Mentoring new members to a field medical liaison team benefits both the protégé and the mentor. In this article, the development and implementation of a mentorship program are described. Protégés have responded positively to the program and have demonstrated gained knowledge. Additionally, employees participating in the mentoring program have achieved field independence sooner than expected and have remained with the company. The challenges and benefits of providing such a program are considered.
MarroneCMBassJLKlingerC. Survey of medical liaison practices no. 2: assessing training techniques and demonstrating value of medial liaisons. Drug Inf J.2006;42:67–80.
2.
AlbertE. The Medical Science Liaison: An A to Z Guide.Bloomington, IN: AuthorHouse; 2007.
3.
AllenTDEbyLTPoteetMLLentzELimaL. Career benefits associated with mentoring for protégés: a meta-analysis. J Appl Psychol.2004;89:127–136.
4.
ThomasNSaslowS. Improving productivity through coaching and mentoring. Chief Learning Officer.2007;6(5):22–26, 55–56.
5.
PhillipsJJStromeiLK, eds. In Action: Creating Mentoring and Coaching Programs.Alexandria, VA: ASTD;2001.
6.
MurphySEEnsherA. Establishing a great mentoring relationship. T&D.2006;60(7): 27–28.
7.
PhillipsJJStoneRD. How to Measure Training Results.New York: McGraw-Hill; 2002.
8.
RossettAMarinoG. If coaching is good, then e-coaching is …T&D.2005;59(11):46–50, 53.
9.
McCauleyR. Building a successful mentoring program. J Quality Participation.2007;30(2): 17–19.
10.
TonidandelSSerekAMcKensyP. Maximizing returns on mentoring: factors affecting subsequent protégé performance. J Organ Behav.2007;28(1): 89–110.
11.
DeLongTGabarroJJLeesRJ. Why mentoring matters in a hypercompetitive world. Harvard Business Rev.2008;86(1): 115–121.
