Research

Core Leadership Competencies

Research

Effectively foster institutional and faculty research aspirations and accomplishments

Attributes

  • Established culture that encourages all faculty towards a question to be answered that will improve care
  • Appropriate diverse research portfolio with associated external faculty funding
  • Established institutional “bridging” support program for faculty
  • History of successful mentorship yielding quality of research contributions
  • Established culture that meaningfully recognizes scholarly contributions and their impact on child health
  • History of program participation in available national collaborative trials and collaborative groups

Assessment Questions

  • Have you completed a research strategic plan for your program?
  • What are your programs research goals?
  • Describe your program’s research support portfolio and your program’s research productivity as measured against the program’s research goals.
  • Do you provide ongoing granting support for your faculty?
  • Can you describe your most successful research mentee?
  • Describe the national and regional research collaboratives in which your program participates.  If none, which collaboratives are your best opportunity for advancing research in your program?
  • How do you encourage team science?
  • How have you incorporated DEI or health inequities in your research programs?

Pediatric Leadership Insight

 

Additional Resources

Articles [to come]
Books [to come]

Recruitment & Retention

Core Leadership Competencies

Recruitment & Retention

Establishes and implements a faculty talent recruitment strategy capable of attracting and securing top-tier passive faculty talent

Attributes

  • Candidate-facing versus institutionally-facing recruitment processes
  • Established year-round candidate sourcing efforts with protocols for opportunistic hires
  • Proven track record of success in diverse faculty hiring and established processes that ensure DE&I best practices
  • Monitors faculty retention and satisfaction
  • Established recruiting process training and education programs

Assessment Questions

  • Describe aspects of your program’s recruiting practices that ensure commitment to DE&I.
  • Outside of advertising and faculty referrals, describe engagement strategies utilized to identify candidates for open faculty positions.
  • Describe your strategy when forming a search committee.
  • What are established recruiting best practices utilized by your program?
  • Would your recruiting process be described as candidate or institutionally oriented? If institutional, how can you modify to become more candidate oriented?
  • Is recruiting for outreach practices a challenge for your program?
  • What can you learn from your most disappointing recruitment/retention failures?
  • What is the most common reason for a voluntary faculty departure in your program?
  • What steps have you taken to improve faculty retention?

 

Pediatric Leadership Insight

  • Internal Candidates - Pediatric Insight: Passing Leadership Wisdom To The Next Generation Topic: Professional Treatment of Internal Candidates In this Pediatric Insight Conversation, the Child Health Advisory council tackles a crucial conversation of effectively guiding Internal Candidates through the leadership search committee process. While your efforts will literally affect one faculty member, the experiences of the one will […]
  • What is a Diverse Search? - Pediatric Insight: Passing Leadership Wisdom To The Next Generation Topic: What is a Diverse Search? Listen to what the Council has to say about the definition of a diverse search, preparation, selection process for best outcomes, candidate pool development, establishing purpose and metrics, executive firm expectations and more. Don’t have time to watch the full […]

 

Additional Resources

Articles [to come]
Books [to come]

Philanthropy

Core Leadership Competencies

Philanthropy

Establishing philanthropy as a strategic priority for all faculty, recognized by the community and as a key contributor to the research and fiscal missions of the program

Attributes

  • Established philanthropic strategic plan including established priorities with DO and foundations at hospital and university
  • Recognizes the importance of philanthropy for support of research and clinical programs.
  • Established philanthropy training program for faculty
  • Clear plan for energizing and rewarding faculty around philanthropic contributions
  • Clear plan for community fund-raising events with clearly-articulated goals/needs for each program

Assessment Questions

  • What is your current strategy for philanthropy?
  • Do you have institutional support for philanthropy directed to your program?
  • What is your program’s ‘brand’ and/or community reach?
  • Do surveys show that philanthropy is supported? Are faculty trained in philanthropic solicitation and know where/how to make referrals to development staff?
  • What was your most successful philanthropic accomplishment?
  • What donor disappointment taught you a lesson?

