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Lee Culp
Mentoring Activity
July 16, 2014
The Importance of Mentoring in the Medical Profession
Mentoring, even in life, provides a foundation for individuals who are new to something,
to grow from. Mentoring helps establish the norm in life, and even in a profession. Those whom
are mentors establish the qualifications and standards for mentees to look up to. Being a mentor
is not an easy task, it is something that takes hard work, determination, dedication, drive,
communication (both verbal and nonverbal), as well as the ability to teach. In every field there is
a mentor, someone to teach; someone to guide. Mentors can be found in every aspect of life -
education, spiritual, profession, friendship - just to name a few. They teach and lead by example
and has become a very valuable attribute for society.
Mentors help their mentees acquire and integrate new learning (educational aspect),
manage transitional states (personal aspect), and maximize their potential to become a fulfilled
and achieving practitioner (professional aspect). Mentoring equally encompasses all 3 aspects,
which makes it distinct from other developmental relationships.
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Mentoring can be either formal,
as in educational or institutional settings, or informal such as spiritual or friendship settings.
Sometimes, mentoring can be a mutual relationship. However, more often than not, the main
purpose of mentoring is to fabricate a relationship of development and growth for the mentee.
History is a cycle of the mentor-mentee relationship; stories are passed down from one
generation to the next, each elder teaching the younger their life experiences and lessons.
The process of mentoring has both pros and cons. Humans are creatures of habit, whether
we recognize it or not. When mentoring someone, we may not automatically realize a habit that
we are portraying unto our mentee. That habit can be good, and a great quality to pass on. Or,
that habit can be bad, and reflect negatively on both the mentor and mentee. When acting as a
mentor, one must be cognoscente of what they are demonstrating to their mentee, and aware of
the impact they will have on them. A mentee will have their own moral pathway, but if a mentor
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leads them off, they can be easily influenced. Being a mentor is valuable to almost every aspect
of life, and the title should be held with high regard, as well as personal respect.
I interviewed two individuals for this assignment, one is the HR/Office Manager here,
and the other is a Physics Resident. Together, they gave some valuable insight into what they
believe leads to a good mentor. According to Ms. Weitzel, she recognizes the fact that she can
teach the future, in students, that advice/suggestions/answers that she can provide them with,
helps them (the students) grow in knowledge and experience.
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It is entirely possible, and
reasonable to believe that mentoring relationships early in ones career lay the foundation for the
rest of their career. Relationships with mentors enable young adults to successfully enter the
adult world and the world of work by simultaneously assisting in career growth and the
establishment of separate identities.
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Learning the ropes, and basics, from someone who is
advanced in the field, and takes the time and effort really lays the groundwork for someone to
establish themselves from.
Mentors influence the next generation, and can also shape the future of the profession.
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This can be a good thing, as discussed, or a bad thing especially if the mentor is ineffective.
When a mentor is ineffective, a majority of the time they do not realize this, and may only realize
this when they have a mentor of their own.
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Perhaps this ineffective mentor never had their own
mentor to learn from, and had an ineffective foundation laid for them. This would be unfortunate,
but not entirely their own fault. An effective mentoring experience for this individual can lead to
accomplishments in many areas of their lives. When dealing with a mentoring relationship, both
individuals should realize that they are learning from the other as well, and understand that the
communication is open, and both ways. Knowledge is power, and mentoring leads to said
knowledge. One should recognize that they are shaping the future when they become a mentor,
and must not abuse that power.
For the profession of Medical Dosimetry, a mentee must understand that having an
effective mentor is detrimental to their future. They should actively seek out the best mentor
within the department that they are learning at, to study under. It is important in this field to
understand the complex plans, and treatment planning systems - and the best way to fully
understand is to learn from a mentor.
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References
1. Sambunjak D, Marusic A. Mentoring. What's in a name? JAMA. 2009;302(23):2591-2592.
http://dx.doi.org/10.1001/jama.2009
2. Discussion with Jennifer Weitzel, HR/Office manager at the Cancer Care of Western New
Yok. August 1, 2014.
3. Kram K, Isabella L. Mentoring alternatives: The role of peer relationships in career
development. The Academy of Management Journal. 1985;28(1):110-132.
http://www.bu.edu/sph/files/2012/01/Kram_Mentoring-Alternatives.pdf. Published March
1985. Accessed August 1, 2014.
4. Lenards N. Professionalism & Mentoring. Mentoring. [SoftChalk]. La Crosse, WI: UW-L
Medical Dosimetry Program; 2014.













