Academic Medicine Strategy Podcast

Dr. Stacey Ishman
  • 5.0 (1)
  • Careers
  • Updated Weekly

Academic medicine is designed to reward output, not clarity. The result is physicians who feel overwhelmed and overextended. The Academic Medicine Strategy Podcast breaks down the systems, structures, and expectations that create that experience and how to navigate them strategically. Hosted by Dr. Stacey Ishman, a national leader in academic medicine with over 230 peer-reviewed publications, this podcast is grounded in her experience working with faculty, departments, and institutions to build clearer, more sustainable academic careers. This podcast is for: • Academic physicians across all specialties and career stages • Faculty leaders and program directors responsible for developing others • Departments and institutions focused on retention, promotion, and leadership pipelines Episodes explore the intersection of individual career strategy and institutional design, including: • Promotion pathways and why they often feel unclear • Time, effort, and why productivity is not just personal • Mentorship, sponsorship, and leadership development • Retention, burnout, and how departments can better support faculty • How to build a career that is both sustainable and nationally visible You will hear practical frameworks, real coaching insights, and behind-the-scenes thinking drawn from years of work across academic medicine.

  1. 2d ago

    What Great Deans Know: How Medical School Curriculum Actually Gets Designed with Dr. David L. Battinelli

    What makes a great medical school isn't just an innovative curriculum—it's faculty who know how to help learners grow. In this episode, Dr. Stacey Ishman sits down with Dr. David Battinelli, Executive Vice President, Physician-in-Chief of Northwell Health, and Dean of the Zucker School of Medicine, to discuss why faculty development is the foundation of educational excellence and how academic leaders can build systems that prepare physicians for decades of practice, not just graduation. Dr. Battinelli is a founding member of the Zucker School of Medicine and previously served as vice dean, dean for medical education, and chair of the committee responsible for developing the medical school's curriculum. He is also the co-author of Revolutionizing Medical Education: Proven Blueprint to Transform Curricula and Prepare Future-Ready Physicians, a book that explores how medical schools can reimagine curricula and physician training to better prepare physicians for the future of medicine. No need to take notes—visit the blog for a full summary of key insights. If you're interested in working with Academic Medicine Strategy Group, visit www.amedsg.com to learn more about our programs designed to help you build a clear, strategic path to promotion, research, and career advancement. Key Points 00:01 | Building a Medical School from the Ground UpDr. Battinelli shares why creating a brand-new medical school gave his team the opportunity to rethink traditional medical education and implement changes that many established institutions struggled to adopt. 03:00 | Faculty Development Drives Educational InnovationCurriculum alone doesn't transform learners. Faculty must be equipped with modern teaching, coaching, and facilitation skills that match how today's physicians actually learn. 08:20 | Continuity Creates Better Teachers—and Better PhysiciansRather than rotating through countless supervisors, students benefit from long-term relationships with faculty who can mentor, coach, and gradually increase responsibility over time. 11:30 | Preparing Faculty for 30-Year CareersMedical knowledge evolves continuously. Great institutions don't just onboard faculty—they build systems that help physicians adapt, grow, and continue learning throughout their careers. 14:00 | Keep Faculty Connected to TeachingOne of the best ways to develop physicians is to keep them engaged in education. Teaching reinforces clinical excellence, strengthens professional purpose, and helps faculty continue growing alongside learners. 17:45 | The Future of Academic MedicineDr. Battinelli discusses how AI, connected care, and new models of patient engagement will reshape medicine—and why institutions must prepare both faculty and trainees for a very different future than the one they inherited. Summary Academic medicine changes when faculty change. While curriculum reform often receives the attention, this conversation highlights that sustained excellence comes from developing educators, building meaningful mentoring relationships, and creating systems that help physicians continue growing throughout their careers. For early-career academic physicians, investing in your development as both a clinician and an educator will shape your long-term impact far more than any single promotion or title. Please RATE, REVIEW, and FOLLOW the Academic Medicine Strategy Group Podcast on your favorite platform. If you're interested in getting in touch with us or providing topic suggestions, please: DM me on Instagram at @sishmancoachEmail me at stacey@amedsg.comContact me through the website at www.amedsg.com

