What should a trainee do if they have a problem with a mentor?

When a trainee faces a problem with a mentor, the most constructive approach is to attempt direct communication first and then seek counsel from a senior person whom the trainee trusts. This response promotes active engagement in resolving conflicts rather than avoidance or denial. Open, honest communication is essential in mentorship relationships, and addressing issues directly can sometimes lead to resolution without further escalation.

If this direct approach does not work, reaching out to a senior colleague offers an additional layer of support and perspective. This senior figure can provide guidance, mediate discussions, or offer strategies for resolving the issue effectively. By doing so, the trainee not only takes responsibility for their situation but also demonstrates maturity and professionalism.

The other options do not provide effective or appropriate solutions to address conflicts between a mentor and a mentee. Assuming that a special committee will handle the situation can create reliance on institutional processes that may not exist and delay resolution. Offering “gift authorship” in response to mentorship issues can undermine the integrity of academic publishing and does not address the root of the problem. Lastly, relying on others to solve the problem without personal engagement can lead to unresolved tension and does not empower the trainee to develop conflict resolution skills.