Authored by Dr. Gloria Cheng, Pharmd, BCPS, BCCCP, APh

Mentorship plays an important role in the career development of pharmacy leaders. A mentor is someone who can help you articulate your strengths, achieve your goals, and navigate the unwritten rules of the pharmacy world. Although we all know that mentorship is important, the art of “mentor acquisition” remains elusive.

So, how do you find a mentor? Some are organic relationships that develop during didactic courses or internships. Other mentorships blossom through structured assignments or involvement in professional organizations. There is significant variability in how people find their mentors.

Find someone who is willing to support you, to advocate for your promotions and connect you with opportunities for advancement.

I have been fortunate to have many wonderful mentors who have helped me develop into the person and professional I am today. As I moved through different phases of my career, I allowed my mentors to guide me through difficult decisions. I truly believe that creating opportunities for our young leaders is crucial for the future advancement of our profession.

If you are seeking mentorship, here are some things to keep in mind as navigate this mentorship imperative:

How to Identify a Mentor

Start with your network. Find someone who impresses you. Mentorship is not a “one-size-fits-all” so the nature of the mentorship interaction can vary based on clinical setting, academic program, or your specific administrative or leadership pursuits.

Don’t be afraid to ask for that first meeting! Start with a simple ask: a 15 to 30 minute meeting over coffee. Or send a short email and share one or two things you admire about their work. Tell them about yourself and why you’re reaching out. Then, nurture the relationship and maintain it. Find someone who is willing to support you, to advocate for your promotions and connect you with opportunities for advancement.

Be Honest with Yourself and Your Mentor

Sometimes eagerness to impress your mentor can subconsciously lead mentees to conceal struggles or avoid discussing difficult or controversial situations. Transparency and vulnerability are important for growth, so share openly with your mentor.

Mentorship Does Not End at the End of Your Training

Trainees often assume that at the end of their “training”, they should be fully independent and will no longer need help or clinical advice. In reality, it could not be more opposite! Mentorship is critical for young practitioners as they launch their careers and is still necessary as we navigate through different milestones in our careers. If you have an “assigned” advisor in school that you really enjoyed interacting with, just because you are done with the mentorship assignment, it doesn’t mean that the relationship must end.

Be a Mentor to Others

As leaders, we need to invest our time and resources into mentoring emerging talents. There can be many ways to give back and provide mentorship to others. Even if you don’t feel “ready”, there is always someone a few years behind, striving to be where you are.