    What Great Deans Know: How Medical School Curriculum Actually Gets Designed with Dr. David L. Battinelli

  2. Jul 22

    Building Great Careers: Designing the Career You Actually Want with Pamela Mudd

    What does it take to build an academic career that is both successful and sustainable? In this episode, Dr. Stacey Ishman sits down with pediatric otolaryngologist Dr. Pamela Mudd to discuss how finding your niche, leading with intention, and learning to say no can transform your career trajectory. Their conversation offers practical lessons for early-career faculty who want to build careers they are proud of—not careers they simply inherit.   No need to take notes—visit the blog for a full summary of key insights.  If you're interested in working with Academic Medicine Strategy Group, visit www.amedsg.com to learn more about our programs designed to help you build a clear, strategic path to promotion, research, and career advancement. Key Points 00:01:00 | Finding Your Through Line Dr. Mudd shares how following her clinical interests evolved into a focused academic niche built around solving meaningful problems rather than simply pursuing opportunities. 00:04:00 | Why Your Niche Matters Early  Learn why developing expertise in a specific area helps establish your academic identity, creates opportunities for collaboration, and reduces burnout as your career grows. 00:08:00 | Stop Fixing People. Start Improving Systems.  Leadership begins with understanding the systems around you. Dr. Mudd explains how shifting from micromanaging people to improving processes changed both her leadership style and her team's effectiveness. 00:13:00 | The Power of Intentional Career Design  After a major life transition, Dr. Mudd realized she had inherited a career built from years of saying yes. Coaching helped her step back, redefine her priorities, and intentionally redesign her professional life. 00:19:00 | Letting Go Creates Space for Growth  Your calendar should evolve as your career evolves. Learn how eliminating responsibilities that no longer fit can create opportunities for greater impact, renewed energy, and leadership development for others. 00:22:00 | From Reactive Work to Strategic Work  Discover practical strategies for protecting time for deep work, making more intentional decisions, and using AI thoughtfully to reduce administrative burden and improve communication. 00:26:00 | Coaching, Mentorship, and Building a Career You Love  Drs. Mudd and Ishman discuss the unique role of coaching, how it differs from mentorship and therapy, and why having an objective partner outside your institution can accelerate career growth and promotion. Summary  Great academic careers rarely happen by accident. They are built through intentional decisions about where to invest your time, energy, and talents. Whether you're establishing your niche, preparing for promotion, or learning to lead, creating space to reflect and design your career will help you build a professional life that is both meaningful and sustainable.   Please RATE, REVIEW, and FOLLOW the Academic Medicine Strategy Group Podcast on your favorite platform.  If you are interested in getting in touch with us or providing topic suggestions, please: DM me on Instagram at @sishmancoach Email me at stacey@amedsg.com Contact me at www.amedsg.com