 

Pediatric Leadership Insight

 

Additional Resources

Articles [to come]
Books [to come]

Faculty Coaching

Core Leadership Competencies

Faculty Coaching

Fostering the development of people skills and the wisdom necessary for effectively addressing leadership, operational and personality challenges

Attributes

  • Established mentorship program for new and current faculty
  • Established coaching resource utilization plan for “problematic faculty” and as a part of an established faculty leadership development program
  • Established plan and protocols for managing challenging faculty/staff interactions?
  • Established cadre of mentors and external coaching resources
  • Established sponsorship to support mentorship and coaching initiatives

Assessment Questions

  • What are the coaching/mentoring opportunities for faculty in your program?
  • Do you have a mentoring program specifically for new faculty?
  • Is coaching and mentoring valued at your institution? Are surveys conducted to make certain these programs are functioning effectively?
  • How do you manage challenging faculty/staff interactions?
  • Are executive coaches available for faculty leaders at your institution?
  • Describe the successful mentoring/coaching experiences you provide to faculty.
  • Who was your most important mentor and why?
  • Do you currently have mentees?
  • What was the most interesting/important feedback received from a mentee?

 

Pediatric Leadership Insight

 

Additional Resources

Articles [to come]
Books [to come]

Leadership

Core Leadership Competencies

Leadership

Effectively building and guiding healthy teams in support of programmatic mission, vision and strategic priorities

Attributes

  • Established plan for regular and transparent communication
  • Known as an active champion for diversity, equity and inclusion
  • Clearly articulated vision and program strategy implementation plan
  • Consistently recognized for availability, passion, integrity and collaboration by faculty and institutional partners
  • Established succession, retention and faculty leadership development programs
  • Faculty are viewed as competitive for leadership positions within and outside program

Assessment Questions

  • What is your personal leadership statement?
  • Have you personally participated in meaningful leadership development programs?
  • Have you completed a personal leadership assessment?
  • Who is your current active leadership mentor?
  • What faculty leadership development activities are offered by your institution?
  • How have you developed trust with your faculty?
  • Describe the succession plans in place for your program.
  • How have you grown in your understanding of diversity, equity and inclusion?
  • Describe initiatives you have championed to promote diversity, equity and inclusion.

 

Pediatric Leadership Insight

  • Internal Candidates - Pediatric Insight: Passing Leadership Wisdom To The Next Generation Topic: Professional Treatment of Internal Candidates In this Pediatric Insight Conversation, the Child Health Advisory council tackles a crucial conversation of effectively guiding Internal Candidates through the leadership search committee process. While your efforts will literally affect one faculty member, the experiences of the one will […]

 

Additional Resources

Articles [to come]
Books [to come]

Education

Core Leadership Competencies

Education

Creating inspirational cultures conducive for training the next generation of faculty and academic physician leaders

Attributes

  • Protected time and salary support for faculty contributions to educational mission
  • Innovation, continuous improvement, annual reviews and rewards structure
  • Established efficacy measures for faculty engagement with trainees (% who go into a program after experiences)
  • Established metrics documenting that graduates exemplify program’s educational goals
  • Outstanding program graduates choose to accept open faculty positions within program
  • Established trainee career mentorship program
  • Diversity in trainees and educational leaders

Assessment Questions

  • What’s the mission statement (include goals/importance) for your educational program(s)?
  • How have you chosen the educational leadership for your program(s)?
  • Do your faculty have “protected time”/effort support for their leadership and/or participation in educational programs?
  • What innovations have you initiated in your educational programs?
  • How do you monitor the quality of your education programs?
  • How do you personally interact with resident and fellows?
  • What initiatives do you utilize to improve retention of your residents and fellows?
  • Is your program highly rated by students/residents/fellows for their educational experience with your program?  If not, what measures can be taken to improve?

 

Pediatric Leadership Insight

 

Additional Resources

Articles [to come]
Books [to come]

Diversity, Equity & Inclusion

Core Leadership Competencies

Diversity, Equity & Inclusion

Intentional creation of a diverse faculty workforce within a collaborative, supportive environment that encourages and promotes participation from all team members

Attributes

  • Data and practice driven transparency of department’s DEI goals
  • Established ongoing faculty DEI Education & Training
  • DE&I rewards and recognition
  • Established URM and diverse faculty recruitment practices
  • Documented improvement in URM, IMG and diverse faculty and faculty leadership recruits

Assessment Questions

  • Do you consider the faculty in your program to be highly diverse in their makeup?
  • What personal learning in the area of DEI and antiracism have you and/or your program undertaken?
  • How have you demonstrated building a DEI community is a priority for you?
  • How do you measure progress in DEI in your program?
  • What is your most successful DEI focused recruitment effort for your program.
  • What are your program’s year-over-year trends in faculty diversity and equity?

