As the healthcare industry rapidly evolves, the need for strong physician leaders has never been greater. This is why a recent trend noted in an article from Becker’s Hospital Review raised alarm. The author cites anecdotal evidence suggesting that fewer young physicians are expressing a desire to transition to physician leadership. The reporter spoke to leaders at multiple hospitals, and all but one noted a general decline in physicians’ willingness to assume leadership roles beyond their clinical duties, indicating a shrinking pipeline of future physician leaders.
In my role as Director of Physician Executive Search at Jackson Physician Search, I have not yet witnessed this trend. In fact, it contradicts our findings from last fall’s joint physician leadership study with MGMA. According to the report, Developing the Next Generation of Physician Leaders, 67% of surveyed physicians (of all ages) expressed an interest in leadership roles. Still, the possibility of an emerging trend among early-career physicians concerns me. Based on what we know about the younger generations, specifically, the value they place on work-life balance, it is easy to see why they may need some convincing to transition to physician leadership positions.
If you are one such physician, I hope you’ll keep reading as I break down the factors that may contribute to your hesitation and propose solutions to encourage and ease the transition to physician leadership.
Concerns About the Transition to Physician Leadership
Most of the leaders interviewed for the article mentioned above perceive today’s young physicians as being more focused on work-life balance and less willing to undertake the responsibilities involved in serving on committees, teaching, and leadership duties. Historically, healthcare organizations expected physicians to balance full clinical loads while welcoming these extra responsibilities. However, today’s young physicians are juggling a high volume of patients, endless charting responsibilities, and are understandably hesitant to take on more. They don’t want to pursue physician leadership training and potentially take on leadership roles if they cannot give it the time and attention it deserves.
In addition to concerns about balance, physicians may also be wary of letting go of the familiar. Specifically, leaving direct patient care can feel like a loss of identity and purpose. Leadership also requires competencies in management, finance, communication, and strategy, not to mention an understanding of how to navigate organizational politics. All of this may feel overwhelming to early-career physicians.
Many healthcare organizations are responding to these concerns by offering hybrid positions with a better balance of clinical care and administrative duties. They may also provide more flexible schedules, compensation for non-clinical tasks, and reimbursement for physician leadership training programs.
Practical Advice for a Successful Transition to Physician Leadership
The transition from clinical practice to physical leadership can be challenging on multiple fronts, but the following tips may help to ease the transition.
- Adopt a growth mindset. Leadership skills can be learned. Approach this new chapter with curiosity and an open mind. Ask for feedback, take time to reflect on the impact of your decisions, and be willing to adapt as needed.
- Consider formal training. Even if you are already working in a physician leadership role, you may want to consider enrolling in courses or earning certifications in healthcare management or business administration to broaden your knowledge. An MHA or MBA from a respected institution may enhance your credibility, but there is solid evidence supporting the value of the CPE credential as well. Building expertise in areas such as finance, operations, and strategy will only improve your performance. Also, consider these educational forums as a way to network and establish relationships that you can rely on when in need of advice.
- Seek a mentor. Identify an experienced physician leader who is willing to offer guidance, share lessons learned, and provide support during challenging times.
- Set clear boundaries. Leadership roles can be demanding and isolating. Protect your well-being by establishing clear boundaries between work and personal life and seeking support from peers and professional networks.
- Evaluate your clinical practice. With new administrative duties, consider how much time you will have to practice clinically and what kind of schedule would make sense for you and your patients.
- Stay connected to your purpose. New research from Jackson Physician Search and LocumTenens.com suggests that physicians with a strong sense of purpose are happier in their jobs and better equipped to handle the challenges of the field, from burnout to systemic issues.
Encouraging the Transition
Healthcare organizations desperately need strong physician leaders who are passionate about the work and capable of navigating an evolving industry. Young physicians may be hesitant about the additional workload associated with leadership roles, but organizations are increasingly willing to provide flexibility and support to encourage their physician leadership development.
Once physicians are motivated to lead, the transition from clinical practice to physician leadership has many challenges. Physicians can ease the transition to physician leadership by embracing a growth mindset, developing new skills, seeking mentorship, setting boundaries, and staying connected to their purpose. As a result, physicians will become effective leaders who drive positive change in healthcare.
Are you an aspiring physician leader or a physician leader ready for a bigger role? The physician executive recruitment team at Jackson Physician Search is eager to learn more about you and share insights into the current market. Reach out today or browse physician leadership jobs online now.
Have more questions about the physician executive job search?
The Physician Career Resource Center provides articles, whitepapers, and infographics designed to help physicians through all aspects of the physician job search and, specifically, the physician executive job search.
About Mark Dotson
Mark began his career out of college recruiting for Allied Health Therapists (PT, OT, and SLP) for long-term care facilities in 1996. In 2002, he joined HCA Healthcare, recruiting physicians of multiple specialties in the Tennessee, Kentucky, and Indiana markets. He also worked to develop a team dedicated to sourcing physicians nationally in specific areas of focus for the organization, helping HCA establish an in-house hospital service line for many of their hospitals. Mark saw the growing need for this line of service and was recruited to lead the recruitment effort of Cogent Healthcare.
Mark spent the next nine years in Hospital Medicine recruitment and business development with different companies before finding his way back to HCA. In 2016, he began leading HCA’s Physician Executive Recruitment and Development for the entire country. He quickly realized that combining his focus and excitement for working with physicians and helping grow their careers outside a clinical setting was a perfect fit for him. During his tenure, HCA established CMOs in more than 100+ facilities, as well as created and grew a new entry point for physicians to become leaders by adding the position of ACMO. In 2023, Mark led the company’s recruiting effort to assemble a group of physicians for their newly established team of Medical Directors for Medical Claim Denials. The effort proved successful. Mark and his team hired more than 50 physician leaders in less than 12 months.
Mark lives with his wife and son in Nashville, TN. Outside of work, he loves coaching baseball. He’s been a Little League coach in the local community since 2005, but he’s been happiest coaching his son’s team since 2017.