    Building Great Careers: Designing the Career You Actually Want with Pamela Mudd

  3. Jul 15

    What Great Deans Know: Why Faculty Stay and Succeed with Joe Kerschner

    In this episode, Dr. Stacey Ishman sits down with physician-scientist, former dean, and national academic medicine leader Joe Kerschner to discuss mentorship, faculty development, retention, burnout, and the future of academic medicine. Their conversation offers practical insights for early-career physicians seeking to build meaningful careers while avoiding common pitfalls that derail promotion and professional fulfillment. No need to take notes—visit the blog for a full summary of key insights. If you’re interested in working with Academic Medicine Strategy Group, visit www.amedsg.com to learn more about our programs designed to help you build a clear, strategic path to promotion, research, and career advancement. Key Points: 1. Great Mentorship Requires More Than Availability (00:04:00) Effective mentors don't simply say yes to everyone. They protect their time, invest real thought into mentoring relationships, and create meaningful opportunities for mentees to grow. 2. Build Systems, Not Just Individual Mentors (00:06:00) Organizations improve retention when they invest in faculty development infrastructure, executive coaching, and training leaders to become skilled mentors themselves. 3. One-Size-Fits-All Faculty Development Doesn't Work (00:08:30) Faculty arrive with different backgrounds, goals, and challenges. Successful development programs recognize these differences and provide individualized support. 4. Faculty Development Is a Retention Strategy (00:12:00) Investing in faculty growth is not a luxury—it's a business imperative. Strong development programs improve retention, leadership readiness, and long-term institutional success. 5. Know Your Intrinsic Motivators (00:18:00) Academic medicine offers multiple pathways for fulfillment through patient care, teaching, research, and community engagement. Understanding what drives you is critical for career satisfaction. 6. Burnout Happens When "One More Thing" Never Ends (00:24:00) The culture of medicine often rewards taking on more responsibilities, but cumulative demands eventually lead to burnout. Leaders must recognize limits and reduce unnecessary burdens. 7. Focus Beats Box-Checking (00:32:00) Career advancement comes from prioritizing a small number of meaningful goals rather than trying to do everything. Excellence requires intentional focus and mentorship-guided direction. Summary: Academic medicine remains an extraordinary career path, but success requires more than hard work alone. Mentorship, strategic focus, individualized development, and alignment with your core motivations are what separate thriving faculty from those who become overwhelmed or leave academia altogether. Early-career physicians who invest in these foundations can build sustainable careers with greater impact and fulfillment.   Please RATE, REVIEW, and FOLLOW the Academic Medicine Strategy Group Podcast on your favorite platform. If you are interested in getting in touch with us or providing topic suggestions, please: ● DM me on Instagram at @sishmancoach● Email me at stacey@amedsg.com● Contact me at the website at www.amedsg.com

    What Great Deans Know: Why Faculty Stay and Succeed with Joe Kerschner

  4. Jul 8

    What Faculty Who Advance in Four Years Do Differently

    Why do some faculty reach associate professor in four years while others take seven? In this episode, Dr. Stacey Ishman explores the strategic decisions that consistently separate those who advance more quickly. If you're in your first decade of academic medicine, this conversation will help you focus your limited time on the work that truly moves your career forward. No need to take notes—visit the blog for a full summary of key insights. If you're interested in working with Academic Medicine Strategy Group, visit www.amedsg.com to learn more about our programs designed to help you build a clear, strategic path to promotion, research, and career advancement. Key Points 00:00 – Promotion Is About Strategy, Not More Hours Faculty who advance more quickly aren't necessarily working harder. They're making more intentional decisions about where they invest their time. 02:00 – Not All Work Contributes Equally to Promotion Learn how to distinguish between activities that build your promotion case and those that simply fill your schedule. 03:00 – Protect Your Time for Work That Compounds Successful faculty deliberately prioritize scholarship and decline commitments that don't support their long-term academic goals. 04:00 – Build a Clear Academic Niche Promotion committees recognize faculty with a consistent area of expertise. A focused professional identity strengthens your reputation and career trajectory. 05:00 – Audit Your Career Strategy Dr. Ishman shares practical exercises to evaluate your current commitments, identify your niche, and begin saying no strategically. 07:00 – Align Today's Decisions with Tomorrow's CV Every "yes" shapes your future promotion packet. Learn how to ensure your current work reflects the career you want to build. Summary Advancing more quickly in academic medicine isn't about squeezing more work into your week. It's about consistently investing your time in opportunities that reinforce your academic identity, strengthen your scholarship, and support your promotion goals. Small strategic decisions, repeated over time, create meaningful career acceleration.   Please RATE, REVIEW, and FOLLOW the Academic Medicine Strategy Group Podcast on your favorite podcast platform. If you're interested in getting in touch or have suggestions for future episodes: DM: @sishmancoach on Instagram Email: stacey@amedsg.com Website: www.amedsg.com

    What Faculty Who Advance in Four Years Do Differently

  5. Jul 1

    The $500k Question: Why FERI Pays for Itself (And then Some)

