Last year, I was honored to have been chosen as a Thomas C. Dolan Executive Diversity Program Scholar. This was a hugely exciting achievement for me, as I have admired Dolan Scholars from afar since the program’s inception in 2014 and I aspired to eventually become one.
The Thomas C. Dolan Executive Diversity Program addresses the well-documented gap between diversity of the C-suite and the diversity of the communities being served by preparing mid- and senior-level careerists from underrepresented groups to ascend to the C-suite of hospitals, health systems and other healthcare organizations. The program is supported entirely by The Fund for Healthcare Leadership, so it’s the generous donations made on days like today (don’t forget—it’s #GivingTuesday), and throughout the year that create opportunities for leaders like myself.
As a healthcare executive that works for a publicly owned academic medical center, many executive leadership programs are too expensive and out of the reach for these types of hospitals. Therefore, being chosen as an EDP scholar offered me a personal and professional opportunity that I am not sure I would have been able to obtain otherwise.
Highlighted below are a few takeaways from my experience as a scholar.
Self-discovery
One valuable aspect of the EDP was the access scholars were given to self-assessments. We were provided several tools to help us learn more about our personalities and leadership styles, as well as space in which to analyze and process the information. I have taken personality tests such as the Myers-Briggs Type Indicator (I’ve been an ENTJ my whole life) and leadership style assessments before, but the EDP facilitators compiled the results into a comprehensive assessment and shared with me personalized strategies and tools for success. This was a new and helpful perspective for me, and I was able to effectively integrate this information into my day-to-day practice immediately. As a bonus, these assessments really helped me improve and understand my leadership style and strengths when I took on new leadership roles in a volunteer organization, when I didn’t have the benefit of the power dynamics that exists in a paid, employed environment.
Mentorship
Mentorship is a significant part of the EDP experience, and I was paired with a former EDP scholar, , class="tracking-internal">Nichole C. Wilson, DPT, FACHE. Our match must have been designed by kismet, since our first session lasted two hours. We were paired up right as I was on the precipice of making major career decisions, so having her available to me for counsel was extremely valuable. Because Nichole resides one state over from me, we were able to meet in person over the summer to discuss shared experiences we had with an organization for which we both volunteered and upcoming professional opportunities. As luck would have it, we transitioned to similar professional roles within weeks of each other. Through our mentor-mentee relationship, we have been able to establish a strong bond and she has helped me chart out short-term and long-term goals for my career. Nichole also made sure I asked the right questions to prospective employers and challenged me to avoid being complacent or settling when I was presented with multiple career options.
Connection
As part of the EDP experience, our cohort had various touch points throughout the year to network and connect. Additionally, some of us were broken into smaller groups to deepen our connections. Through those smaller groups, I made a wonderful connection with Adrianne N. Wagner, FACHE. Despite our different time zones, we touched base each month to form solutions for trials and travails at work, discuss hiring challenges, remind each other about assignments and share resources. Even though we are thousands of miles away, we formed a bond. Now, whenever I have good news to share, I know Adrianne is going to be one of the first people to send a shout out or share the news on LinkedIn.
Growth
Just prior to the conclusion of the 2021 Thomas C. Dolan Executive Diversity Program, I accepted a new role as chief diversity and community health equity officer at UI Health (University of Illinois Hospital and Health Sciences System). This new role allows me to lead the health system’s diversity, equity, belonging and inclusion strategy, as well as our community health initiatives. Months earlier, when I applied to the EDP, I stated, "Representation matters. Healthcare organizations must be intentional about making sure diverse perspectives are at the table and represented when decisions are being made that impact our patients and communities. My hope is the tools I gain as a Dolan EDP scholar will allow me to have a seat. But my own intention is once I get there, my seat won't be the only diverse one." My new role at UI Health does exactly that—it gives me a seat at the table and the ability to ensure that my seat will not be the only one.
I am indebted to the EDP for helping me achieve my goals, improve my leadership skills and establish lasting relationships—all of which represent a long-term investment into myself and the communities I serve. This #GivingTuesday, I encourage anyone who can to support the Thomas C. Dolan Executive Diversity Program by donating to The Fund for Healthcare Leadership.
Rani Morrison, FACHE, is the chief diversity and community health equity officer at UI Health’s University of Illinois Hospital, and a 2021 Thomas C. Dolan Executive Diversity Program Scholar (ranim@uic.edu).