“A profession without leaders from within that profession is simply not sustainable.” – Shikaze D.
A lot has been said about leadership (or lack thereof) in pharmacy. Independent pharmacy owners feel the weight of a widespread leadership deficit and the lack of much-needed exemplars.
“A profession without leaders from within that profession is simply not sustainable.” – Shikaze D.
Understandably, developing your team members into pharmacy leaders can seem like another task on a lengthy to-do list. But it’s necessary if you hope to grow and succeed as an independent pharmacy owner.
The following steps provide a roadmap to guide you in nurturing and cultivating the leadership skills your team members need to shine in their roles and make a lasting impact in the field.
Identify Potential Leaders
The first step in developing team members into pharmacy leaders is identifying individuals with the potential and desire to take on leadership roles. We recommend using the DISC personality assessment to discern your team member’s strengths and weaknesses, communication styles, and behavioral preferences.
Look for individuals who demonstrate a strong work ethic, initiative, excellent communication skills, and a passion for advancing the profession. These individuals are more likely to be receptive to leadership development opportunities and are motivated to contribute to their teams and organizations.
Provide Mentorship and Coaching
Pair potential leaders with experienced pharmacy professionals who can serve as mentors and provide guidance, support, and advice.
Put in place regular check-ins, goal-setting discussions, and opportunities for skill-building through shadowing experiences or collective projects.
Mentorship relationships help your team members:
- Learn new pharmacy skills by gaining access to different machines and technology.
- Develop new perspectives from senior leaders.
- Gain an increased appreciation for the industry.
- Grow their ability to face and overcome challenges along their professional journey, such as working with difficult colleagues and financial and ethical risks.
Encourage Continuous Learning
Expecting seasoned employees to magically turn into leaders without proper training is setting them up for failure. Create opportunities for team members to pursue advanced certifications or to attend leadership programs.
Free resources include listening to podcasts and books on Audible. A fun idea to think about is to host a monthly lunch and learn (reward employees with catered lunch to incentivize their participation.)
Conference and workshop attendance is another fun way to network with industry professionals and learn from featured guest speakers.
When you show your commitment to the growth and development of your team by providing opportunities for training, skill-building, and career advancement, you lead by example.
Delegate Responsibilities and Encourage Ownership
No one likes to be micromanaged. Think about ways to empower employees to make decisions within their areas of expertise. Pass off tasks that align with their strengths and interests.
Encourage team members to take ownership of pharmacy projects and allow them to boost their confidence and enhance their leadership potential. Of course, feel free to provide guidance and support when needed. Feel free to share your own experiences and lessons learned with team members. You’ll be pleasantly surprised at the connection it builds.
Leadership isn’t just about giving orders but leading by example.
Set high professionalism, integrity, and ethical standards within your pharmacy. The industry needs your best leadership to train new people and pave the way for a brighter future.
