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VIDEO: Integrity chief among characteristics for succession in physician leadership

AUSTIN, Texas — In this exclusive video perspective from GI Outlook 2018, Joseph J. Vicari, MD, MBA, FASGE, from the University of Illinois College of Medicine, discusses succession planning.

“A very simple definition of succession planning is the process of identifying and developing a future leader,” Vicari told Healio Gastroenterology and Liver Disease. “A couple key points to think about when you build your succession plan, is that you should start early — preferably 2 to 5 years in advance of planned execution — and you should be very proactive. These plans do not develop on their own.”

Vicari explained that once a physician decides to develop a succession plan, the next step is to define the factors for your next leader.

“I believe that integrity is the most important personal characteristic,” Vicari said. “A definition I like is the quality of being honest and having strong moral principles. You should also look for someone who can build consensus and compromise, has good listening skills, and is a good team player.”

Vicari continued to explain that leadership education can be both informal — in which a physician attends local and national practice management courses and becomes involved in finance and quality committees — and formal.

“A more formal pathway for physician leadership can be through the American Association for Physician Leadership,” Vicari said. “After completing that process, you can then go on to obtain a master’s in medical management or an MBA through associations they have with Universities.”

Vicari concluded that an important part of the education process is mentoring, as mentoring allows future leaders to develop their skills with supervision and allows for a smooth and seamless transition within the organization.

“An important part of the education process is mentoring. Mentoring is a way to let future leaders develop their skills with supervision,” Vicari said. “I think mentoring is very important, not only for the individual, but for the organization in allowing a smooth and seamless transition.”

Reference:

Vicari JJ. Succession Planning – Use It or Lose It. Presented at: GI Outlook; Austin, Texas; August 10-12, 2018.

Disclosure: Vicari reports no relevant financial disclosures.

AUSTIN, Texas — In this exclusive video perspective from GI Outlook 2018, Joseph J. Vicari, MD, MBA, FASGE, from the University of Illinois College of Medicine, discusses succession planning.

“A very simple definition of succession planning is the process of identifying and developing a future leader,” Vicari told Healio Gastroenterology and Liver Disease. “A couple key points to think about when you build your succession plan, is that you should start early — preferably 2 to 5 years in advance of planned execution — and you should be very proactive. These plans do not develop on their own.”

Vicari explained that once a physician decides to develop a succession plan, the next step is to define the factors for your next leader.

“I believe that integrity is the most important personal characteristic,” Vicari said. “A definition I like is the quality of being honest and having strong moral principles. You should also look for someone who can build consensus and compromise, has good listening skills, and is a good team player.”

Vicari continued to explain that leadership education can be both informal — in which a physician attends local and national practice management courses and becomes involved in finance and quality committees — and formal.

“A more formal pathway for physician leadership can be through the American Association for Physician Leadership,” Vicari said. “After completing that process, you can then go on to obtain a master’s in medical management or an MBA through associations they have with Universities.”

Vicari concluded that an important part of the education process is mentoring, as mentoring allows future leaders to develop their skills with supervision and allows for a smooth and seamless transition within the organization.

“An important part of the education process is mentoring. Mentoring is a way to let future leaders develop their skills with supervision,” Vicari said. “I think mentoring is very important, not only for the individual, but for the organization in allowing a smooth and seamless transition.”

Reference:

Vicari JJ. Succession Planning – Use It or Lose It. Presented at: GI Outlook; Austin, Texas; August 10-12, 2018.

Disclosure: Vicari reports no relevant financial disclosures.

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