always believes in me uniquely and specially. He's my Challenger mentor.
Why they matter: Challengers force you to grow by telling you the hard truths no one else will.
What they do:
Give brutally honest feedback.
Push you into uncomfortable growth situations.
Expect more from you than you think you can handle.
Example: Steve Jobs was a Challenger Mentor to Jony Ive (Apple’s legendary designer). He constantly pushed him beyond his comfort zone, resulting in the creation of iconic products like the iPhone.
How to find your Challenger Mentor:
Identify someone who expects excellence from you and isn’t afraid to push you.
Seek feedback that makes you uncomfortable. If it stings, it’s probably useful.
Don’t chase validation... chase growth.
The CONNECTOR Mentor (Your Opportunity Engine)
Who they are: Someone who knows everyone and makes game-changing introductions. This is who I love to be for others if I can.
Why they matter: They don’t just give advice. They connect you to the exact people and opportunities you need.
What they do:
Introduce you to decision-makers and gatekeepers.
Plug you into high-value networks you’d never access alone.
Spot opportunities that align with your talents.
Example:
Reid Hoffman (LinkedIn founder) is the ultimate Connector Mentor. He’s famous for making introductions that launch billion-dollar companies.
How to find your Connector Mentor:
Identify someone who thrives on connecting people.
Instead of asking for “mentorship,” ask for one high-value introduction.
Offer them value first... introduce them to someone they’d find useful, too.
https://www.linkedin.com/pulse/3-types-mentors-why-you-need-all-three-eric-koester-2tpoe/