Near-peer mentorship compared with traditional mentorship in the University of British Columbia anesthesia residency pro
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CORRESPONDENCE
Near-peer mentorship compared with traditional mentorship in the University of British Columbia anesthesia residency program Tyler J. Plyley, MD FRCPC
. Julia M. Cory, MD . Alana M. Flexman, MD,
Received: 8 January 2020 / Revised: 11 May 2020 / Accepted: 28 May 2020 Ó Canadian Anesthesiologists’ Society 2020
To the Editor, Mentorship plays an essential role in professional development, academic and personal productivity, and career advancement.1 Despite the importance of mentorship programs, they are underutilized in anesthesia, and when in place, barriers may interfere with their success.1 Traditional ‘‘top down’’ dyadic mentoring models have been criticized because of inflexibility in matching mentors with mentees.1 A potential alternative mentorship model is a ‘‘near-peer’’ program where junior residents are paired with more senior resident colleagues. This system may form a more productive relationship compared with the traditional mentorship structure, as near-peer mentors are more connected to the challenges faced by fellow trainees.2,3 Previously, the University of British Columbia Anesthesiology Program used a traditional mentorship model, where incoming residents were paired with faculty mentors based on interests, practice setting, and career plans. Beginning July 2018, the program was modified to partner incoming residents with a second-year resident mentor, based on internship site and interests. We planned to match the residents to faculty mentors in their second year of training, after the survey was completed. To assess
T. J. Plyley, MD (&) J. M. Cory, MD Department of Anesthesiology, Pharmacology and Therapeutics, The University of British Columbia, Vancouver, Canada e-mail: [email protected] A. M. Flexman, MD, FRCPC Department of Anesthesiology, Pharmacology and Therapeutics, The University of British Columbia, Vancouver, Canada Department of Anesthesiology and Perioperative Care, Vancouver General Hospital, Vancouver, BC, Canada
the near-peer program, we surveyed residents who had participated in the traditional model (1 January to 28 February 2019) and the near-peer model (1 July to 31 August 2019, after their internship year). Residents were provided with an anonymous web-based survey link with one reminder that assessed their comfortlevel asking mentors for advice, ease of transition to residency, and overall satisfaction using a five-point Likert scale (Table). These domains were chosen to assess potential areas of improvement in our mentorship program. A response box was provided for narrative feedback. Responses were compared using a Wilcoxon– Mann–Whitney test. P \ 0.05 was considered significant and data were analyzed using STATA 12.1 (StataCorp, TX, USA). As our survey was considered a quality improvement project, Research Ethics Board approval was not formally required. Of 35 respondents, 25 and ten residents were from the traditional and near-peer mentorship programs, respectively. Eighteen (51%) respondents were male. The response rate of residents in the
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