The Department of Medicine’s Staff Mentorship Program recently concluded its pilot year with a recognition event celebration luncheon. Begun to address issues that came to light from WellDOM staff surveys and focus groups, the program – which kicked off in March 2022 – set goals to facilitate staff career development and to build an inclusive mentoring culture centered on learning, creativity, sharing new ideas and working towards a shared vision. The intended outcomes were to increase staff work satisfaction, sense of self-efficacy, networking, connection and collaboration, and to decrease staff attrition, isolation and burnout.
“This program added a wonderful new dimension to my work,” shares Hillary Chrastil, associate director for strategy and operations. “In addition to professional development opportunities, I really appreciated being able to connect with others across the department who I may not have crossed paths with otherwise. Now, at the end of the program, I have a new network of colleagues and have built a long-lasting relationship with my mentees.”
Open to administrative and research staff across the Department of Medicine, the inaugural group included 12 mentors and 26 mentees from across 16 divisions and units. Using a peer-facilitated mentorship model, mentors led groups of five or less mentees, and met quarterly for Mentor Caucus sessions to learn from one another and gain insight into mentor-focused topics.
“As a mentor, I have really enjoyed honing my leadership skills and connecting with other members of the DOM community,” says HR Coordinator and Operations Specialist Katherine Frank. “As a former teacher, I am a lifelong learner and am grateful for the learning opportunities this program offers.”
“This program created the space for a community of staff to connect, develop and grow,” says Administrator and mentor Carissa Figal, MPA. “It was great to connect with other staff throughout the department – we have a well of talented staff members who deeply care about their work.”
“Being a mentor to a great team of peers was rewarding both personally and professionally,” says Senior HR Professional Dan Page. “I say peers, as we often met as a group and discussed various topics – how to approach concerns, tasks, etc. What I learned from my mentee group was tremendous – they reminded me to look at topics from a different lens and view all options and ideas…”
Mentees met monthly for educational sessions led by guest speakers and mentee-focused topics led by mentors. One of the educational texts used in the program – “The Mentoring Guide: Helping Mentors and Mentees Succeed” – was co-authored by Robert W. Schrier Chair of Medicine Vineet Chopra, MD, MSc.
“I thoroughly enjoyed my experience during the program,” reflects Kelsey Hussey, website and digital content senior specialist in the Division of Hospital Medicine. “This program started two months after I joined the division, which gave me the opportunity to immerse myself in the CU Anschutz community and get to know more people in the department. I’ve grown so much over the past year and am so thankful for the tangible skills and knowledge I can take with me through the rest of my career.”
“This program helped me improve my project management skills,” notes DOM QPS Data Project Manager Homer Atanacio. “I learned new tools and knowledge that will help me become a better project manager and team player. I highly recommend this program to all faculty and staff because we all can learn from one another.”
The End of Year Recognition luncheon featured a welcome from Dr. Chopra and keynote from Associate Dean for Diversity, Equity and Inclusion Amira del Pino-Jones, MD. Awards were given to mentees and mentors who were nominated by their peers in the program.
Mentee Awards
- The Growth Mindset Award, for the mentee who has shown the most growth while in the program, went to Jessica Martinez and Sarah Steinbergs.
- The Team Player Award, for the mentee who takes a team approach, is helpful and exhibits cultural sensitivity, went to Ellie Olthoff.
- The Future Mentor Award, for a mentee who exhibits the leadership qualities of a potential mentor, went to Sangeetha Tadimalla.
Mentor Awards
- The Most Humanistic Award, for the mentor who has emphasized the personal worth of their mentees and fellow mentors, went to Dan Page and Hillary Chrastil.
- The Leaving a Legacy Award, for the mentor who exemplified mentorship and transferred knowledge and lifelong learning skills to their mentees, went to Katherine Frank.
- The Yoda Award, for the mentor who has embodied Yoda’s words to Luke in “Return of the Jedi”, “always pass on what you have learned,” went to Carissa Figal.
“The mentoring program doesn’t end; the bond formed with a mentee can last a lifetime,” says Dan. “I recommend that anyone wanting to grow professionally and personally join the program either as a mentor or mentee.”
Katherine adds, “I have recommended this program to several members of my team who are excited to apply for the next cohort!”
“If you’re considering applying for the next program, don’t hesitate!” says Kelsey.
A huge thank you to Cheryl Loudd, Jordan Hirsch and all of the participants in this program for its success! Keep an eye out for the call for applications for the next Staff Mentorship Program, which will launch in September of 2023.
April 18, 2024