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Mentoring Program

The APPA Mentoring Program is designed to bring together student pharmacists and pharmaceutical professionals that share common interests. Student Pharmacists are facing an ultra-competitive workforce in an uncertain health care environment. Mentoring is a key component that can increase the awareness and ease of access to leadership opportunities.

What is the mentee expected to deliver to the relationship?

Your primary role is to show up prepared to engage the mentor. Early in a mentoring relationship, the mentor may offer some agenda items for consideration and may even have some desired outcomes in mind. However, you should quickly assume the responsibility for bringing the topics of conversation and for driving to some beneficial outcome.

You are the primary beneficiary of this mentoring relationship. If you don’t drive the issues being addressed, the relationship may dissolve. The mentor is willing to spend time with you only if you genuinely want to learn and grow. If your behaviors don’t demonstrate that interest, the mentor can easily find better things to do.

The agenda items are likely going to be opportunities where you can initial significant improvement. You are the source of inquiry, posing the questions initially. The mentor offers deeper, more far-reaching perspectives. You both seek possible answers. There are usually many options before any one answer emerges victorious.

You may take the lead in generating a plan of who will do what by when. Usually, you are expected to report significant progress against the plan by the next time the two of you meet.

As in any relationship, mutual respect is necessary. Further, you should express gratitude often. The mentor’s time, experience and energy is a gift. If you’re not appreciative, the mentor may focus elsewhere!


Characteristics of Mentors:

Mentors have a passionate interest in helping others grow. They see potential in younger, less experienced individuals and are willing to share their understanding to help develop that potential. However, they are selective about where and how they use their time, so they are unwilling to invest heavily in more than one or two individuals concurrently.

Mentors have perspective, able to envision “what could be” for a given individual. They are willing to offer suggestions to enable the person to move forward in that direction. They are aware of what is good for the organization and good for the individual, and they hold these in proper balance.

Mentors expect mentees to bring agenda items for dialogue. They are flexible and able to flow with the interests and attention of the mentees. However, they expect mentees to respect their time and respond thoughtfully to the suggestions offered.

Mentors are able to explain why they behave as they do, describing effective processes and methodology. Mentors are usually gifted in the areas of teaching, giving, or encouragement.


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