career planning

why career planning is important

• pharmacy is an evolving industry with over 100 career pathways

• early planning may provide greater clarity and lead to greater job satisfaction

• align personal goals with professional goals

community pharmacy

retail and independent pharamcies

hospital & clinical pharmacy

inpatient settings, clinical roles

pharmaceutical industry

research, regulatory affairs, medical science liason

managed care & health systems

formular management, PBMs

academia & research

teaching, mentoring, clinical research

non-traditional careers

informatics, policy, consulting, entrepreneurship

assessment for career planning

• identify personal interests and strengths

• consider work-life balance preferences

• assess skill sets and areas for development

• use career assessment tools or mentors for guidance

resume and CV

• tailor your resume for specific roles

• highlight clinical experiences, leadership, and skills

• keep a professional and concise format

• update regularly with new acheivements

job search strategies

• utilize job boards (PharmDJobs, LinkedIn, ASHP CareerPharm)

• apply for internships and residency programs early

• network and leverage referrals

• prepare for interviews with mock sessions

develop an action plan

• set short-term and long-term career goals

• develop a timeline for skills and experience to acquire

• establish a support network of mentors and peers

• stay adaptable and open to new opportunities

salary and work hours

• base pay (hourly vs salary)

• bonuses and incentives (stock or stock options)

• opportunities for raises and promotions

• full-time vs part-time

• overtime expectations

• flexible scheduling and remote work options

benefits

• health insurance (medical, dental, vision)

• retirement plans (401k, 403b, IRA)

• paid time off (vacation, sick leave)

work-life balance and job security

• commute time and transportation

• workplace culture and environment

• stress levels and job demands

• company stability and reputation

• industry trends and job market demand

• employment contract and job expectations

company values and culture

• mission, values, and ethics

• diversity and inclusion

• workplace relationships and management style

introduction

• employers are seeking critical thinkers who can invent, adapt, and reinvent themselves

• personal brands are the cumulative perceptions others have of individuals’ traits, behaviors, and actions

• personal brand affects the success with which individuals are able to influecne others

personal brand

• building personal brand requires a mind-set characterized by focus on career distinction and recognition of the importance of active career management

• to build a strong personal brand:

  • self-reflect

  • be willing to envision a future state and your place in it

  • be aware of your near and far ground to identify and capitalize on opportunity

internal brand

how you would describe yourself

external brand

how others see you

brand clarity

compares internal and external brands

credibility of a personal brand

a function of others’ perceptions of your competence, trustworthiness, passion, tenacity, and objectivity

• 2 primary factors impact credibility of personal brand: trust and competence

competence

being adequately qualified in terms of knowledge, skills, and abilities

credibility

developed through consistent demonstration of competence over time

trust

demonstrates to decision makers they can be comfortable giving you more freedom to manage

4 components of trust

• consistency

• honesty

• benevolence

• vulnerability

factors influencing credibility

credibility of personal brand

• passion is demonstrated through enthusiasm for work, ideas, and the organization’s mission and vision

• tenacity is defined by an individual’s determination and willingness to continue working or advocating despite problems or challenges that arise

• passion and tenacity should be balanced by objectivity, which require that individuals base judgments and decisions on sound evidence rather than personal feelings or beliefs

communicating your brand

• visibility is limited if you do not have a plan to communicate your brand

• professional competence requires perpetual career management

  • have updated versions of your resume and professional biographical statement available

• creating your biographical statement

  • tell your story in a way that is memorable, using vivid language and quotes

  • reflect your vision, purpose, goals, values, and passions in a one-sentence brand statement

  • back this statement up with the who, what, when, and why details that tell your story

  • create versions that are tailored for a range of audiences

• resume of distinction

  • should work as an advertisement for you, emphasizing your skills and your matcha to the targeted opportunity

  • the goal is to capture attention in the screening review and stimulate the reviewer to want to pursue your candidacy

  • scrutinize the look and tone of your document, and ensure content is aligned with position you are seeking

compelling cover letters

• should be crafted for a specific person

• four basic versions targeted to:

  • networking contacts

  • human resources contact

  • hiring manager

  • recruiter

• include:

  • leadership experience, connections to new opportunity, executive summary

managing your digital footprint

• google yourself weekly to protect and realign your digital footprint as necessary

• improve footprint by expanding online presence and increasing credibility and visibility

the power of clarity, consistency, and constancy

• successful brand communication relies on: clarity, consistency, and constancy

  • clarity assures that you are clear about who you are and are not

  • be consistent with the message

  • to be effective long term, a brand must have constancy

changing or improving brand fit

as you build personal brand over time, you may find a disconnect or lack of fit between your brand and the duties, expectations, or goals of your current position

5 strategies to change or improve brand fit

1. leave the organization

2. move within the organization

3. associate with different people

4. take advantage of opportunities presented when a new leader comes from outside the organization

5. transform your brand

transforming your brand

• Principle of Resources

  • to begin transforming your brand, identify the resources
    most valued and needed by the organization

  • develop these resources

  • the more valuable the resources or assets you provide, the
    better your brand may be to that organization

• Principle of Scarcity

  • the resources that matter most are those that are both valuable
    and scarce within the organization

• Reinventing Your Brand

  • Any attempt to transform your brand should be thoughtful,
    and personally and professionally sound

  • Personal goals and aspirations should be kept in perspective
    within the larger picture of professional and organizational
    issues

  • Brand transformations should be authentic and reflect who
    and what you truly are, or your efforts will appear self serving

influencing others

Personal branding creates a platform from which to influence issues, ideas, proposals, or positions

Influencing involves:
• Recognizing a need
• Championing a position
• Overcoming resistance
• Building affinity for an idea as it moves through the decision
process
• Leaving relationships stronger due to the interaction