Mentors serve as role models, teachers, respected consultants, and career advisors. They help mentees plan their careers, assist with “building bridges”, and ultimately provide the guidance necessary to help them develop into successful cardiovascular professionals. Mentors possess experience and knowledge in a particular area of expertise.

Mentoring Program FAQs

What does the ACC Mentoring Program provide?
Open to all members as a benefit of membership, this program pairs mentors and mentees based on their area of interest or expertise.

Who can be a mentor?
Any current member of the ACC – including FACCs, FITs, CCAs, PICs, etc. It is preferred that mentors have at least ten (10) years of professional experience.

How does it work?
Mentors complete a mentor enrollment profile – identifying area(s) of expertise and interest.

How long does it take to complete a profile?
Approximately 10 minutes. The enrollment process is very simple.

How many mentees can I have?
It is preferred that mentors have one mentee.

When is the mentor-mentee relationship established?
As mentees complete the enrollment process they will be able to view their top mentor matches and view mentor profiles. Then they can send a message asking you to be their mentor. From there, you will be able to view their profile and decide whether to accept their invitation.

What is my commitment, and what exactly does that entail?
An initial commitment of one year is requested for a mentor-mentee relationship.

When does the one-year mentor-mentee relationship begin?
The one-year, mentor-mentee relationship begins once the match is established and confirmed by both parties.

What happens during the one-year mentor relationship?
Mentees are in-touch with their mentors to obtain advice, enhance their skills and intellectual growth in their area of expertise, and discuss their career plans in cardiology.

Responsibilities

  1. The ACC Mentoring Program is designed to provide cardiovascular practitioners, researchers and faculty members with a means to form professional relationships to enhance their skillset and promote intellectual growth in clinical or professional interest areas. Mentors are not to be solicited by mentees for employment opportunities.
  2. Mentors agree to maintain at least monthly contact with their mentee. Both the mentor and the mentee are responsible for maintaining communication throughout the duration of the program.
  3. Mentors will provide periodic updates about the mentoring experience.

Talking Points

Once the mentor-mentee matches are confirmed, and information is sent to each participant, mentees are responsible for contacting their mentors as soon as possible. Contact between participants can be in the form of mailings, phone calls, e-mails, or personal meetings. The initial contact should be informal. The goal in the first meeting is to foster an environment in which both participants are at ease. Additionally, at the end of every meeting, arrangements should be made for subsequent meetings.

Mentors and mentees are encouraged to discuss issues related to expectations and goals of the relationship at the outset. The outline below is intended to assist mentors with the mentoring process. Mentors are not expected to address all stated areas and this is by no means an exhaustive list, merely a guide.

Recommended questions for mentors and mentees to ask each other:

  1. What do you expect from this relationship?
  2. How often would you like to meet?
  3. Where should our meetings take place?
  4. What is your preferred method of communication (i.e. telephone, email, in person)?
  5. Discuss any concerns.

Questions for mentors to ask mentees:

  1. What are your plans for your professional future?
  2. Do you have a mentoring relationship now? If so, how will this arrangement differ?
  3. What are the top three things you would like to gain from this arrangement?
  4. What are your overarching, or long terms, goals?

Suggestions for possible meeting topics:

The outline below is intended to assist mentors and mentees with suggestions for establishing their mentor-mentee relationship.

  1. Discuss the overall goals and expectations of the program:
    • Address specific communication preferences for the mentor and mentee
    • Discuss how to handle changes in plans
    • What skills matter most?
    • What do you and your employer look for when hiring or advancing an employee?
    • What skills do you/your employer wish more applicants had?
    • What skills are best learned on the job?
  2. Discuss networking:
    • Ask your mentee what they know about effective networking.
    • Discuss the value of networking.
    • Discuss your approach to networking.
    • Explore your contact circle by utilizing the mentor spreadsheet.
    • Help your mentee identify networking opportunities.
  3. Mentor CV review:
    • Review your mentee’s current resume.
    • Review a cover letter your mentee has written/ask them to write a sample cover letter in advance of this meeting.
    • Provide suggestions when needed.
    • Discuss elements of a strong resume and cover letter.
  4. Job interviews:
    • Discuss your interview experiences.
    • Discuss interview strategy.
    • Role-play interviews.
  5. Fields of interest:
    • Discuss your mentee’s current interests.
    • Help your mentee to expand their awareness of related fields and areas of employment.
    • Discuss realistic expectations for entry level positions.
  6. Job shadowing or interning (when possible):
    • Provide the opportunity for your mentee to shadow you for a day.
    • Facilitate introductions to colleagues.