Mentorship in the Pancreas Disease Field

The field of pancreas disease research and treatment is evolving, with new discoveries and technologies shaping the way we diagnose and manage pancreas disease. To continue this, mentorship plays a critical role in shaping the next generation of clinicians, researchers, and healthcare professionals.

Dr. Peter Banks has been a mentee and mentor for over 40 years. In this blog, he relays why this is important to him, the role of a mentor/mentee, and why mentorship is a lifelong journey.

How it Started

My first mentors were my father and uncle, both of whom were physicians and provided invaluable guidance throughout my career.  During my career, a particularly influential mentor was Dr. Vernon Knight, the Director of the Laboratory of Clinical Investigation at the NIH, where I spent two years working in infectious diseases. During my gastroenterology fellowship at Mount Sinai Hospital in New York, Dr. Henry Janowicz, the Chief of Gastroenterology, played a crucial role in shaping my career. He was a leading authority on pancreatic disease, and on my very first day as a fellow, he told me, “You’re going to work with me starting today. You’ll write three chapters with me—one on acute pancreatitis, one on chronic pancreatitis, and one on pancreatic cancer.”  That experience was how I got involved in the pancreas field.  Dr. Janowicz had a strong collaboration with surgeons, radiologists, and pathologists.  As part of my two-year training in gastroenterology, I spent six months in the laboratory studying pancreatic physiology. That was the true beginning of my journey in this field. Throughout my career, there have been many other mentors who have provided guidance and encouragement.

Key Principles of Effective Mentorship

What is interesting about mentorship is that you often do not make a conscious decision to do it.  You just do it.  For me, it has frequently started with an exchange of ideas with younger colleagues. This then evolved into sustained mentorships.  At other times, younger colleagues have come to me requesting that I be one of their mentors.  At other times, the mentorship started when a younger colleague began to work with me in my hospital.   I have always felt that the most important responsibility we have in medicine is mentoring the next generation of  physicians. Mentoring may focus on research or career —or both. Below are six key principles that I think are important to be an effective mentor.

• Be Fully Present. Availability is very important.  Make sure your mentee has ready access to you.  When you are with your mentee, you must give your undivided attention.  Maintain eye contact. Avoid distractions.  Be fully engaged.
• Focus on the Mentee’s Interests. A good mentor should be interested in the project the mentee wants to do , not one of the mentor’s projects.   A good starting point is to ask the mentee, “What are you interested in studying?”  If there is substance to what the mentee is interested in, find ways to help.
• Help Facilitate Collaboration and Networking. Medicine is a team sport.  Many research projects depend on collaboration with others with expertise, not only within your academic center but in other centers as well.  Help your mentee find opportunities to engage with others.  Bring your mentees to meetings and make sure you introduce them to colleagues and leaders whose research interests align with your mentees.   Encourage your mentees to submit abstracts to meetings, and work closely with them to make sure that the presentation is excellent. Encourage your mentees to submit their research for publication, and work closely with them in preparing the manuscript.
• Be Supportive but also be Honest. Encouragement is vital. Be supportive if the mentee is getting off to a slow start.  It is also important to be honest. If the mentee continues to make poor progress, the mentor has the responsibility to point this out.
• Advocate for Career Development. Physician workload has become very excessive.  This may leave little time for research or for career development.  Mentors should work with their mentees to help them make good decisions about career development.  Mentors should also advocate with administration for protected time.
• Give Credit Where It is Due. A  mentor should always give full credit  for the work the mentee does.   Whenever the mentor discusses in meetings the work that was done by a mentee under the supervision of the mentor, this importance of the contribution of the mentee must be clearly articulated.

How to Find a Mentor

For mentees who are looking for a mentor, I would suggest conferences such as The NPF Fellows Symposium or the annual meeting of the American Pancreatic Association. Reach out to potential mentors in your field.   Start building meaningful connections. This takes initiative on your own part.  Do not hesitate to introduce yourself. It is also logical to start in your own institution.  If you are interested in a particular disease, reach out to a more senior person who is well established in that field.

When you have developed a relationship with a mentor, you will find that your mentor has  had many interesting life experiences and  many  interests.  It is special when you get to know the mentor’s family, and when your mentor gets to know your family.

Being an Effective Mentee

Once you have found someone to be your mentor, here are suggestions that are helpful for the mentor/mentee relationship.

• Be Organized. A mentee should be well-organized and respectful of the mentor’s time.   Come prepared for discussions and be forthright about your progress.
• Show Initiative. The best mentees I have had are those who take feedback seriously and act on it promptly. For example, if we have discussed revisions on a manuscript,  I expect the next draft to be back on my desk within a few days. While this level of responsiveness may not always be possible, long delays with no progress indicate lack of commitment  to finish the manuscript.  Once I get the next draft back, it is then my responsibility to review it promptly.
• Set Clear Goals and Be Open to Feedback. A mentee should have clear goals and actively seek feedback. Mentorship is not a casual relationship—it is  a dynamic process built on mutual respect. It is important for a mentee to avoid being defensive when receiving feedback.
• Pay It Forward. Finally, every mentee has a responsibility one day to become a mentor. That is part of the deal. If your mentor has helped shape your career, it is important to pay it forward by guiding the next generation. All of us in our journey as physicians need the guidance and support of mentors. None of us succeed alone.  We all have had people who took an interest in our careers, opened doors. and helped us grow. Nothing is more rewarding for me than seeing my mentees become outstanding mentors.

Mentorship and Mental Health

Mentorship extends beyond the clinical and research environment.  Physician burnout is a real issue, as the demands of the profession continue to grow.  Your work in medicine is important, but so is your life outside of it. You need to figure out how to balance both.  I emphasize the importance of making good choices and establishing priorities. When one is asked  to take on additional responsibilities—such as writing a chapter or speaking at a conference—it is crucial to recognize that it is impossible to do everything or satisfy everyone.   Setting boundaries is essential, and there is no shame or embarrassment in saying, “I’m sorry, but I can’t take that on at this time.”   It does not make sense to sacrifice one’s health or one’s relationship with family by taking on too many responsibilities.

Creating a Legacy of Excellence

There are many ways to gauge success in a medical career, such as achievements, titles, articles written, and leadership positions. For me, the greatest measure of success lies in the accomplishments of those I have mentored.  I experience the most fulfillment in seeing my mentees achieving the goals they have set for themselves.  When I see my mentees at meetings, such as  Darwin Conwell, Bechien Wu, and Vikesh  Singh,  I  have a special sense of pride.  The bond we have with our mentees is truly special.