Faculty Mentor Development

Jacobs School departments and offices can request the Office of Faculty Affairs to facilitate one of the listed workshop sessions for your group/unit/department. Alternatively, please share your own suggestions for workshop topics.

This workshop is designed to explore perceptions of approachability within mentor-mentee relationships. Specifically, we will discuss factors that can influence mentorship effectiveness and how to address challenges that impact mentor-mentee interactions. This workshop will highlight small changes in communication and accessibility that can be utilized to strengthen mentorship relationships within your research group.

This workshop is designed to explore creating inclusive environments and support systems for trainees. In the workshop, we utilize case studies and guided reflections to highlight strategies and approaches for creating an inclusive environment where trainees feel valued and supported. Additionally, we share resources within and outside the school that you can access and utilize in creating a supportive environment for your trainees.

This workshop is designed to explore the multifaceted roles of a principal investigator--spcifically, the roles of research advisor, mentor, and supervisor. In this workshop, we discuss the distinctions and overlaps between these roles and how to navigate them effectively by reflecting on your own approaches to fostering a productive and supportive research environment.

This session builds a framework for having difficult/uncomfortable conversations, including providing effective feedback. It examines how we decide to engage in difficult./uncomfortable conversations and provides strategies and tools for effective communication under challenging circumstances. Specific issues, such as differences in style or culture, appropriate boundaries and managing challenging interactions are discussed.

This workshop addresses the effect of bias--both explicit and implicit--on our research groups. It provides strategies to ensure that all trainees are set up for success at work, including welcoming diversity and addressing issues such as stereotype threat, micro-aggressions and attributional ambiguity.

This workshop is designed to explore communication and work style differences. Specifically, we look at how they influence the way we make decisions and manage conflict. The workshop provides participants with material that helps with decision making of when and how to have a conversation that fosters an inclusive and successful research group.

• Aronson, J., & Inzlicht, M. (2004). The ups and downs of attributional ambiguity. Psychological Science, 15, 829-836.
• Crocker, J., Voelkl, K., Testa, M., & Major, B. (1991). Social stigma: The affective consequences of attributional ambiguity. Journal of Personality and Social Psychology, 60, 218-228.
• Duke, L., & Morin, R. (1992, March). Focusing on Race: Candid Dialogue, Elusive Answers. The Washington Post, p. A35.
• Heilman, M. E., Simon, M. C., & Repper, D. P. (1987). Intentionally favored, unintentionally harmed? Impact of sex-based preferential selection on self-perceptions and self-evaluations. Journal of Applied Psychology, 72(1), 62.
• Major, B., & Crocker, J. (1993). Social stigma: The consequences of attributional ambiguity. In D. M. Mackie & D. L. Hamilton (Eds.), Affect, cognition and stereotyping: Interactive processes in group perception (pp. 345-370). Orlando, FL: Academic Press.
• Yeager, D. S., Purdie-Vaughns, V., Garcia, J., Apfel, N., Brzustoski, P., Master, A., ... & Cohen, G. L. (2014). Breaking the cycle of mistrust: Wise interventions to provide critical feedback across the racial divide. Journal of Experimental Psychology: General, 143(2), 804.