What to Look for in an Ideal Mentor
Panelists at MBP's Biotech Nexus event shared what it takes to be an effective mentor — and what traits should be a dealbreaker.
Oct 17, 2022
A study of more than 37,000 scientist mentors and mentees found that mentors with the biggest positive impact tend to be highly successful themselves. The study, conducted by Northwestern University professor Brian Uzzi, also found that the most successful mentees do not follow the same path or field as their mentors. Instead, they apply the lessons they learn in a different subject area.
Uzzi's analysis reinforced one of the key topics discussed during Biotech Nexus, an annual event hosted by Northwestern Engineering's Master of Biotechnology Program (MBP): mentorship matters.
Mentors can be found in many places, explained Stephanie Pulliam, a marketing manager at AbbVie. An important trait for a mentor, Pulliam said, is to be straightforward.
“If they’re all rainbows and sunshine and Christmas cookies, run,” Pulliam said. “I want a mentor who will be upfront. No one’s journey has been straight. There have been roadblocks. There have been ditches. There have been valleys. I want to know how they've been able to traverse those. Tell me what happened when you made a mistake and how you were able to fix it. That’s what I want to know.”
Pulliam was one of five panelists at Biotech Nexus, a gathering for students, alumni, and industry professionals designed to highlight the array of professional opportunities available to someone with a background in biotechnology.
Pulliam said it is natural to turn toward senior leaders when searching for a mentor — if they have your dream job, why not reach out to them and try to emulate their path — but a mentor doesn't have to be someone higher up in the organization.
“Oftentimes we’re looking at people in the C-Suite, the vice presidents, the top echelon for mentorship, which is absolutely fine,” Pulliam said. “But there is nothing wrong with someone who is lateral to your role. They’re struggling with the same political issue, the same things that are happening in corporate America. They’re experiencing the same things, so they have tidbits that can help me as well.”
Felicia Bogdan, a principal research scientist at Abbott Laboratories, also spoke about mentorship at Biotech Nexus. She learned early in her career that there is a difference between a mentor and an advocate, and it's important to know which you're looking for. While it's possible for mentors to serve as advocates, oftentimes, the two serve different purposes.
"Someone who’s a mentor can teach you, and they can show you the ropes," Bogdan said. "They can give you guidance and help you grow your career, but that doesn’t mean that person is going to advocate for you and stand up for you and say, ‘This person is worth the chance.’”
A mentor can offer advice to their mentee about how to go about trying to get promoted or stand out for a job opening; an advocate will speak up on behalf of that mentee and say they are the right person for the job.
“For many years, I was working hard and thought my work was going to speak for itself, but that’s not sufficient,” Bogdan said. “Sometimes you need that person who’s going to stand up and say, ‘That person is an excellent scientist. They’re doing their job well. Let’s give them an opportunity to move into more of a leadership role.”
Uzzi's analysis reinforced one of the key topics discussed during Biotech Nexus, an annual event hosted by Northwestern Engineering's Master of Biotechnology Program (MBP): mentorship matters.
Mentors can be found in many places, explained Stephanie Pulliam, a marketing manager at AbbVie. An important trait for a mentor, Pulliam said, is to be straightforward.
“If they’re all rainbows and sunshine and Christmas cookies, run,” Pulliam said. “I want a mentor who will be upfront. No one’s journey has been straight. There have been roadblocks. There have been ditches. There have been valleys. I want to know how they've been able to traverse those. Tell me what happened when you made a mistake and how you were able to fix it. That’s what I want to know.”
Pulliam was one of five panelists at Biotech Nexus, a gathering for students, alumni, and industry professionals designed to highlight the array of professional opportunities available to someone with a background in biotechnology.
Pulliam said it is natural to turn toward senior leaders when searching for a mentor — if they have your dream job, why not reach out to them and try to emulate their path — but a mentor doesn't have to be someone higher up in the organization.
“Oftentimes we’re looking at people in the C-Suite, the vice presidents, the top echelon for mentorship, which is absolutely fine,” Pulliam said. “But there is nothing wrong with someone who is lateral to your role. They’re struggling with the same political issue, the same things that are happening in corporate America. They’re experiencing the same things, so they have tidbits that can help me as well.”
Felicia Bogdan, a principal research scientist at Abbott Laboratories, also spoke about mentorship at Biotech Nexus. She learned early in her career that there is a difference between a mentor and an advocate, and it's important to know which you're looking for. While it's possible for mentors to serve as advocates, oftentimes, the two serve different purposes.
"Someone who’s a mentor can teach you, and they can show you the ropes," Bogdan said. "They can give you guidance and help you grow your career, but that doesn’t mean that person is going to advocate for you and stand up for you and say, ‘This person is worth the chance.’”
A mentor can offer advice to their mentee about how to go about trying to get promoted or stand out for a job opening; an advocate will speak up on behalf of that mentee and say they are the right person for the job.
“For many years, I was working hard and thought my work was going to speak for itself, but that’s not sufficient,” Bogdan said. “Sometimes you need that person who’s going to stand up and say, ‘That person is an excellent scientist. They’re doing their job well. Let’s give them an opportunity to move into more of a leadership role.”