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Appendix A
Lee Culp
Mentoring Interview with Jennifer Weitzel (Trascript)
July 14, 2014
Q: Please define mentoring in your own words.
A: Mentoring, to me, describes the relationship between an experienced person and someone
who has the desire to learn more about their respective field from someone who has real life
experience in said field.
Q: Do you see yourself as a mentor? In what aspects?
A: Yes, I have worked with students looking to enter the HR/business world after college
through internships as well as networking connections made and the advice/suggestions/answers
that I can provide them with, I hope, helps them grow in knowledge and experience.
Q: Can you tell me the difference between a mentor and a teacher?
A: I believe that mentoring allows for the mentor to show the mentees how he/she works, learns,
moves through experiences and situations and let the mentee decide what information they want
as their take-aways through real life scenarios and situations.
Q: Do you remember having a mentor? If so, who was it?
A: Yes, when I began early in my career, I worked with a very experienced and well respected
HR Manager. I enjoyed learning from her by watching her interactions with staff in various
situations (positive and not so positive) and was able to gain knowledge in the field through her
experience ultimately strengthening my own skills and comfort levels.
Q: Do you know the difference between effective mentoring and ineffective mentoring? If so,
please define the difference.
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A: Effective mentoring allows both the mentor and the mentee to have open communication and
dialogues about the learning process. An ineffective mentor may take for granted their
experience and not fully exposure a learning opportunity for the mentee.
Q: Do you think you are an effective mentor? Why or why not?
A: Yes, I do. I had an invaluable experience with an incredible mentor and I bring that with me
as a mentor.
Q: Do you believe mentoring is a means to fostering employee work and development at your
job?
A: Yes! Absolutely! Knowledge and experience is power and the more you can share the better
off employees can be in their own jobs and lives as they take what is applicable and apply it.
Q: What do you think a person can do to become a more efficient effective mentor?
A: If a person wants to become more effective in mentoring, they have to first be open to
reflecting on what it is that makes them ineffective. This comes from listening and reviewing
feedback (if possible) and self-reflection.
Q: What skills and attributes do you think a person needs to have to become an effective mentor?
A: Communication, patience, honesty, availability
Q: Do you think someone realizes when they are, in fact, an ineffective mentor? How do you
think this could be remedied?
A: I dont believe someone would realize on their own that they are an ineffective mentor unless
someone told them. I think it would depend on the person and how well they know their own
strengths and weaknesses. The remedy would come through them having a mentor of their own!



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Mentoring Interview with Frank Palmer
July 28, 2014
Q: Please define mentoring in your own words.
A: To offer advice, support or sounding board
Q: Do you see yourself as a mentor? In what aspects?
A: Yes, I see myself as a mentor. From a professional aspect, oftentimes I am called up for
advice or I will need to train/coach an employee or to simply listen
Q: Can you tell me the difference between a mentor and a teacher?
A: I dont believe there is a difference, both can leave a lasting effect.
Q: Do you remember having a mentor? If so, who was it?
A: An old friend that I once worked with, who has now successfully climbed the corporate
ladder
Q: Do you know the difference between effective mentoring and ineffective mentoring? If so,
please define the difference.
A: ineffective mentoring = be offering advice on a subject you have no knowledge of or giving
too much feedback. Effective mentoring = helps to identify needs, offers feedback
Q: Do you think you are an effective mentor? Why or why not?
A: I believe that I am an effective mentor, as I try not to push my thoughts or beliefs onto
someone else.
Q: Do you believe mentoring is a means to fostering employee work and development at your
job?
A: If your employee trusts you, then yes definitely. This will offer added value to the working
relationship
Q: What do you think a person can do to become a more efficient effective mentor?
A: Mentoring is not for everyone, youd have to be willing to put aside your personally feelings
and be genuine and knowledgeable
Q: What skills and attributes do you think a person needs to have to become an effective mentor?
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A: listening skills, knowledge based skills
Q: Do you think someone realizes when they are, in fact, an ineffective mentor? How do you
think this could be remedied?
A: That fact that they realize that their mentoring is ineffective, is a step in the right direction.