King’s Mentoring Schemes for Research Staff

Written by Nudrat Siddiqui, Research Staff Development Officer, CRSD

If the idea of looking for a mentor on your own isn’t for you, formal mentoring schemes can be a valuable alternative to finding an appropriate mentor. Mentoring schemes often require you to state the goals that you would like to work on during the mentoring relationship at application stage, then use this information to either match you with a mentor with relevant knowledge and experience or allow you to choose such a mentor from a list of existing mentors on the scheme. Choosing to opt for a formal scheme often has the added benefit of being paired with a mentor who you may not otherwise have regular contact with, such as someone from another department, university, or even outside academia, who can offer you new, objective perspectives and insights. Mentoring schemes typically also offer training or resources about what to expect from the mentoring relationship before mentoring commences.

There are several schemes across King’s that are open to research staff:

Addictions Department Mentoring Programme – This scheme is open to all staff in the Department of Addictions in the Institute of Psychiatry, Psychology & Neuroscience. Mentees are matched with mentors and then it is up to the mentees/mentors to decide how and when to meet. Most pairs meet face-to-face once every few months. For further information please contact katherine.morley@kcl.ac.uk.

British Heart Foundation (BHF) Centre of Research Excellence Scheme – This scheme provides mentoring for female scientists at any stage of their career and for male early-career research staff members. Mentees are assigned a mentor who is typically a senior investigator in a different BHF research group. Both mentors and mentees undergo training prior to commencing the programme. Further information about the programme and how to join is available here.

Cross-Departmental Postdoctoral Mentoring Programme – This scheme is open to Post-docs from the Centre for Development Neurobiology, the Randall Division of Cell & Molecular Biophysics, and the Centre for Age-Related Diseases (Wolfson CARD). It provides mentees with the option of choosing a mentor from their pool of mentors who is best suited to support them on the areas of development that they would like to work on. Find out more at the bottom of this page.

Cross Departmental Research Mentoring Scheme – This scheme is run by the Departments of War Studies, Defence Studies, European and International Studies, and Political Economy and the Global Institutes. Mentees can select a mentor from outside their department in the Faculty of Social Science and Public Policy. Find out more here.

Dental Institute Post-Doc Scheme – This scheme provides Post-docs in the Dental Institute with the opportunity to work with a mentor who is typically a senior staff member. Find out more here.

Diversity Scheme – This scheme is open to all King’s academic, research and professional services staff at any grade who wish to progress their careers and who meet one or more of the criteria below:

  • Female
  • Trans, non-binary or other gender variant identity
  • Black or Minority Ethnic of any gender identity

These audiences have been prioritised as data indicates that they are under-represented at particular grades and face greater institutional barriers to progression. Learn more here.

N.B. – This scheme is currently undergoing evaluation and is paused but is expected to re-launch in October 2018

How to Choose a Mentor and Make it Work

This is a guest post by Dr Kay Guccione, Mentoring Consultant at the University of Sheffield.

At Sheffield, as at Kings, we take mentoring for research staff seriously, and offer formal programmes designed specifically to meet the development needs of research staff. However, this post isn’t about those programmes. Instead I offer you some ideas about how you can recruit a mentor for yourself.

Both programmatic and more informal mentoring experiences can provide useful career planning support: one provides a more neutral ‘coaching space’, removed from preconceptions about you, your PI, or any disciplinary politics; the other tends to be more discipline-specific and can offer insider knowledge and guidance. What’s right for you will depend of what you’re looking for, and what you already have available to you.

Some general rules for thinking about mentoring partnerships are below — think through what you can reasonably expect from a mentor, and how to communicate that to the mentor you approach:

Mentoring figure 1 updated

When I’m designing mentoring programmes I take care not to duplicate the supportive relationships already available. For this reason, I match mentees with a mentor outside their department, broadening professional networks, and introducing them to a person they’re otherwise unlikely to meet. I can also then ensure that mentors are all trained volunteers, all starting off with the same set of expectations about what mentoring is and isn’t, and all abiding by a defined code of conduct.

There are some clear advantages though to finding your own mentor. You can do it whenever you like — no need to wait for a particular programme start date. Plus, you can choose from a whole world of mentors, you’re not restricted to just those at the same university as you. So, who should you choose?

Mentoring figure 2 JPEG

Without the formalities of a programme to make the introductions or to help you set the focus and the parameters of the mentoring relationship, you will need to anticipate for yourself the potential misunderstandings about what you’re looking for in a mentoring partnership. Right from the outset you should communicate the scope of what you want, and take responsibility for the management of the mentoring partnership.

Some things to include in that first request to your potential mentor:

  • Who you are and what you do — include any links to your work, CV, web pages etc.
  • What you aspire to — intended career route, what you’d like to be able to do, etc. Make it more meaningful than just scoping them out for a future job!
  • Why you believe they can support you with your goals. Their listening and people development skills are as important here as their CV.
  • Reassure them that you are not looking for a substitute PI.
  • Say who will take responsibility for the mentoring partnership, keep up momentum, and take action between meetings? HINT: This is your role as the mentee! More tips on making the most of mentors can be found here.
  • The time commitment you anticipate e.g. 2x1h meetings over 4 months. Set limits so you have a get out clause in case you don’t end up finding the partnership beneficial.
  • IMPORTANT! Give them a heads up on role you would like them to take. If you don’t specify that you’d like to be more than just the passive recipient of their anecdotes, wisdom and advice then you can’t expect them to know.

It’s worth noting that the usual rules of personal safety apply — if they are receptive to your request, do choose a public location to meet and introduce yourselves. While we should be mindful of asking people to do free work for us (this applies especially to women, who are more frequently asked to do supportive/mentoring work for free), be very wary of a mentor who asks for payment in order to help you. And if your intended recruit declines to support you as a mentor, you will have to graciously accept their decision.

Wishing you all the best of luck in finding and recruiting your mentor!