Dr. Dineen Greer explains how graduate medical education can strengthen physician pipelines and leadership development to alleviate workforce challenges.
Graduate medical education (GME) is becoming a strategic priority for hospitals and health systems looking to stabilize their physician workforce and plan for long-term growth.
At the HealthLeaders Workforce Decision Makers Exchange in November, Dr. Dineen Greer, vice president of GME, DIO at Sutter Health, outlined how her organization is approaching GME expansion as a core element of system strategy rather than a standalone educational function. The goal, she explained, is to proactively build a physician pipeline that aligns with service line growth and future leadership demands.
Greer emphasized that a successful GME program requires enterprise-level alignment. Physician training must be tightly integrated with clinical operations, workforce planning, and executive priorities to deliver meaningful returns. When treated as a strategic asset, GME can improve both recruitment and retention efforts.
Tune it to the conversation to hear how GME programs can shape the future physician workforce and ensure hospitals are prepared for the next generation of clinical and leadership challenges.
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Jay Asser is the CEO editor for HealthLeaders.
KEY TAKEAWAYS
Sutter Health views graduate medical education (GME) as an enterprise strategy tied to workforce planning and service line growth.
Investing in physician training can improve recruitment and retention while reducing reliance on costly external labor.
GME programs can help develop future physician leaders who understand system strategy and the evolving economics of care.