In this issue, we will discuss the success and mentoring of female medical professionals.
There are many aspiring and believing women working in the medical field.
In some of the studies referenced, mentoring is an essential factor in determining success in the workplace, but one that is considered more important for women than for men.This information may be helpful to those who have female colleagues, supervisors, or subordinates.
Overview
Mentoring is an integral part of personal growth.
A career in the medical field may find mentorship particularly helpful.
The benefits of successful mentoring are believed to go far beyond those provided to individual mentors and mentees, and organizations that employ mentoring are thought to benefit from high levels of employee, low turnover, and knowledge sharing.
Successful mentoring of individuals can lead to "success" in their careers, such as promotions, salary increases, and increased opportunities.
For women, studies on the outcomes of successful mentoring show increased retention of existing clients and more success in getting promotions and research grants for those who have a mentor.
In addition, it has been shown to minimize feelings of isolation and contribute to increased confidence and work engagement.
Effective mentoring should not be a top-down approach.
Both individuals need to be involved in the relationship; specific skill sets, consideration of personal/cultural/relational factors, and organization of communication and collaboration are required.
Mentor → senior, supervisor, etc.
Mentee → newcomer, etc.
Mentoring Tips 1)
Possibly one of the most important skills an effective mentor can develop is simply being there for the mentee.
Mentees have stressed the importance of being easy to communicate with, approachable, and welcoming.
There are many names for companies that actually do this, but it can be imagined as assigning a specific trainer to a newcomer.
It is not just a matter of setting up a mentoring system, but it requires the same things mentioned above.
Mentoring tips (2)
By actively listening and observing, you can determine the strengths and weaknesses of your mentee.
Pay attention to the newcomer's plans, desires, hopes, dreams, challenges, fears, and other feelings.
Assume the right people and talents, and share these insights with the mentee.
The mentor helps the mentee to overcome any challenges that may arise at that time.
Mentoring Tips (3)
Professional qualities of the mentee
(e.g., knowledgeable, efficient, accurate, productive, reliable, works well in a team)
and personal qualities
(e.g., caring, empathetic, kind, joyful, good self-control).
It is a mistake not to communicate the success of the process until the set goals have been achieved.
One of the best motivators for success is a previously experienced failure.
You must find a way to affirm your mentee even if he or she has failed.
Mentoring Tips (4)
Communicate what the mentor expects from the mentee in order to motivate him/her.
It is important to model a high standard of excellence for the mentee and to provide and share a vision that the mentee is talented, capable, and capable of achieving at a high level.
However, do not seek "perfection" in setting legitimate goals.
Mentoring Tips (5)
What mentors needed to do was to network and create opportunities to challenge many.
Sometimes people appreciate being "given a choice," so there is more value in a mentor providing guidance than in giving monotonous orders.
Cautions
The consequences of inadequate mentoring for women include isolation, disempowerment, stress, and limited career development, all of which contribute to burnout.
This can be attributed to the fact that the number of women in leadership roles is low, and in many cases the only mentoring available is from men.
However, satisfaction with mentorship is also not affected by the gender of the mentor.
Although the #MeToo movement has caused some anxiety among men about mentoring women, it should not undermine women's mentorship and opportunities for male support, as long as the reciprocal relationship is appropriate.
However, as long as the mutual relationship is appropriate, women's mentorship and opportunities for male support should not be compromised.
Vasquez R, Pandya AG. Successful mentoring of women. Int J Womens Dermatol. 2019;6(1):61-62. Published 2019 Aug 8. doi:10.1016/j.ijwd.2019.08.001
Conclusion
Successful mentoring = on-the-job guidance is based on the following factors
1.A consultative relationship.
2.Identifying strengths and weaknesses and providing the necessary support to meet challenges.
3.When setting goals, know the individual's background and use a reasonable plan.
4. Set ideals and be honest about what you are looking for.
5. One of the roles of a mentor is to create opportunities and options for challenge.
This is a simple summary.
I have seen some workplaces where this is done spontaneously, and others where it is done only verbally without understanding the essence.
Even if it is a secret, it is not a concrete one, but I introduced it because it seems to me that mentoring can be successful just by understanding these things.
