Mentoring is very important in the success of a pharmacy student. Students who develop strong mentoring relationships tend to be more productive and participative in various college and intercollegiate activities. Mentoring further helps the students successfully complete their coursework and industrial training. Mentors help graduates in their placements and remain attached to their mentees throughout their career. The information on this webpage serves to guide the faculty members to be better mentors as well as informs the students (mentees) to get acquainted with the mentoring concept.
Mentoring Philosophy at DIPR
The primary purpose of the mentoring program at Dhanvantary Institute of Pharmacy and Research (DIPR) is to facilitate the overall development of our pharmacy students. It creates a powerful synergy between the mentor and mentee rooted in transparency, trust, collaborative goal-setting, and effective problem-solving.
Core Pillars of Our Philosophy
- Initial Meeting & Goal Setting: Mentors initiate the relationship by explaining its symbiotic nature (covering academics, co-curriculars, culture, and sports). They work to identify the mentee's strengths, weaknesses, and background to establish clear career and academic goals.
- Handling Failure & Setbacks: True mentoring shines during adversity. If a mentee receives negative results or faces project failures, the mentor's role is to motivate, offer constructive guidance, and help them navigate the challenge rather than dwelling purely on the weakness.
- Targeted Skill Development: Mentors actively identify areas where the student may be struggling and tailor their guidance to help the mentee develop those specific skill sets for holistic improvement.
- Consistent Engagement: Mentors are expected to hold at least a bimonthly meeting with their mentees. Furthermore, maintaining open communication with parents/guardians and involving them in the student's developmental journey is highly encouraged.
Good Mentoring Practices
Create an Open & Supportive Climate
- Develop trust
- Two-way communication
- Share personal experiences (good times or difficult times)
- Respect mentee individuality
- Be patient
- Learn from experiences
Demonstrate Good Listening & Follow-up
- Ask open-ended questions. After you have listened fully, respond, and ask follow-up questions to demonstrate genuine interest.
- After you have discussed an issue in one conversation, be sure to ask next time how the situation has progressed. You may write an e-mail or talk as needed.
- Don't assume that what worked for you will work for your mentee; rather, try saying something like, "My experience was (xxx). What do you think will work for you?"
Provide Constructive Feedback & Advice
- Do not give negative feedback until you have built a strong relationship and the mentee is ready to receive it.
- Balance praise with constructive feedback on how to improve.
- Always focus on behaviors that can be changed and that are appropriate within the organization, field or environment.
- Let your mentee set the initial goals and then give feedback and suggestions.
- Help your mentee make goals specific and realistic, with target dates.
- Monitor progress, help them adapt plans when necessary and provide ongoing encouragement.
- Do problem solving with your mentee when issues or barriers arise.
- Do not feel that you have to have all the answers; rather, help your mentee think through strategies and options.
- Consider and discuss additional ways for your mentee to get the advice and information they need.
Remember the acrostic T.R.U.S.T.
What a mentee may be looking for from the mentor.
Time to listen and give feedback
Respect
Unconditional acceptance, even if mistakes are made
Sensitivity to feelings and needs
Touch – encouragement
Effective Exploratory Questioning
To assess the real issues and gain greater understanding
- What do you want to gain?
- What do you want to be known for?
- What do you understand the issue to be?
- What tells you that your assessment is correct? What are other people's perceptions of this issue?
- What assumptions are you making here?
- What other ideas do you have?
- How long has this issue existed?
- What did you learn from past experiences that you didn't expect to learn?
- What are the reasons behind the issue?
- Have you tried to resolve this issue before? If no, why not? If yes, what was the result?
- What choices do you have?
- What progress have you made?
- How are you using the things/ideas we've spoken about?
- What results are you looking for?
- What are your hopes and dreams for the future?
- What are some new things you could try?
Effective Empowering Questioning
To assist the mentee to think for him/herself
- What are the skills you want to develop?
- What strategies come to mind when looking at a situation?
- What do you see as possible solutions here?
- What resources are available to help you move forward?
- What key players do you need help from?
- What forces may help and/or hinder you?
- What other information do you need to arrive at a solution?
- What are the pros and cons of each solution?
- What is the first step you need to take to achieve your preferred outcome?
- What alternative strategies should you develop?
- How will you know you have mastered or successfully enhanced a competency?
- How will you apply your new skill?
- What will you do differently tomorrow to meet those challenges?
Mentoring Tools & Forms
Downloadable documents and resources for the mentoring process.
Mentoring Resources
External literature and guides for developing effective mentoring relationships.