Mentoring conversations go deeper than discussing research data. These conversations are a chance for you to get an understanding of how your trainees are feeling about their work, their growth, and their future careers. Getting to know your trainees better in terms of how they are perceiving their work and career paths can help you better guide them and connect them with others who can provide additional guidance and mentoring.
 
Often, trainees don’t know how to approach mentoring conversations or might not know the right time to bring up issues. It’s relatively common for people to expend a lot of time and energy trying to manage challenges by themselves when having an open conversation about them could speed up the process and provide them access to resources that can help.
 
Scheduling mentoring meetings with your trainees where the focus isn’t on the specifics of research data and progress can facilitate productivity and motivation by identifying areas where your trainees are thriving and where they might need a little additional support. Having these meetings once or twice a year (or more frequently, if you feel that is appropriate) is a great way to actively support your group beyond everyday mentoring and empower trainees to think about their work and overall career with a proactive mindset. This helps build confidence, which is something most of us could use some help with!
 
This motivational mentoring meeting framework can be used as-is or modified to fit specific situations. There’s a couple of additional question lists at the end for handling specific situations, such as issues with a project that need to be resolved or conflict in a team.
 
This framework isn’t for micromanaging! In fact, it will help you not become a micromanager because it will build trust between you and your trainees through creating space for open, honest discussion.