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Outcomes of a Five-Year Formal Ophthalmology Residency Mentorship Program

Objective  This article describes a formal ophthalmology residency mentorship program, identifies its strengths and weaknesses over 5 years of implementation, and proposes strategies to improve qualitative outcomes of the mentorship program. Design  Cross-sectional anonymous online survey. Subjects...

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Autores principales: Yang, Sen, Glass, Sarah T, Clements, John L, Reznick, Leah G, Faridi, Ambar
Formato: Online Artículo Texto
Lenguaje:English
Publicado: Thieme Medical Publishers, Inc. 2022
Acceso en línea:https://www.ncbi.nlm.nih.gov/pmc/articles/PMC9927995/
https://www.ncbi.nlm.nih.gov/pubmed/37064729
http://dx.doi.org/10.1055/s-0042-1756133
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author Yang, Sen
Glass, Sarah T
Clements, John L
Reznick, Leah G
Faridi, Ambar
author_facet Yang, Sen
Glass, Sarah T
Clements, John L
Reznick, Leah G
Faridi, Ambar
author_sort Yang, Sen
collection PubMed
description Objective  This article describes a formal ophthalmology residency mentorship program, identifies its strengths and weaknesses over 5 years of implementation, and proposes strategies to improve qualitative outcomes of the mentorship program. Design  Cross-sectional anonymous online survey. Subjects  All current and former mentees and mentors at the Casey Eye Institute (CEI) residency program from 2016 to 2021. Methods  All eligible participants were contacted via email to complete a survey to describe and analyze their experiences with the CEI's formal residency mentorship program. Results  Of the 65 surveyed participants, 82% preferred in-person meetings and met up from 2 to 3 times (44%) to 4 to 6 times (38.5%) annually at 15 minutes to 1 hour (48%) or 1 to 2 hours (42%) duration. Sixty-two percent of meetings were initiated by mentors, 8% by mentees, and 32% shared responsibilities equally. Participants also identified the three most important qualities for successful mentor-mentee relationship as personality (33.6%), communication styles (29.2%), and extracurricular interests/hobbies (16.8%). Mentees valued career advising, networking, and wellness support over academic and research mentorship. Subjective outcomes showed 25% of the mentee and 43% of the mentors agreed the mentorship program was a valuable experience. Comparably, 14% of the mentees and 38% of the mentors prioritized the relationship. There was a strong correlation between participants who prioritized the relationship and acknowledged it as a valuable experience ( p  < 0.01). Eighteen percent of the mentees and 43% of the mentors found the relationship effective and met their expectations. Twenty-one percent of the mentees and 38% of the mentors believed they had the tools and skills necessary to be effective in their respective roles. Conclusion  Our survey identified that weaknesses of the mentorship program include ineffective communications, inadequate preparation in their respective roles, and lack of priority focus on the relationship. We propose strategies to strengthen our program through creating workshops to clarify roles and responsibilities, emphasizing accountability with a contract statement, and implementing a new matching algorithm to customize participants' experience. Additional studies from other residencies with formal mentorship programs are warranted to identify, strategize, and foster high-quality mentorship.
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spelling pubmed-99279952023-04-14 Outcomes of a Five-Year Formal Ophthalmology Residency Mentorship Program Yang, Sen Glass, Sarah T Clements, John L Reznick, Leah G Faridi, Ambar J Acad Ophthalmol (2017) Objective  This article describes a formal ophthalmology residency mentorship program, identifies its strengths and weaknesses over 5 years of implementation, and proposes strategies to improve qualitative outcomes of the mentorship program. Design  Cross-sectional anonymous online survey. Subjects  All current and former mentees and mentors at the Casey Eye Institute (CEI) residency program from 2016 to 2021. Methods  All eligible participants were contacted via email to complete a survey to describe and analyze their experiences with the CEI's formal residency mentorship program. Results  Of the 65 surveyed participants, 82% preferred in-person meetings and met up from 2 to 3 times (44%) to 4 to 6 times (38.5%) annually at 15 minutes to 1 hour (48%) or 1 to 2 hours (42%) duration. Sixty-two percent of meetings were initiated by mentors, 8% by mentees, and 32% shared responsibilities equally. Participants also identified the three most important qualities for successful mentor-mentee relationship as personality (33.6%), communication styles (29.2%), and extracurricular interests/hobbies (16.8%). Mentees valued career advising, networking, and wellness support over academic and research mentorship. Subjective outcomes showed 25% of the mentee and 43% of the mentors agreed the mentorship program was a valuable experience. Comparably, 14% of the mentees and 38% of the mentors prioritized the relationship. There was a strong correlation between participants who prioritized the relationship and acknowledged it as a valuable experience ( p  < 0.01). Eighteen percent of the mentees and 43% of the mentors found the relationship effective and met their expectations. Twenty-one percent of the mentees and 38% of the mentors believed they had the tools and skills necessary to be effective in their respective roles. Conclusion  Our survey identified that weaknesses of the mentorship program include ineffective communications, inadequate preparation in their respective roles, and lack of priority focus on the relationship. We propose strategies to strengthen our program through creating workshops to clarify roles and responsibilities, emphasizing accountability with a contract statement, and implementing a new matching algorithm to customize participants' experience. Additional studies from other residencies with formal mentorship programs are warranted to identify, strategize, and foster high-quality mentorship. Thieme Medical Publishers, Inc. 2022-08-22 /pmc/articles/PMC9927995/ /pubmed/37064729 http://dx.doi.org/10.1055/s-0042-1756133 Text en The Author(s). This is an open access article published by Thieme under the terms of the Creative Commons Attribution-NonDerivative-NonCommercial License, permitting copying and reproduction so long as the original work is given appropriate credit. Contents may not be used for commercial purposes, or adapted, remixed, transformed or built upon. ( https://creativecommons.org/licenses/by-nc-nd/4.0/ ) https://creativecommons.org/licenses/by-nc-nd/4.0/This is an open-access article distributed under the terms of the Creative Commons Attribution-NonCommercial-NoDerivatives License, which permits unrestricted reproduction and distribution, for non-commercial purposes only; and use and reproduction, but not distribution, of adapted material for non-commercial purposes only, provided the original work is properly cited.
spellingShingle Yang, Sen
Glass, Sarah T
Clements, John L
Reznick, Leah G
Faridi, Ambar
Outcomes of a Five-Year Formal Ophthalmology Residency Mentorship Program
title Outcomes of a Five-Year Formal Ophthalmology Residency Mentorship Program
title_full Outcomes of a Five-Year Formal Ophthalmology Residency Mentorship Program
title_fullStr Outcomes of a Five-Year Formal Ophthalmology Residency Mentorship Program
title_full_unstemmed Outcomes of a Five-Year Formal Ophthalmology Residency Mentorship Program
title_short Outcomes of a Five-Year Formal Ophthalmology Residency Mentorship Program
title_sort outcomes of a five-year formal ophthalmology residency mentorship program
url https://www.ncbi.nlm.nih.gov/pmc/articles/PMC9927995/
https://www.ncbi.nlm.nih.gov/pubmed/37064729
http://dx.doi.org/10.1055/s-0042-1756133
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