The Stanford Center for Clinical and Translational Research and Education

Faculty Fellows Leadership Program


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

Contact Information

Lydia Espinosa  email
Program Coordinator
Office of Diversity & Leadership
Stanford School of Medicine
291 Campus Drive
Stanford, CA 94305-5101

(650) 724-0239 (Main)
(650) 725-0062 (Fax)

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.

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