Navigating new horizons: Five tips for physicians considering leadership opportunities

Doctor leaders: Ljupco Smokovski - stock.adobe.com

In recent years, the demand for physicians in academic and hospital leadership roles has been on the rise. With an increasing number of retirements and a shrinking physician workforce, these critical positions are often filled by younger leaders who may not have extensive experience in bridging the gap between clinical practice and organizational leadership. As the health care landscape continues to evolve, the need for capable leaders who can navigate these changes has never been greater.

Embarking on a new career path requires more than just evaluating the job description. It involves understanding the deeper layers of workplace culture, assessing the genuine need for the role and considering the impact a new role will have on your personal life.

Preparing for new opportunities

We’ve seen a lot of positive movement to address some key issues leading to health care attrition and burnout. For example, there is stronger encouragement for work-life balance, more staff, mental health resources and overall better support systems for physicians. However, there is still work to do and some considerations at the onset of a career move.

I encourage physicians to look at these five areas before they consider a new role. It not only benefits them, but it helps the organization succeed and both are equally important.

Assess the culture

One of the most crucial aspects of considering a new leadership role is evaluating the culture of the organization. This goes beyond the surface-level interactions and dives into the core values and behaviors of the team you will be working with. Do the people you’re interacting with show humility, preparation, respect, courtesy, and excellent organization? Positive culture indicators can be observed throughout your recruitment process, from initial interviews to more informal meetings with potential colleagues. A supportive and collaborative culture is essential for long-term success and job satisfaction.

Evaluate the viability of the need

Understanding why the organization is recruiting for this leadership role is paramount. Ask questions about the reasons for the recruitment and the history of the position. What strengths and accomplishments have been achieved, and what challenges or roadblocks have been encountered? This information will help you gauge the stability of the role. It’s also important to assess whether the organization's goals align with yours. A clear understanding of the position's viability can prevent potential disappointments and ensure that you are stepping into a role with realistic expectations.

Involve your significant other/appropriate family members early in the search process

A career change, especially one that involves a leadership position, is not just an individual decision—it’s a family decision. Relocation or increased responsibilities can significantly impact your family life. It’s crucial to involve your significant other and appropriate family members early in the process. Their support and understanding are vital as you navigate this significant change. Open communication about the potential impacts on your family’s lifestyle can help in making a well-informed decision that is beneficial for everyone involved.

Don’t be afraid to voice your concerns

Transparency is key when considering a new leadership role. If you have personal circumstances that could affect your job performance or have questions about the future of the department, it is essential to address these concerns early on. Voicing potential issues during the recruitment process ensures that you and the organization are on the same page and that your needs are considered. Your recruiter should be a resource in this process, ensuring all your questions are answered and helping to address any potential issues before they become problematic.

Rely on mentors

Embarking on a new leadership role shouldn’t be a solo experience. Having a trusted network of mentors can provide invaluable guidance and support. There are so many scenarios and challenges you’ll be presented with in a leadership position and chances are, there are retired or semi-retired experts who have already been there. There is a lot to learn from their successes and failures. By tapping into a network of leaders who are still passionate about improving health care, and nurturing upcoming leaders, you can gain invaluable insight and guidance. Mentorship can also provide a sense of community and belonging, which is crucial to avoiding burnout.

The future is bright

I work with so many physician leaders who inspire me every day. They’re focused on delivering life-changing care in their communities and have a passion for driving better health outcomes. We need these types of leaders driving research, clinical excellence and advancing care for all of us.

It’s important for the entire health care ecosystem that all career transitions are treated with great care. Culture, communication, personal needs and mentorship all play a critical role in a leader’s ability to achieve long-term professional and personal goals. As health care continues to face unprecedented challenges and opportunities, the importance of strong, thoughtful leadership cannot be overstated. By following these five principles, I believe physicians can navigate new leadership horizons and lead with confidence and purpose.

Marcel Barbey serves as Vice President of Search Services for CareerPhysician, LLC. With more than 20 years of experience, he is recognized nationally for his specialization and expertise in recruiting academic physicians and faculty leaders for complex medical schools, academic medical centers, academic children’s hospitals and integrated healthcare systems. Barbey earned a bachelor’s from the University of Alberta.