Although "mentorship" is often used as a buzzword, it truly is crucial in assisting pharmaceutical scientists in reaching their career objectives. One of the best ways to advance one's career is to build strong mentorship relationships with more seasoned professionals early on. This allows one to learn from others who have already succeeded in the field and obtain vital insights into the field as a whole. It has the potential to play a significant role in the professional lives of those who pursue it, assisting them in reaching their goals and progressing in their chosen careers.
Most Ph.D. students look up to their academic advisors for guidance regarding future career prospects. However, mentorship is not automatic at the onset of one's professional journey, and not all academic advisors are well-suited to act as mentors for every career path pursued by their students. Mentoring relationships are multifaceted and a mentee can have multiple mentors based on their professional goals. Mentor-mentee relationships can take various forms, depending on their structure, duration, and purpose, and mostly exist somewhere between the two extremes of formal and informal arrangements. Formal mentoring relationships are often mandatory and involve assigning more-experienced individuals (mentors) to less-experienced individuals (mentees). These relationships involve planned meetings with specific goals and outcomes that are monitored and assessed. Informal mentoring relationships, on the other hand, are less structured and more dependent on the needs of the participants. Although they can be just as beneficial as formal relationships, they are often not recognized as such. Typically, informal mentoring relationships begin with the mentee's initiative to improve and are based on trust and admiration rather than hierarchy or status, as is often the case with formal mentoring relationships. A long-term mentoring relationship may satisfy broad professional development requirements throughout a career. A short-term mentoring relationship, on the other hand, usually addresses a specific set of needs. “Reverse mentoring” is another type of mentorship relationship where individuals who are well-advanced in their careers partner with younger colleagues to share knowledge, keep their skills up to date, and learn new insights. This kind of relationship is crucial since, during a career, the knowledge and skills required inevitably change.
Formal or informal, the purpose of a mentoring relationship is to help the mentee advance in their chosen field and grow as a person. Both the mentor and the mentee need to take the initiative to clarify their shared and individual motivations and objectives for engaging in a mentoring relationship. Without regular, two-way communication, mentors and mentees are more likely to have unrealistic expectations for one another, leading to resentment, poor performance, and, ultimately, the premature breakdown of many mentoring relationships. Seven principles have been outlined for fostering productive mentor-mentee relationships:
- Mutual benefits – From the get-go, it is important to frame the relationship as mutually beneficial. Both the mentor and the mentee should be completely honest about what they hope to gain from the relationship and work together to make that a reality.
- Confidentiality – Creating a safe space where everyone feels comfortable sharing their thoughts and feelings is greatly aided by a guarantee of anonymity. You cannot expect a relationship to flourish if you cannot talk to each other freely when the time is right.
- Honesty – Both the mentor and the mentee should feel comfortable enough to talk openly about their goals for the mentorship and how they see the two of them working together to achieve those goals. As needed, they should be ready to provide honest feedback, including constructive criticism.
- Respect – When both the mentor and the mentee are treated with respect and their opinions are taken seriously, they are more likely to open up and be honest with one another. For mentors in particular, it is important to keep in mind that the relationship is not primarily about them. It is important that co-mentors feel safe voicing their opinions and not being dismissed.
- Partnership – Establishing a working relationship that is based on a shared set of professional objectives. This can help the mentor and the mentee learn more about each other's preferred working methods, daily responsibilities, and career goals.
- Leadership by example – Prove your worth by what you do. One's deeds are much more memorable than words.
- Flexibility – A mentoring relationship may benefit from having clear goals, but the process itself could be just as vital as or even more so than the goals.
Taking the next professional steps as a Ph.D. graduate or an early career pharmaceutical scientist can be daunting because of the pressure of competing opportunities that are available. The following suggestions are highly recommended to progress from an early career to becoming an established pharmaceutical scientist.
- Develop your technical skills and gain credibility as a pharmaceutical scientist. This lays the groundwork for a flourishing career, opening up a diverse range of opportunities in the future. It is advisable to begin contemplating potential career mentors and cross-functional advisors at this point.
- Manage time well for maximum productivity. Prioritize mentorship and career development as you juggle lab work, pieces of training, and project meetings. As you advance in your career, it is important to stay aware of the factors that drive your motivation so that you can maintain a positive outlook on your professional pursuits.
- Network. It is crucial to seek out mentors from diverse backgrounds, even though it may be more convenient and natural to connect with those who share similar experiences. To do this, take the initiative to start conversations with colleagues, experts from different fields, and peers within your organization. You can also attend scientific conferences and symposia to broaden your network and discover mentors outside your institution.
- Present your discoveries either through conference presentations or published works. Early career scientists have particular difficulties when trying to publish or give presentations, but the payoff is well worth the effort. It is possible to dig further into the literature, alternative approaches, or competitive environment when work is organized on a paper or poster. The feedback from reviewers is valuable because it can help you see things in a broader context or show you how to interpret your data and draw different conclusions.
- Put forth a conscious effort to both listen and talk. Every mentoring session needs to at least touch on the importance of effective communication. A mentor can shed light on how you come across to others, which is useful when working on a team. Effective communication is an art that must be honed in a collaborative setting. The most effective leaders can switch between many communication modes to suit the needs of their followers.
- Look out for positions where you may oversee others and be a mentor. As you shoulder more responsibilities, make an effort to broaden your knowledge and assist others. Developing managerial skills will prove valuable in a "matrix organization" where team structures lack direct supervisory lines
- Learn to take charge of your professional life. One of the most valuable tips for scientists who are just starting their careers is to recognize that they are responsible for every aspect of their professional journey. This means taking the time to identify their strengths and how they can contribute value to any organization, as well as setting goals and creating plans for their future development. It is important to articulate their ambitions and pursue additional training or skill-building opportunities to achieve them. To achieve the best possible outcomes, they should challenge themselves and aim high with their objectives. They should also discuss their career aspirations with their mentors and seek guidance on their desired career path. Staying informed about important changes and trends in the field of pharmaceutical sciences is crucial, as it enables them to understand and adapt to new developments.
In summary, mentorship plays a crucial role in career development by helping individuals navigate their professional journey, make informed decisions, and achieve their goals. It is especially valuable for those working in constantly evolving fields like pharmaceuticals because it can help individuals stay up-to-date with the latest trends, technologies, and practices in the industry. In such rapidly evolving fields, having a mentor who can offer guidance and advice can be instrumental in keeping individuals informed and prepared for the challenges and opportunities that may arise. A mentor can provide a wealth of knowledge and expertise that comes from years of experience in the field and can help individuals navigate complex issues, share insights into emerging trends, and offer guidance on how to adapt to changing regulations or market conditions.
References
Metros, S. E., & Yang, C. (2006). The importance of mentors. Cultivating Careers.
Tait, J. (2003). What is mentorship? The Canadian Veterinary Journal, 44(9), 758.
Blanco, M. J., & Audia, J. E. (2020). Mentoring Matters in Drug Discovery. ACS Medicinal Chemistry Letters, 11(3), 241-244.