One-on-One Mentoring:

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.
 

Mentoring Panel or Committee:

A junior faculty member has a panel of 2-5 mentors who meet together every 4-12 months. This structure offers the mentee a wide range of guidance from several experienced mentors in one setting.
 

Functional Mentoring:

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.
 

Peer Mentoring:

This is typically a group setting in which faculty at the same level of training, rank or experience 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.
 

Group Mentoring:

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 offload the mentoring demands on the few senior faculty members.
 

Mosaic Mentoring:

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.