Tomorrow, January 27, 2026, Mentoring in Healthcare: The Definitive Guide to Cultivating Individual and Organizational Success officially launches, and we wanted to pause to share a milestone that has felt both surprising and genuinely meaningful.
Since the book became available for pre-order, it has reached #1 on Amazon in several categories, including #1 Top New Release in:
- Medical Education & Training
- Management, Leadership and Administration
- Administration and Management
- Nursing Management and Administration
It has also reached #1 Best Seller in:
- Administration and Management
- Education and Training
Because Amazon rankings shift quickly as purchasing patterns change, these positions reflect the book’s performance during the pre-order period rather than a fixed or permanent status. Even so, seeing the book appear at the top of categories that reflect the day-to-day reality of healthcare education, leadership, and operational delivery has felt like a clear signal that this work is landing where it is needed.
What makes this especially encouraging is that mentoring in healthcare is often treated as informal, assumed, and optional, even though it sits at the heart of workforce development, leadership readiness, retention, and professional identity formation. In many organizations, mentoring is sustained by individual goodwill rather than institutional design, which means it can become inconsistent, invisible, and vulnerable to the same pressures that mentoring is meant to help people navigate. We wrote this book because we have seen, repeatedly, that when mentoring is structured, supported, and evaluated with the same seriousness as other core functions, it stops being a “nice to have” and becomes part of how a system develops people safely and sustainably.
If you have pre-ordered the book, recommended it to colleagues, or shared it with your department, training program, or leadership team, we are sincerely grateful. In a field where time is scarce and priorities are relentless, choosing to invest attention in mentoring is not a small decision, and we do not take your support lightly.
If you are leading education, workforce development, faculty affairs, nursing leadership, clinical training, or organizational development, we hope this book becomes a practical resource you can return to—whether you are mentoring one person directly or building a mentoring culture that is consistent, equitable, and measurable across an entire organization.