Negative Mentoring

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Negative Mentoring

   Active Negative Mentoring

   Passive Negative Mentoring


   

ASPECTS OF ACTIVE NEGATIVE MENTORING (TOXIC MENTORING) AND THEIR MANIFESTATIONS 

 

Mentor is Ambivalent 

A) Mentor displays lack of investment in, and respect for, mentee's career development

 

1) 

Mentor squelches initiative or enthusiasm of mentee

 

2)

Mentor is intolerant and disrespectful of mentee's research or clinical field, sometimes because it is different than mentors

 

3)

Mentor inhibits the promotion of mentee

 

4)

Mentor is disrespectful of individual boundaries of their mentee

 

5)

Mentor gives negative feedback without positive constructive guidance

B) Mentor places low value on need and responsibility for mentorship

 

1) 

Mentor uses mentee's career to further own career by taking credit for mentee's research

 

2)

Mentor doesn't give responsibilities or provide opportunities to their mentee that are appropriate to achieve career goals

 

 

a)

No support is given for independent effort by mentee

 

 

b)

Excessive service responsibilities are assigned to mentee

 

 

c)

Mentor is overprotective of their mentee

 

 

d)

Selective mentoring is shown of some but not all mentees

 

 

e)

Mentee's lack of success is justification for continued misuse of mentee's time

Mentor is Inaccessible 

A) Mentor displays poor attitude about meeting with their mentee

B) Mentor does not meet regularly with their mentee to discuss course and direction of career

C) Mentor does not attend scheduled meetings

Mentor is Insecure 

A) Inappropriate interpersonal and social behavior is demonstrated by mentor

B) Mentor is threatened by their mentee's success

C) Mentorship is perceived as being negative for their mentee's career

D) Mentor provides destructive criticism

E) Mentor participates in pitting junior faculty against one another

F) Mentor is defensive about new ideas, especially those that might challenge prior work of mentor

Mentor displays discomfort with colleagues of other gender

 

1) 

Mentor avoids and displays insecurity when working with opposite gender

 

2) 

Male mentor is unable to see female faculty in other than a "helper" role rather than as a colleague or mentee role

 

3) 

Mentor makes sexually oriented comments or engages in inappropriate behavior

 

4)

Mentor is unable to deal with opposite gender without sexual overtones


 

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ASPECTS OF PASSIVE NEGATIVE MENTORING AND THEIR MANIFESTATIONS

Ambivalent or inattentive  

A) Mentor shows lack of investment in, and respect for, mentee's career development

 

1) 

Mentor neglects to protect mentee and mentee's independence (e.g., from inappropriate and harmful use by mentor or outside collaborators or by absorbing mentee's individual funding into mentor's funding control).

B) Mentor has unrealistic expectations leading to "guaranteed failure" of mentee

C) Mentor undervalues need, importance and responsibility for mentorship; 

 

They neglect to:

1)

Step in and correct the mentee's course when needed

 

2)

Encourage and advise mentee to complete, write up and present work

 

3)

Identify and encourage mentee to apply for sources of independent funding early in career

 

4)

Include mentee in "after hours" networking

 

5)

Propose mentee for invited talks, symposia, informal social events and meetings with external physicians and scientists

Mentor lacks mentoring skills 

A) Mentor does not realize own limitations in specific areas of advising and gives bad advice

Mentor is Inaccessible

A) Mentor invests inadequate time with their mentee, possibly due to:

 

1) 

Being more concerned with own success on national level than within institution

2)

Being over-committed

3)

Being disorganized and lacking administrative skills

Mentor is Insecure 

A) Mentor is not fully developed or secure in her/his career in mentoring role

B) Mentor is unsure of how to function as a mentor

 

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© 2013 by Office of Faculty Development, Wake Forest School of Medicine.

All rights reserved. No part of this document may be reproduced or transmitted in any form or by any means, electronic, mechanical, photocopying, recording, or otherwise, without prior written permission of the WFSM Office of Faculty Development.

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

  

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 


Quick Reference

JUMP
Steven M. Block, MBBCH
Senior Associate Dean for Faculty Affairs and Career Development

336-713-5074

jump@wakehealth.edu

Rita Groce
Program Manager

336-713-5074

jump@wakehealth.edu

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