Leadership Development Of Pharmacy Technicians

• By: LYONS, Dana (Alberta Health Services, Canada)
• Co-author(s): Ms Dana Lyons (Alberta Health Services, Calgary, Canada)
  Mrs Diane Reeder (Alberta Health Services, Calgary, Canada)
  Ms Melissa Fingas (Alberta Health Services, Calgary, Canada)
  Ms Megan Wisnowski (Alberta Health Services, Medicine Hat, Canada)
  
• Abstract:

  Background
  In 2011, pharmacy technicians gained recognition as a health care profession in many jurisdictions in Canada, but until recently, formal education for pharmacy technicians was lacking leadership instruction or exposure to leadership opportunities. Consequently, pharmacy technicians may feel restricted in their roles, with little direction on how to progress their careers. Opportunities for leadership development exist within Alberta Health Services, but pharmacy technicians may be unaware of the offerings. Alberta Health Services (AHS) is a provincewide, integrated health system, responsible for delivering health services to more than 4.4 million people living in Alberta. 900 pharmacy technicians are employed within Alberta Health Services.
  
  Purpose
  Determine the awareness of leadership development resources for the pharmacy technician profession, whether there are perceived leadership opportunities, and ascertain the level of interest in leadership development for pharmacy technicians in AHS.
  
  Method
  A qualitative survey was distributed to all pharmacy technicians in AHS and was open for a 4-week period. Questions were divided into demographics and personal interest in leadership, motivation, awareness, and opportunities for leadership development, and developing self.
  A review of the curricula of pharmacy technician educational programs showed little to no formal coursework related to leadership development at colleges offering these programs in Alberta, Canada.
  A literature search compared the approaches to leadership development that various healthcare organizations use to develop their pharmacy technicians into leaders.
  
  Results
  The survey was emailed to 861 AHS pharmacy technicians. Overall, a 38% response rate was achieved with 324 respondents. Of the respondents, 14% were already in formal leadership positions. A significant number of respondents aspire to be in a leadership or management position – 59%, but only 28% had participated in any leadership training. From the responses, 87% were interested in growing and developing as a leader but only 65% felt that they had been provided with any opportunities to develop themselves.
  When questioned about self-development, 58% responded that they had expressed interest or had had a conversation with a leader about their own growth and development. Some individuals had started to develop themselves as leaders (67%), but only 35% were familiar with the leadership development program available through AHS. Many pharmacy technicians see themselves as a leader, whether or not they have a formal leadership position (82%).
  
  Conclusion
  Although there is support in principle for pharmacy technician leadership, development of the pharmacy technician cadre has not been seen to be a high priority within the organization. A significant learning from the survey was that those who were already in a formal leadership position were aware of self-development opportunities, while those not yet in leadership positions were unaware of the program. Little to no information appears to be shared with front line pharmacy technicians.
  Further study of the implications of the results of the survey is required.
  
  Topic area
  Pharmacy Technicians