In the traditional mentoring type, a senior mentor serves to guide a junior mentor along their career path. These can be formal or informal relationships, pre-assigned pairings by a department, or self-selected by the mentee. They can last for decades or have a pre-defined time limit.
A junior faculty member has a panel of 2-5 mentors who meet together every 4-12 months. This structured offers the mentee a wide range of guidance from several experienced mentors in one setting.
This involves a project oriented mentoring relationship in which the mentee finds a mentor for a specific skill acquisition or pre-defined project. For instance, writing a grant proposal, instituting a clinical program, setting up a fellowship program, or writing a focused manuscript.
This is typically a group setting in which faculty at the same level of training, rank, or experience (peers) meet to share experiences, work on a project, or gain feedback. These can be informal lunches, peer support groups, career counseling sessions run by an expert, or writing support groups.
This can involve several layers of mentors and mentees who vary by rank and experience. Often 1-3 senior faculty members mentor several junior faculty in a group setting. They engage in a flow of conversation to share experiences, ideas, and tips. It serves well to off load the mentoring demands on the few senior faculty members.
In order to achieve the multi-dimension guidance needed, faculty in academic medicine often require a number of different mentors during their career. Mosaic mentoring can be viewed as a longitudinal landscape of career mentoring for an individual faculty, or it can refer to a specific type of group mentoring. In mosaic group mentoring, a diverse range of individuals of different ranks, ages, genders, races, skills and experience come together in a non-hierarchical community. Benefits include collaboration, reduced pressure on mentors, merging small pools together, and success in both gender and minority mentoring.