Academic Medicine Strategy Group

Most academic physicians would never tell an elite athlete to compete without a coach.

Yet many are building complex academic careers entirely on their own.

The highest performers in any field do not rely on talent alone. They rely on structure, strategy, feedback, and accountability.

Academic medicine is no different.

One-on-one coaching through Reset & Refocus provides the strategic support many faculty have never had access to—helping you build a career intentionally instead of figuring it out alone.

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#𝘈𝘤𝘢𝘥𝘦𝘮𝘪𝘤𝘔𝘦𝘥𝘪𝘤𝘪𝘯𝘦 #𝘈𝘤𝘢𝘥𝘦𝘮𝘪𝘤𝘗𝘩𝘺𝘴𝘪𝘤𝘪𝘢𝘯 #𝘗𝘩𝘺𝘴𝘪𝘤𝘪𝘢𝘯𝘓𝘦𝘢𝘥𝘦𝘳𝘴𝘩𝘪𝘱 #𝘍𝘢𝘤𝘶𝘭𝘵𝘺𝘋𝘦𝘷𝘦𝘭𝘰𝘱𝘮𝘦𝘯𝘵 #𝘊𝘢𝘳𝘦𝘦𝘳𝘋𝘦𝘷𝘦𝘭𝘰𝘱𝘮𝘦𝘯𝘵 #𝘈𝘤𝘢𝘥𝘦𝘮𝘪𝘤𝘊𝘢𝘳𝘦𝘦𝘳 #𝘔𝘦𝘥𝘪𝘤𝘢𝘭𝘊𝘢𝘳𝘦𝘦𝘳 #𝘗𝘩𝘺𝘴𝘪𝘤𝘪𝘢𝘯𝘊𝘰𝘢𝘤𝘩 #𝘈𝘤𝘢𝘥𝘦𝘮𝘪𝘤𝘚𝘶𝘤𝘤𝘦𝘴𝘴 #𝘍𝘢𝘤𝘶𝘭𝘵𝘺𝘚𝘶𝘤𝘤𝘦𝘴𝘴

Three year-one activities that actually count toward promotion in academic medicine.

Building a focused scholarly niche — one clear direction, not exploring everything.

Establishing one meaningful national relationship — a collaborator, a mentor, a society connection.

Producing one completed scholarly product — manuscript submitted, grant filed, curriculum published.

Choose one for the next 30 days. Define what done looks like before you start.

One-on-one coaching through Reset & Refocus is where we build that system. Link in bio.

What a department does in a new faculty member's first 90 days determines what that faculty member produces in years two through five.

Most departments orient new physicians to clinical systems and leave career development to informal mentorship.

The faculty who thrive are the ones who arrived with their own framework or found a mentor who gave them one. The ones who struggle are often equally capable — they simply had no structure.

The Faculty Excellence and Retention Initiative builds that onboarding framework from day one.

𝘄𝘄𝘄.𝗮𝗺𝗲𝗱𝘀𝗴.𝗰𝗼𝗺

#𝘈𝘤𝘢𝘥𝘦𝘮𝘪𝘤𝘔𝘦𝘥𝘪𝘤𝘪𝘯𝘦 #𝘍𝘢𝘤𝘶𝘭𝘵𝘺𝘙𝘦𝘵𝘦𝘯𝘵𝘪𝘰𝘯 #𝘋𝘦𝘱𝘢𝘳𝘵𝘮𝘦𝘯𝘵𝘓𝘦𝘢𝘥𝘦𝘳𝘴𝘩𝘪𝘱 #𝘍𝘢𝘤𝘶𝘭𝘵𝘺𝘋𝘦𝘷𝘦𝘭𝘰𝘱𝘮𝘦𝘯𝘵 #𝘋𝘦𝘱𝘢𝘳𝘵𝘮𝘦𝘯𝘵𝘊𝘩𝘢𝘪𝘳 #𝘕𝘦𝘸𝘍𝘢𝘤𝘶𝘭𝘵𝘺 #𝘈𝘤𝘢𝘥𝘦𝘮𝘪𝘤𝘓𝘦𝘢𝘥𝘦𝘳𝘴𝘩𝘪𝘱

The myth is that saying yes in your first year builds the relationships that carry your career.

