or exploring entrepreneurial opportunities in IR.
• Understanding the importance of emotional intelligence and interpersonal dynamics when leading teams or collaborating with other specialties.
Building meaningful connections Mentorship is never a one-size-fi ts- all endeavor. Some relationships are formal, with regular meetings and defi ned goals. Others develop more organically over coff ee or between cases. Regardless of the structure, the most successful mentorships share key elements: mutual respect, open communication and a genuine investment in each other’s growth.
Moreover, fi nding a mentor who understands your unique background— whether that’s your cultural heritage, family dynamics or life experiences—can add another layer of connection and guidance. Mentors who have navigated similar paths can off er practical advice that feels relatable and grounded. Mentorship rooted in shared experiences can foster stronger professional identities and help IRs navigate the evolving landscape of the specialty. As Keller et al. noted, IR is an ever-changing landscape facing a professional “identity crisis.” They wrote:
Interventional radiologists seem to be torn between three identities—radiologist, surgeon and clinician—trying to balance them in a self-concept. We are surgeons without a scalpel, radiologists who fi x and manage. However, in defi ning what they are not, interventional radiologists can lose track of what they are.3
This emphasizes the importance of having mentors who can provide guidance on adapting to these shifts and cultivating a stronger, more cohesive identity for the future.
It’s not just the mentee who benefi ts. Mentors often rediscover their own passion for the specialty as they share hard-earned lessons and witness their mentees’ successes.
28 IRQ | SPRING 2025
How to fi nd the right mentor So, where do you fi nd these transformative relationships? Sometimes, mentorship emerges naturally from daily interactions in the angio suite or reading room. Other times, it requires proactive eff ort. Tools like the SIR Mentor Match platform off er opportunities to connect with experienced IRs across the country. Conferences and professional societies also provide fertile ground for these connections.
Additionally, consider expanding your mentorship circle beyond the fi eld of IR. Professionals from other specialties or industries can off er fresh perspectives on leadership, innovation and professional growth. These may include non-IR specialists, fi nancial advisors, coresidents, industry partners, administrators or friends, etc.
There is an emphasis on fi nding mentors with similar backgrounds, whether related to cultural upbringing, ethnicity, religion, gender, marital status or family dynamics. As Kim et al. described, pairing mentors and mentees based on shared life experiences, such as ethnic identity and cultural background among others, can signifi cantly enhance the quality of the relationship.4
This
approach is particularly valuable for mentees who might otherwise struggle to fi nd relatable guidance, especially in underserved or rural communities. Implementing structured matching processes based on these shared experiences can improve retention and foster enduring, impactful mentorships.
Kim et al. observed that mentorship relationships often thrive when mentors and mentees share certain life experiences or backgrounds, such as gender or ethnicity, as these commonalities can help foster deeper connections and mutual understanding.4 This approach may also help retain IR fellows in the fi eld, reducing the likelihood of attrition. Given the already high attrition rate in IR training, mentorship programs that prioritize matching based on shared backgrounds and experiences can foster a stronger sense of belonging and commitment to the specialty. Programs that embrace thoughtful mentorship structures, particularly those that consider cultural, personal and professional
References
1. Waljee JF, Chopra V, Saint S. Mentoring millennials. JAMA. 2020;323(17):1716–1717.
2. Kim D, Manzo RD, Montoya M, et al. Medical mentorship deconstructed: An analysis and structural recommendation for high value mentorship. MedEdPublish. 2022;12:13.
3. Keller EJ, Vogelzang RL. Who we are and what we can become: The anthropology of IR and challenges of forming a new specialty. J Vasc Interv Radiol. 2018;29(12):1703–1704.e2.
4. Ahmadmehrabi S, Farlow JL, Wamkpah NS, et al. New age mentoring and disruptive innovation- navigating the uncharted with vision, purpose, and equity. JAMA Otolaryngol Head Neck Surg. 2021;147(4):389–394.
Want to find a mentor or mentee? Check out SIR's Mentor Match.
commonalities, have been shown to foster long-term engagement and satisfaction. The pairing of mentors with shared backgrounds and experiences is not just a nicety; it’s a strategic move to strengthen the specialty and retain talent.
Passing the torch As IR continues to evolve, the role of mentorship grows increasingly vital. By creating a sense of belonging and off ering practical advice on navigating career decisions, these relationships can make a measurable impact on the specialty’s growth.
Ultimately, mentorship in IR transcends procedural teaching. It provides a foundation of wisdom, support and inspiration that helps trainees grow into well-rounded physicians. As today’s mentees become tomorrow’s mentors, this tradition of guidance ensures that IR continues to thrive, evolve and remain a cornerstone of modern medical innovation.
Mentorship in IR isn’t just a professional necessity; it’s a tradition of support, curiosity and growth. And it continues, one conversation at a time.
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