Degree In Sight
Finding the right mentor in graduate school is one of the most important — and often trickiest — parts of your grad school experience. There are lots of ways to define "mentor," but typically he or she is more than an academic advisor. Mentors offer moral support, serve as sounding boards and help you prepare for life after grad school, both professionally and personally.
The mentor-mentee relationship shouldn't be thought of as optional, says Laura Gail Lunsford, PhD, a psychology professor who studies mentoring at the University of Arizona. A poor match — or not having a mentor at all — not only can lead to an unpleasant grad school experience, it can also undermine your career prospects, she says. "Our research has found that after financial support, having a good relationship with one's mentor was the best predictor of future success, [such as] the number of publications and presentations down the road."
And, after financial support, the mentor-mentee relationship is also the best predictor of whether you graduate from a doctoral program at all, according to the Council for Graduate Studies.
What does it take to find a good mentor and cultivate that relationship? We asked mentoring researchers, faculty and grad students for their insights.
Mentors and mentees should pair up late in undergrad or early in grad school, says Lunsford. Developing relationships as an undergraduate can help lay the groundwork for graduate school and set you up for future success, according to her study, published in Mentoring & Tutoring: Partnership in Learning. Specifically, early mentoring led to more satisfied grad students who made more presentations and faster progress.
"When you develop these connections as an undergraduate, you'll already have a community that's excited to greet you when you show up at the graduate level," says York University psychology grad student Jeremy Trevelyan Burman.
That said, don't panic if you don't have a mentor by the end of your first year of graduate school. "Start talking to successful third- and fourth-year graduate students and find out who their mentors are," says Lunsford. "Ask to be introduced to them and you will ultimately find a good match."
Grab the reins
Don't hang back and wait to be chosen by a faculty member, says W. Brad Johnson, PhD, a psychology professor who studies mentoring at the U.S. Naval Academy. "Drop by for discussions and stay after class to chat," he suggests.
Research shows that we tend to like people we see often, so hang around the department, take potential advisors' colloquia and visit them during their office hours, Johnson adds. Becoming knowledgeable about potential mentors' work and showing them that you're interested is the best way to recruit a mentor, he says.
Collect 'em all
It's tempting to envision that perfect mentor who will mold you into a great researcher, professor or clinician. But this is a romanticized notion, says Johnson. In reality, mentors come in many forms, and each can provide a different type of support. Some may assist you better in the professional realm, helping you gain grants, apply for jobs and accomplish other career-related tasks. Other mentors can serve more "psychosocial functions," such as helping you balance your professional and personal lives and offering moral support.
Both types are important, and when it comes to picking mentors, his research has found the more you have, the better. "Patch together a network of people to gain experience from," Johnson says. "The happiest, most successful people have a constellation of mentors." This group can include more advanced grad students, faculty members from other departments or even family members, he says.
Don't force the relationship
You may want your academic advisor to be your mentor also, but things don't always work out that way — and that's OK. "Your research advisor can just be your research advisor," says Jeffrey E. Barnett, PsyD, a researcher who studies the mentor-mentee relationship at Loyola University Maryland. This is where the constellation of mentors comes in: If your advisor is brilliant at pointing out methodological flaws in your work but can't offer you career advice or moral support, find another person in your department or even outside it who can. This way, you can still reap the benefits that your advisor offers without missing out on the guidance a mentor can provide.
Be an eager beaver
Once you've found your grad school mentors, dive into the experience to get everything out of it you can. "When I offer advice, I want students to rise to the occasion," Johnson says. So show your mentors how you put their coaching into practice. If they suggest you use an alternative technique in the lab, tell them how it worked out. Or if your mentors shared a clinical skill, let them know how it worked with your own clients. Taking your mentor's advice and sharing your successes communicate that you really want to be there and are benefiting from the relationship, Johnson says. Mentors want to know that they're helping you, and they'll feel good that you're getting what you came to grad school for.
Learn to accept criticism
Students who are reluctant to take advice or constructive criticism tend not to do as well as students who are more receptive to their mentors' advice. After all, your mentors aren't just there to cheer you on. They are trying to help you prepare for a career and, therefore, must be honest about your weaknesses. "Accept praise and criticism with openness and nondefensiveness," says Johnson. "Mentees who can tolerate and learn from correction are more likely to be mentored." If you find yourself deeply hurt or offended by your mentor's markup of your dissertation proposal, take a step back and remind yourself of the goal. Critiques are meant to evaluate and improve your work — not you as a person, Johnson says.
Scratch your mentor's back
Figuratively, that is. Mentors work hard on your behalf, says Johnson, and it's important to give something back to the relationship. "When possible, offer your mentor assistance with projects that might simultaneously afford you experience and supervision," he says. Offer to set up that new piece of lab equipment, or draft a section of a grant proposal. This way, you'll gain some good experience while also lightening your mentor's workload.
Make sure your mentors know that you value the relationship and the direction they are providing. "This doesn't mean you have to give your mentor a Starbucks gift card or bring breakfast every morning," says Barnett, "but make sure you're gracious and respectful of your mentor's time and efforts." Show up to appointments on time, be honest about your progress and challenges, and make sure to thank your mentors for their help and guidance every now and again.
Know it's worth the effort
Learning how to develop and nurture mentor-mentee relationships isn't easy, but it will pay off long after you've earned your degree, says Leigh Ann Carter, a clinical psychology doctoral student at Loyola. "My relationship with my mentor is something that will continue beyond graduate school," she says. "Mentoring will serve as a bridge linking my graduate training to the early stages of my professional career and beyond." Whether you continue to a career in academe, private practice, government or private industry, you'll need to tap the advice of people who have gone before you. So get out there and begin laying the groundwork for mentorships that will last a lifetime.