In the dynamic world of healthcare, nurturing internal talent for leadership roles isn't just a smart strategy—it's essential for the ongoing success and growth of organizations. As we tackle complex challenges and strive for excellence in patient care, it's clear that the leaders of tomorrow are already among us. By investing in our team members, we not only boost our operational capabilities but also cultivate leaders who are deeply aligned with our values, our mission and the unique needs of the communities we serve.
At Mayo Clinic, we've launched two groundbreaking programs to foster internal talent: the Stretch Assignment Program and Mayo Clinic Rising. These initiatives, rolled out between 2020 and 2023, address key professional development needs, such as perceived limited opportunities, the desire for more mentorship and sponsorship, and the need to break down silos that hinder networking and collaboration.
The Stretch Assignment Program, spearheaded by the eMERGing Leaders Mayo Employee Resource Group, features a blinded application process open to all staff seeking growth and professional development. It offers projects in areas like quality improvement, time management, project management, financial analysis, change management, networking and public speaking that are submitted by leaders needing assistance on key projects. Recent examples of completed projects include new service line business plans, central sterile processing assessment and improvement recommendations, cardiology clinic design models and impact on financials, and pyxis optimization and technician workload reduction. These skills not only add value to participants' current roles but also position them for mentorship and exposure for promotional opportunities. The program has already shown impressive results, with 20 participants across Arizona and Northwest Wisconsin, nine of whom have been promoted since participation—a 45% promotion rate.
Mayo Clinic Rising targets employees ready to take the next step in their careers, specifically those who self-identify as Black or African American and meet the qualifications for an operations manager or nurse manager role. The program also tackles the critical need for sponsorship and mentorship, highlighted by a 2021 survey from the African Descendants Mayo Employee Resource Group, which found that only 21% and 41% of staff reported having a sponsor or mentor, respectively. Mayo Clinic Rising aims to bridge these gaps by expanding participants' skill sets and providing essential mentorship and sponsorship. So far, two of its six participants have been promoted.
These programs offer a compelling cost/benefit scenario for organizations. While there is an investment in the individual's time to participate, this proactive approach can mitigate the much higher costs associated with turnover in leadership roles. By developing employees for succession planning, organizations save on recruitment costs and also benefit from the enhanced skills and leadership capabilities that participants bring back to their roles. This strategic investment in individual growth leads to improved performance, higher employee satisfaction and a stronger leadership pipeline, ultimately contributing to the organization's long-term success and stability.
| Target Leadership Positions | Average Participation Cost Per Participant | Recruitment Cost |
|
| Stretch Assignment Program | Team Lead Patient Support Supervisor |
$1,700 | $69,500-$136,800 |
| Mayo Clinic Rising | Operations Manager Operations Administrator |
$4,100 | $147,000-$322,500 |
By leveraging stretch assignments, healthcare organizations can build a diverse and capable leadership pipeline, ensuring robust succession planning and fostering a culture of continuous growth and development. The success of these programs underscores the potential of people and the transformative power of investing in internal leadership growth.
Britany J. McElroy, FACHE, is a director of strategy, Mayo Clinic. Jordan Roloff is an operations administrator, Mayo Clinic.