The Faculty of Medicine recommends that potential mentors and mentees reach an agreement as to what model of mentoring is most appropriate. While mentorship models may differ within departments, schools, centres and programs, the core component is the identification of mentor(s) for all early career faculty members within their first academic or clinical appointment and also post-tenure faculty who are seeking additional guidance from mentor(s).
Individual (one-on-one):
A traditional one to one mentoring relationship between a mentor and a mentee.
Mentoring Network:
The mentee finds mentors for specific competencies or themes. The mentee forms a network of multiple relationships with a variety of mentors with variable duration, scope and nature of support. The intention of this model is that different mentors provide diverse experiences and areas of expertise. The network of mentors changes throughout the mentees’ career. Some suggested themes are:
| Promotion and Tenure | Teaching |
| Commercialization | Research |
| Women in Leadership | Conflict Resolution |
| Career Pathing and Leadership Development | Funding Opportunities |
| Service in Research and Professional Communities | Performance Management |
Group mentoring:
A small group of mentees supervised by a mentor. It can be used at all career stages. This involves several layers of mentors and mentees who vary by rank and experience. Often 1-3 faculty mentors mentor several mentees in a group setting. They engage in a flow of conversation to share experience, ideas and tips. It serves well to offload the mentoring demands on the senior faculty members.
Peer mentoring:
Mentoring among faculty at the same level of training, rank or experience meet to share experiences, work on a project or gain feedback.