    Faculty turnover is one of the most expensive and preventable challenges facing academic medicine today. In this episode, Dr. Stacey Ishman explores the true cost of losing faculty, why traditional retention efforts often fall short, and how intentional career development can dramatically improve retention, engagement, and productivity. No need to take notes—visit the blog for a full summary of key insights. If you’re interested in working with Academic Medicine Strategy Group, visit www.amedsg.com to learn more about our programs designed to help you build a clear, strategic path to promotion, research, and career advancement. Key Points [00:00] The Real Cost of Faculty TurnoverLosing a faculty member costs far more than salary replacement. Recruiting, onboarding, lost productivity, and cultural disruption can easily total $500,000 or more per departure. [01:00] Why Faculty Actually LeaveMost faculty do not leave because they dislike medicine. They leave because they feel overwhelmed, unsupported, and stuck in reactive career decision-making. [02:30] Breaking Down the Financial ImpactTurnover costs include recruiting expenses, onboarding time, loss of institutional knowledge, and increased workload on remaining faculty members. [04:00] A Personal Story of Career MisalignmentDr. Ishman shares her own experience of professional success that lacked intentional direction—and how that ultimately led her to leave a faculty position. [05:20] The Power of Intentional Career DesignWhen faculty develop a clear vision for their careers, satisfaction improves, burnout decreases, and retention becomes far more likely. [05:45] How the Faculty Excellence and Retention Initiative (FERI) WorksFERI combines executive coaching, faculty development, promotion planning, and individualized career strategy to help faculty build careers they want to stay in. [07:15] Why FERI Delivers a Strong Return on InvestmentThe cost of supporting faculty through intentional development is only a fraction of the cost of turnover, while also improving productivity, engagement, promotion success, and departmental culture. Summary The most effective retention strategy is not simply offering more opportunities or incentives—it is helping faculty build intentional, fulfilling careers. When physicians gain clarity about their goals and align their work with their values, they are more engaged, more productive, and far more likely to stay. Investing in faculty development isn't just good for faculty; it's one of the smartest financial decisions an institution can make.   Please RATE, REVIEW, and FOLLOW the Academic Medicine Strategy Group Podcast on your favorite platform. If you are interested in getting in touch with us or providing topic suggestions, please: ● DM me on Instagram at @sishmancoach● Email me at stacey@amedsg.com● Contact me at the website at www.amedsg.com

    The $500k Question: Why FERI Pays for Itself (And then Some)

  6. Jun 24

    What Promotion Committees Actually Evaluate: The Faculty Misalignment Problem

    Many early-career faculty assume promotion committees evaluate activity, productivity, and accomplishments at face value. In this episode, Dr. Stacey Ishman explains why promotion decisions are often based on something far more important: whether your work tells a coherent story that demonstrates academic impact, visibility, and growing reputation. No need to take notes—visit the blog for a full summary of key insights. If you're interested in working with Academic Medicine Strategy Group, visit www.amedsg.com to learn more about our programs designed to help you build a clear, strategic path to promotion, research, and career advancement. Key Points [00:00] Promotion Committees Evaluate More Than Your CVPromotion committees are not simply counting publications, committees, or teaching evaluations. They are assessing whether your work demonstrates readiness for advancement and contributes to the institution's reputation. [00:01] Why Promotion Criteria Leave Room for InterpretationMany promotion policies include terms like "regional reputation," "national reputation," or "sustained impact," but these concepts are often interpreted differently across institutions and committees. [00:02] Coherence Matters More Than VolumeA focused body of work in a well-defined niche is often more compelling than a larger number of disconnected projects, publications, or activities. [00:03] What Research Shows About Successful PromotionFactors associated with promotion include identifying a career mentor, dedicating meaningful effort to scholarship, and having regular conversations with leaders about promotion goals. [00:04] The Narrative Problem in Academic PromotionFaculty often assume their accomplishments will speak for themselves. In reality, committees are looking for a clear academic identity and a convincing story about your contributions and impact. [00:05] Building a Reputation Through Intentional ChoicesCommittee service, presentations, publications, and professional involvement should reinforce your area of expertise and strengthen your visibility within a specific domain. [00:06] Why Institutional Guidance MattersPromotion success depends heavily on understanding how your local promotion committee interprets criteria. Informal expectations often matter as much as written policies. [00:07] Three Actions to Take This WeekTalk with recently promoted faculty, review your institution's promotion criteria, and evaluate your CV as a narrative rather than a list of accomplishments. Summary Promotion committees are not evaluating how busy you are—they are evaluating whether your work demonstrates a coherent academic identity and a trajectory of growing impact. Early-career physicians who intentionally align their scholarship, service, leadership activities, and professional visibility around a clear niche are more likely to build the reputation and narrative that promotion committees recognize and reward.   Please RATE, REVIEW, and FOLLOW the Academic Medicine Strategy Group Podcast on your favorite platform. If you are interested in getting in touch with us or providing topic suggestions, please: ● DM me on Instagram at @sishmancoach● Email me at stacey@amedsg.com● Contact me at the website at www.amedsg.com

