Career Development & Diversity

The Faculty Fellows Program is offered to selected mid-level faculty members on track to become high-level leaders. The goals of the program are to build community and to instill the skills and attitudes of leaders, including a commitment to the role of diversity in achieving excellence. Three major components make up the Faculty Fellows Program:

1. Monthly Dinner Meetings

Fellows attend monthly meetings featuring invited leaders who serve as role models by sharing their own leadership journeys, describing their own leadership styles and addressing specific challenges they have faced in their own careers.

2. Small-group Leadership Mentoring

Faculty members with the rank of full professor serve as volunteer mentors to groups of four or fewer participants. The groups meet once between each of the dinner meetings to discuss leadership challenges specifically and in general. Other topics, such as work/life balance issues, are also open for discussion.

3. Development Planning

Fellows engage in a structured process aimed at identifying opportunities for growth and development. The result is a personalized career development plan that they work with their chair or division chief to implement. Both the fellow and the chair/division chief are encouraged to take what they learn about the process for successfully developing career development plans and implement it with others whom they supervise.

Selection Process - The Faculty Fellows Program is designed to include 14 to 16 participants each year. Candidates are nominated by their department chairs and other supervisors, and are ranked on the basis of leadership potential and demonstrated commitment to building diversity. Particular effort is made to ensure diversity within each cohort, with approximately half being women and 25 percent being from underrepresented minorities.

The Stanford-RCMI Clinical and Translational Research (CTR) Scholars program is funded by an NIH supplement to the Stanford Clinical and Translational Science Award (CTSA) in partnership with our collaborators at the Morehouse School of Medicine and the University of Puerto Rico RCMIs (Research Centers in Minority Institutions).

The program is designed to enhance the recruitment of underrepresented trainees into residency programs. The program brings outstanding fourth-year medical students to Stanford so they may pursue a sub-internship in the residency program of their choice.

This program is not currently accepting applications.  Please see the Office of Diversity and Leadership website for further information.

Participants in the Stanford Leadership Development Program, jointly sponsored by the School of Medicine and Stanford Hospital & Clinics, learn the skills required to lead small divisions, sections or teams within an academic medical center. The program goal is to develop the leaders needed to implement institutional strategies and meet future challenges in academic medicine.

Leadership Projects

With the help of a coach, participants design and implement a three-month team project to improve operations or create or improve programs in the school or hospital. Previous projects have included business planning, clinical process improvement, new curriculum development and creation of interdisciplinary research programs.

Leadership Training

Physicians participate in six day-and-a-half long meetings during the year in which they receive instruction on topics including leadership, finances, human resources and diversity. The curriculum includes affecting change, team dynamics, project management, negotiation, influence without authority, developing diversity, managerial accounting, an overview of the school and hospital, and dealing with difficult conversations.

Selection Process

The Stanford Leadership Development Program is designed to include 25-30 participants each year. The program is open to all ranks in all faculty lines. Selection for the program begins with being nominated by a senior leader in the SoM or SHC.  Candidates are ranked on their demonstrated commitment to building diversity, current leadership activities and potential for growth as a leader. Particular effort is made to ensure diversity within each cohort. See the Office of Diversity & Leadership website for more information.

The Women Faculty Networking Group is open to all women faculty and instructors, including clinician educators. It is designed to bring together women faculty in an informal setting, to become acquainted with each other, and discuss topics of common interest such as child care, work-life balance, career development, leadership workshops, and mentoring.

We welcome women faculty to suggest senior faculty (Stanford and outside) to invite, who they believe would help them become included in national networks that are important for career advancement.

Networking as a strategic initiative for institutional transformation has been used by one of the NSF funded ADVANCE programs for institutional transformation. We have implemented a process where we simply have the suggested leader come and have lunch with us and discuss issues related to her/his academic life.

Key Points

• The Women Faculty Networking Group meets on the first Wednesday of the month from 12-1:30pm at the Bing Dining Hall (3rd floor hospital).
• Women Faculty Network Group is on Facebook. Please visit the Stanford Women's Faculty Network group on Facebook for closed discussions on related women in medicine issues.

Spectrum Career Development and Diversity (CDD) implements programs and provides resources and career development to researchers engaged in clinical and translational research. A secondary goal is to increase the demographic diversity of those engaged in CTR at every rank.

The CDD program sponsors and supports activities within the Office of Diversity and Leadership that are focused on career development activities of clinical and translational researchers.

This includes leadership and team training.

Dr. Hannah Valantine serves as Project Leader for the CDD. She provides leadership and strategic planning to help guide the center’s activities. She also plays an instrumental role in building connections across the university, in order to support the interdisciplinary vision of the CTSA.