Here is what it actually builds — a reputation for availability that becomes an expectation. A calendar that belongs to everyone except you.

By the time most early career academic physicians realize it, they are 18 months in and the work that matters for promotion has not started.

This week's podcast episode goes deeper on interrupting that pattern before it sets.

Link in bio.

#𝘈𝘤𝘢𝘥𝘦𝘮𝘪𝘤𝘔𝘦𝘥𝘪𝘤𝘪𝘯𝘦 #𝘈𝘤𝘢𝘥𝘦𝘮𝘪𝘤𝘗𝘩𝘺𝘴𝘪𝘤𝘪𝘢𝘯 #𝘌𝘢𝘳𝘭𝘺𝘊𝘢𝘳𝘦𝘦𝘳 #𝘍𝘢𝘤𝘶𝘭𝘵𝘺𝘓𝘪𝘧𝘦 #𝘗𝘩𝘺𝘴𝘪𝘤𝘪𝘢𝘯𝘊𝘢𝘳𝘦𝘦𝘳 #𝘗𝘳𝘰𝘮𝘰𝘵𝘪𝘰𝘯𝘚𝘵𝘳𝘢𝘵𝘦𝘨𝘺 #𝘕𝘦𝘸𝘍𝘢𝘤𝘶𝘭𝘵𝘺 #𝘍𝘢𝘤𝘶𝘭𝘵𝘺𝘋𝘦𝘷𝘦𝘭𝘰𝘱𝘮𝘦𝘯𝘵 #𝘈𝘤𝘢𝘥𝘦𝘮𝘪𝘤𝘊𝘢𝘳𝘦𝘦𝘳 #𝘔𝘦𝘥𝘪𝘤𝘢𝘭𝘊𝘢𝘳𝘦𝘦𝘳

Here is what the first 90 days look like without a framework.

A new faculty member arrives motivated and capable. Within three months they are in six standing meetings, covering clinical gaps, and wondering when the actual academic work begins.

This is not a personal failure. It is a structural one.

Two protected blocks per week — 60 to 90 minutes each — for the work that advances their career. That is the minimum viable structure.

The Faculty Excellence and Retention Initiative builds that at the department level. amedsg.com.

The first 90 days of an academic medicine position determine whether you spend the next three years catching up.

Saying yes to everything feels like relationship-building. It is not. It is how you build a reputation you will spend years trying to change.

This week name one category of work that defines your career and protect one hour for it. Not reactive work. The work that moves you forward.

One-on-one coaching through Reset & Refocus is where we build that system. Link in bio.

A faculty member I worked with said it this way:

“I know exactly what I need to do. I just can’t find a moment in my week where I can actually do it.”

He was not exaggerating.

When we mapped his week together, there was genuinely no protected time. Every hour had already been claimed before Monday even began.

That is not a discipline problem.

It is a design problem.

This week on the Academic Medicine Strategy podcast, I go deeper into why this happens and what it takes to change it.

Link in bio.

Strong faculty are not underperforming because they lack motivation.

They are not producing at the level leadership expected because the work that advances careers, strengthens research output, supports promotion, and builds institutional reputation keeps getting displaced by whatever is immediately in front of them.

That is not a motivation problem. It is a structural gap.

Academic physicians do not need more encouragement to do the right work. They need a system that makes the right work possible.

That is what the Faculty Excellence and Retention Initiative was built to install.

Three things that actually change when academic physicians implement a real time framework.

Publication output increases — not more hours, better protected hours.

Promotion timelines compress — faculty with a career strategy advance faster.

Early attrition drops — academic physicians who feel supported and clear on their trajectory stay.

The question for departments is whether those changes happen by accident or by design.

The Faculty Excellence and Retention Initiative is the design. amedsg.com.

The goal was never to work more efficiently. It was to finish the right things.

Those are not the same problem and they do not have the same solution.

This week track one thing: whether what you planned to complete actually got done.

Not whether you were busy. Whether it got done.

If the answer is consistently no, that is what we fix in one-on-one coaching through Reset & Refocus.

Link in bio.