    What Promotion Committees Actually Evaluate: The Faculty Misalignment Problem

  7. Jun 17

    The Mentor Gap: Why Good Mentors Don't Automatically Create Promotion-Ready Faculty

    Mentorship is one of the most commonly recommended strategies for success in academic medicine, yet many early-career physicians still struggle to achieve promotion despite having excellent mentors. In this episode, Dr. Stacey Ishman explores the limitations of mentorship alone and explains why intentional career infrastructure is often the missing piece. She discusses how mentorship, sponsorship, and structured career development work together to create a clear path toward long-term academic success. No need to take notes—visit the blog for a full summary of key insights. If you’re interested in working with Academic Medicine Strategy Group, visit www.amedsg.com to learn more about our programs designed to help you build a clear, strategic path to promotion, research, and career advancement. Key Points: [00:00] Mentorship Matters—But It Isn't the Whole SolutionResearch consistently shows that mentorship supports career development and satisfaction, but the evidence linking mentorship alone to promotion outcomes is less clear. [01:30] What Mentors Can—and Cannot—ProvideMentors offer guidance, perspective, advocacy, and sponsorship. However, they cannot replace the systems and structures needed to execute a long-term career strategy. [02:15] The Questions Many Faculty Never AskDr. Ishman shares a personal example of withholding important career questions despite having an outstanding mentor, illustrating why some developmental needs go beyond the mentor relationship. [03:20] Why Career Development Requires More Than AdvicePromotion readiness depends on ongoing support, implementation, and revisiting career plans as faculty gain experience and understand their institutional environment. [04:00] The Structural Limitations of MentorshipEven excellent mentors face constraints including limited time, competing responsibilities, different career experiences, and evolving promotion criteria that may not match today's academic landscape. [05:00] How Career Infrastructure Strengthens MentorshipStructured career development provides promotion frameworks, accountability, organization systems, and consistency that make mentorship more effective and actionable. [05:45] Evidence That Structure Improves OutcomesStudies of formal faculty development and mentorship programs demonstrate significantly improved promotion and funding outcomes when mentorship is supported by intentional career development infrastructure. [06:30] Three Actions to Take Right NowIdentify your most important promotion questions, actively seek answers from institutional leaders and mentors, and honestly assess whether you need additional career development support beyond mentorship. Summary: Great mentors are invaluable, but mentorship alone is rarely enough to create promotion-ready faculty. The most successful early-career physicians combine strong mentorship and sponsorship with intentional career infrastructure that provides clarity, accountability, and a roadmap for advancement. Building that structure early can help accelerate promotion, reduce uncertainty, and create a more strategic academic career.   Please RATE, REVIEW, and FOLLOW the Academic Medicine Strategy Group Podcast on your favorite platform. If you are interested in getting in touch with us or providing topic suggestions, please: ● DM me on Instagram at @sishmancoach● Email me at stacey@amedsg.com● Contact me at the website at www.amedsg.com

