Leadership 180 Onboarding

 Leadership 180 Onboarding is ideal for healthcare leaders who are:

• Entering a new formal role (e.g., Site Chief, Division Head, Chair, Program Director, APD, Medical Director, Administrative Director, Lead)
• Taking on expanded scope (more sites, larger team, added portfolios, new governance responsibilities)
• Transitioning from primarily clinical work into a role with significant organizational or system impact
• Moving between institutions or health systems and wanting to shorten the “learning curve”
   

It works well whether you are early-career, mid-career, or senior. The common thread is that you are entering a role that demands more than clinical excellence alone.

 Across six sessions, we work on the real situations you are facing, anchored around:

• Leadership identity and style
  Understanding how you show up as a leader now, and how that needs to evolve in this role.
• Communication and influence
  Navigating difficult conversations, building trust, and influencing across departments, professions, and hierarchies.
• Culture and internal dynamics
  Reading the room: understanding formal and informal power structures, history, and unspoken rules.
• Managing dilemmas and expectations
  Balancing clinical realities, academic obligations, hospital priorities, regional pressures, and personal values.
• Psychological safety and team relationships
  Creating conditions where your team can speak up, learn, and perform—especially in high-stakes settings.
• A trusted thinking partner
  Having a confidential, non-evaluative space to explore challenges, test decisions, and reflect on what is and isn’t working.

• Six 90-minute one-to-one sessions over approximately six months
• Optional brief check-ins between sessions as needed (email or short virtual touchpoints)
• Virtual delivery to accommodate call schedules, clinical work, and multiple sites
   

The 180-Day Arc

Phase 1 – Orient (Weeks 1–6)

• Clarify the role, expectations, and key stakeholders
• Map early wins and non-negotiables
• Begin to separate “clinician identity” from “system-level leader identity”
   

Phase 2 – Align (Weeks 6–16)

• Deepen understanding of culture, politics, and constraints
• Work through early conflicts, competing priorities, and role tensions
• Strengthen communication and influence strategies with your team, Chair, hospital leadership, and partners
   

Phase 3 – Lead (Weeks 16–26)

• Consolidate your leadership stance and decision-making approach
• Plan medium-term priorities (6–12 months) and how to bring your team with you
• Build sustainable practices for energy, boundaries, and ongoing reflection
   

The structure is deliberate, but the content of each session is tailored to your real-time context, such as rotations, meetings, restructuring, crises, and opportunities.

Participation in Leadership Onboarding 180 is eligible for up to 24 Royal College Maintenance of Certification (MOC) credits under Section 3 (Feedback), based on your documentation and self-submission.

We build explicit feedback and reflection components into the program so that your learning counts both educationally and formally.

Most institutional onboarding (if at all) focuses on policies, systems, and orientation.
Very little focuses on the inner work of leadership:

• making decisions that affect colleagues’ careers, schedules, and wellbeing
• holding responsibility for program performance and culture
• managing the tension between “being one of the group” and “leading the group”
   

Leadership Onboarding 180 is built specifically for healthcare and academic medicine. It recognizes that you are not leaving clinical work behind, you are layering organizational impact on top of it.

You get:

• a clear, time-bound container for your first 6 months in role
• a neutral, confidential partner who understands how hospitals, departments, and universities work
• a focus on practical moves, not generic leadership theory