Rethinking Approaches to Succession Planning and Developing a Leadership Pipeline in Academic Pharmacy

摘要

Those in pharmacy education who have served in administrative and supervisory roles are fortunate to have been able to mentor and help faculty and staff members with their career trajectory. However, not all administrators with supervisory responsibilities see themselves as highly impactful in mentoring future talent and developing succession plans. This commentary is a call to all those serving as deans, department chairs, associate and assistant deans, and directors in their respective areas to take the lead and responsibility in the challenging work of developing talent and strong succession plans within your respective organization. With more US pharmacy programs than ever before, this is a critical time for pharmacy education leadership as executive teams need to fill their positions with exceptional leaders.