    The Mentor Gap: Why Good Mentors Don't Automatically Create Promotion-Ready Faculty

  8. Jun 10

    Navigating Divisional Leadership Transitions: Building Stability Through Change

    Leadership transitions are inevitable in academic medicine, but they often create uncertainty, anxiety, and disruption for faculty. In this episode, Dr. Stacey Ishman explores how divisions and departments can move through leadership change intentionally, using structured transition frameworks that strengthen culture, reduce attrition, and create alignment around shared values and vision. No need to take notes—visit the blog for a full summary of key insights. If you're interested in working with Academic Medicine Strategy Group, visit www.amedsg.com to learn more about our programs designed to help you build a clear, strategic path to promotion, research, and career advancement. Key Points Leadership Change Is More Than a Personnel Decision (00:00–05:30)Leadership transitions affect culture, identity, retention, and long-term strategic direction. The first 90 days often shape the trajectory of a division for years to come. Understanding the Difference Between Change and Transition (05:30–12:00)Drawing on the work of William and Susan Bridges, Dr. Ishman explains the distinction between external change and the internal psychological process of transition. The Critical "Neutral Zone" Between Leaders (12:00–19:00)The period between an outgoing leader and a fully established new leader creates uncertainty around priorities, values, and expectations. This phase is often uncomfortable but essential. Why Faculty Attrition Increases During Leadership Transitions (19:00–25:00)Without intentional communication and engagement, faculty may begin questioning whether they belong, whether their values align with the organization's direction, and whether they should seek opportunities elsewhere. Using Values Clarification to Build Alignment (25:00–34:00)A structured values clarification process allows all stakeholders to contribute to defining what the division stands for and where it wants to go, creating shared ownership of the future. The Role of External Facilitation in Transition Success (34:00–43:00)Neutral facilitators can create psychological safety, surface differing viewpoints, gather anonymous feedback, and ensure that all voices are heard during periods of change. Creating Vision, Mission, and Role Clarity for the Future (43:00–52:00)Successful transitions move beyond leadership replacement to helping faculty understand how their individual roles connect to the division's mission, vision, and strategic direction. Summary Leadership transitions are one of the most vulnerable periods for any academic division or department. Organizations that intentionally engage faculty, clarify values, and create structured opportunities for participation are better positioned to retain talent, strengthen culture, and build momentum for future success. For early-career physicians, understanding and participating in these transition processes can help you navigate uncertainty and make informed decisions about your career trajectory.   Please RATE, REVIEW, and FOLLOW the Academic Medicine Strategy Group Podcast on your favorite platform. If you are interested in getting in touch with us or providing topic suggestions, please: ● DM me on Instagram at @sishmancoach● Email me at stacey@amedsg.com● Contact me through the website at www.amedsg.com

    Navigating Divisional Leadership Transitions: Building Stability Through Change
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About

Academic medicine is designed to reward output, not clarity. The result is physicians who feel overwhelmed and overextended. The Academic Medicine Strategy Podcast breaks down the systems, structures, and expectations that create that experience and how to navigate them strategically. Hosted by Dr. Stacey Ishman, a national leader in academic medicine with over 230 peer-reviewed publications, this podcast is grounded in her experience working with faculty, departments, and institutions to build clearer, more sustainable academic careers. This podcast is for: • Academic physicians across all specialties and career stages • Faculty leaders and program directors responsible for developing others • Departments and institutions focused on retention, promotion, and leadership pipelines Episodes explore the intersection of individual career strategy and institutional design, including: • Promotion pathways and why they often feel unclear • Time, effort, and why productivity is not just personal • Mentorship, sponsorship, and leadership development • Retention, burnout, and how departments can better support faculty • How to build a career that is both sustainable and nationally visible You will hear practical frameworks, real coaching insights, and behind-the-scenes thinking drawn from years of work across academic medicine.

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