Pediatric Leadership Insight

  • What is a Diverse Search? - Pediatric Insight: Passing Leadership Wisdom To The Next Generation Topic: What is a Diverse Search? Listen to what the Council has to say about the definition of a diverse search, preparation, selection process for best outcomes, candidate pool development, establishing purpose and metrics, executive firm expectations and more. Don’t have time to watch the full […]

 

Additional Resources

Articles [to come]
Books [to come]

Clinical Excellence

Core Leadership Competencies

Clinical Excellence

Creating clinical cultures known for excellence in the delivery of high-quality patient care

Attributes

  • Top quartile patient satisfaction scores
  • Top quartile faculty engagement scores
  • Top quartile patient outcome national benchmark scores (appropriate by specialty)
  • Established plan for continuous quality and patient safety improvement
  • Documented provider of choice
  • Ongoing effort to maintain or achieve US News Ranking(s)

Assessment Questions

  • What clinical quality measures do feel are most important for your program?
  • Do these measures align with your hospital partners.
  • What are the clinical strengths and weaknesses of your program? Provide 3-5 steps for improving each weakness.
  • Do opportunities exist to build clinical expertise and competency?
  • What metrics, rating services, … do you utilize to determine patient satisfaction, quality of patient care and position in marketplace?
  • How do you assure that your clinical programs are equitable?
  • Describe a quality improvement initiative you successfully led for your program.
  • How would you rate the safety of your care delivery?

 

Pediatric Leadership Insight

 

Additional Resources

Articles [to come]
Books [to come]

Healthy Cultures

Core Leadership Competencies

Healthy Cultures

Developing dynamic faculty cultures that promote professional wellness, cohesive teams and the retention of faculty talent

Attributes

  • Has a department mission/vision statement that demonstrates core values of the department.
  • Builds professional skills of faculty and staff.
  • Demonstrates concern over faculty personal success and well being.
  • Established on-boarding and mentorship program.
  • Consistent understanding of the established core values of the culture.
  • Ability to adapt to significant external changes (i.e. COVID, environmental disasters…).
  • Actively champions a culture of equity, diversity and inclusion.

Assessment Questions

  • Do you currently believe that your program’s culture can be described as healthy?
  • What key words would you use to describe the current culture?
  • What five initiatives could you start that would enhance the culture of your program?
  • What programs have you developed to actively promote diversity, equity and inclusion?
  • Do faculty wellness programs exist? Are they structured, evaluated, etc.? Are your faculty actively involved in these programs?
  • Describe the top retention challenge that your program faces.
  • What initiatives have you led to improve faculty retention?
  • What programs have you either developed or utilized for faculty professional development?
  • What mechanisms do you utilize for provider satisfaction, performance of meaningful exit interviews, process to resolve disputes?
  • What measures have you enacted to ensure your culture continues to be healthy in the face of ongoing COVID and/or other external challenges?

 

Pediatric Leadership Insight


 

Additional Resources

Articles [to come]
Books [to come]

Business of Medicine

Core Leadership Competencies

Business of Medicine

Successfully lead and grow clinical, operational and strategic priorities

Attributes

  • Clearly articulated strategic plan
  • Demonstrated understanding and utilization of:
    – Financial and operations reporting statements
    – Funds flow mechanisms and measures
    – Competitive compensation and productivity models
    – Legal and HR documents and requirements
  • Demonstrated operations transparency
  • Effective management of clinical productivity and reimbursement models

Assessment Questions

  • Does your program have established written strategic plan and priorities? Are those priorities aligned with those of the hospital, the department/medical school?
  • Do you have committed financial resources to match the established priorities?
  • What percentage completion would you ascribe to successes in achieving the established strategic priorities?
  • Is your program recognized as the market leader for clinical services? What five things could you do to increase market share?
  • What percentile are you currently achieving for the business operations metrics established for your program?
  • Do you have an established process for the continual evaluation of the fiscal and operational matters for your program?
  • Are your faculty currently compensated at the 50% of AAAP?

 

Pediatric Leadership Insight

 

Additional Resources

Articles [to come]
Books [to come]