Mentorship in Pharmacy: Why It Matters More Than Ever
What Is Mentorship?
According to Merriam-Webster, mentorship is “the influence, guidance, or direction given by a mentor — someone who is more experienced and trusted.” In healthcare, mentorship has long existed informally, but in pharmacy, the concept of structured mentorship is relatively new — especially outside of formal residency programs.
For many pharmacists, mentorship is introduced in the workplace to help support professional growth, ease onboarding stress, and offer real-time clinical guidance. Yet despite its growing presence, mentorship in pharmacy still lacks clarity, structure, and widespread implementation.
My Mentorship Experience: Learning on the Go
When I was asked to serve as a mentor to a newly hired ambulatory care pharmacist fresh out of residency, I was honored — but unsure what the role really entailed.
I understood the concept of mentorship in theory. But in practice? I had questions:
- How often should we meet?
- Were there goals or milestones to set?
- How do I balance guidance without micromanaging?
- Was I the right mentor for this person?
I did what I could — made myself available, listened to their concerns, and offered advice during difficult patient cases. We spoke often about the stress of transitioning into practice, managing clinical expectations, and navigating workflow.
Still, I wondered: Was that enough?
Could I have done more to intentionally guide their growth?
Why Mentorship in Pharmacy Matters
Mentorship can be a game-changer for pharmacists at all levels. From early-career clinicians to entrepreneurial pharmacists launching wellness businesses, mentorship offers both practical support and emotional encouragement.
“Mentoring is a very important component, in that it can be used to increase the awareness and ease of access to leadership opportunities. This awareness can help impact junior pharmacists to recognize and achieve their potential contributions to the pharmacy profession.”
— Pharmacy Times Career Edition (2011)
Benefits for the Mentee:
- Faster acclimation to new roles and expectations
- Access to guidance for clinical decision-making
- Opportunities to grow leadership and communication skills
- Emotional support and confidence-building
- Greater awareness of career paths inside and outside of traditional roles
Benefits for the Mentor:
- Development of leadership and coaching skills
- Reflection on their own clinical and professional journey
- Satisfaction of giving back and uplifting the next generation
- Staying updated with new practices and perspectives
- Strengthening workplace culture and collaboration
Research shows that structured mentorship programs in pharmacy lead to improved job satisfaction, increased retention, and stronger professional identity for both mentor and mentee.
Inside vs. Outside Mentorship
One of the questions I often reflect on is this:
Is internal (workplace) mentorship the same as external mentorship within the broader profession?
The answer is nuanced.
Internal Mentorship:
- Often focuses on integration, workflow, clinical support
- May lack structure or boundaries unless a formal program is in place
- Can be limited by organizational culture or hierarchy
External/Professional Mentorship:
- May offer broader career guidance, entrepreneurial insights, or leadership development
- Can transcend the immediate workplace and provide a fresh, unbiased perspective
- Often occurs through professional organizations, alumni networks, or personal outreach
Both types are valuable — and ideally, a pharmacist should have access to multiple mentors over the course of their career, each offering different insights and support.
Building a Better Mentorship Culture in Pharmacy
Despite the clear benefits, mentorship remains underdeveloped in many pharmacy environments.
Here’s what we need to do to improve it:
1. Normalize Mentorship Beyond Residency
Residency programs do a great job assigning preceptors, but mentorship should continue throughout one’s career — from clinical roles to leadership, business ownership, and public health work.
2. Create Structured Mentorship Programs
Organizations should develop clear guidelines that outline:
- Expectations
- Frequency of check-ins
- Confidentiality
- Goal setting
- Feedback loops
3. Encourage Diverse Mentorship
We need more mentorship opportunities for:
- Women pharmacists, who now represent over 60% of the profession
- Minority pharmacists, who are still underrepresented despite growing diversity
- Nontraditional pharmacists, including those in digital health, functional medicine, consulting, and education
Representation in mentorship leads to more inclusive leadership development — and better healthcare for the communities we serve.
Final Thoughts: We Rise by Lifting Others
Mentorship is more than just helping someone find their way — it’s about creating a legacy of leadership, fostering a culture of collaboration, and opening doors for others to thrive.
As pharmacy continues to evolve, we need to support not just clinical expertise but human connection, emotional resilience, and entrepreneurial thinking.
Whether you’re a seasoned pharmacist, a recent grad, or somewhere in between — seek mentorship, offer mentorship, and be part of building the future of pharmacy.
“We make a living by what we get. But we make a life by what we give.”
— Winston Churchill
References
- Merriam-Webster Dictionary. Definition of Mentorship. Link
- Pharmacy Times. The Importance of Mentorship in Pharmacy. 2011. Link
- U.S. Bureau of Labor Statistics, Pharmacists: Occupational Outlook Handbook, 2023.
- American Association of Colleges of Pharmacy (AACP) Profile. Diversity in Pharmacy Education.
- ASHP Foundation. Impact of Formal Mentorship on Pharmacy Practice Outcomes. 2022.