The value of internships, fellowships and mentoring for medical group practice administration

Internships, administrative fellowships and mentorship programs each play distinct and vital roles in developing the next generation of medical group practice administrators and leaders. These structured initiatives provide opportunities for hands-on experience, professional growth and networking, all while helping organizations build a robust pipeline of qualified healthcare leaders.

Healthcare administration is complex and rapidly evolving, which often requires that today’s administrators directly share their insights with early careerists as they adapt workflows, policies, technologies and communication strategies to meet shifting needs.

As such, most medical group leaders (56%) report that they had an internship, fellowship or mentor early in their career, while 44% did not, according to an Oct. 22, 2024, MGMA Stat poll with 457 applicable responses.

• Want to become a mentor or find one? Discover how to join the MGMA 2024 Mentorship Program.

The value of internship programs

Internship programs are an excellent entry point for aspiring administrators. They allow participants to gain practical experience in clinical settings, develop essential skills and better understand the complexities of managing a medical practice.

Interns typically work on projects that enhance their knowledge of healthcare operations, finance, human resources and patient care delivery. Organizations benefit by identifying potential future leaders early, assessing their fit within the culture and shaping their skillsets to meet future needs.

Kendra Yahns, executive director of Perkins Spine and Sports Medicine, explained that starting an internship program has been especially helpful at a time when staffing shortages have disrupted many areas of practice operations.

“We've been able to stay very lean by bringing in these interns and mutually teaching them, giving them skills and opportunity to learn and grow and be ready for a career, and also take some bandwidth off staff just during the day-to-day tediousness," Yahns said.

"I continue to hear through my associations and managers' meetings that I go to that they just can't find people ... There's always a demand, there's always a shortage of workers. But at the same time, we're not hiring for opportunity. We're hiring for skills, which an academic degree doesn't [always provide]." To address this issue, Yahns' internship program focuses on providing practical skills and experience that students can use to secure jobs after graduation.

Discover MGMA’s internship resources for employers, including a guide for setting up an internship program.

Actionable tips:

• Utilize platforms like Handshake to connect with potential interns from local universities.
• Develop a leadership training program or playbook tailored to healthcare management to support emerging leaders in your organization.
• Focus on providing practical skills and experiences that bridge the gap between academic education and job requirements in healthcare management.
• Encourage a culture of knowledge-sharing and mentorship within your organization to foster the development of future healthcare leaders.

The role of administrative fellowships

Administrative fellowship programs provide recent graduates or early-career professionals with intensive, post-graduate training. These programs often rotate fellows through different departments within a healthcare organization, offering a comprehensive understanding of how various functions contribute to overall operations. Administrative fellows gain exposure to strategic decision-making, budgeting, performance improvement, and leadership challenges, preparing them for future leadership roles.

As Emerson Health’s Craig Nesta, vice president of physician practice management, and Mike Tracy, administrative director, discussed on a recent MGMA Insights podcast episode, the use of an administrative fellowship program has been a key part of their strategy to tackle workforce challenges.

“We started it from scratch, and anybody can do what we did,” Nesta said. “It’s all about building relationships with educational institutions and creating opportunities for future leaders.” The fellowship program partners with universities and colleges nationwide, offering participants real-world experience in physician practice management, human resources and healthcare operations.

Emerson Health’s fellowship program now recruits nationally, attracting students from universities such as Virginia Commonwealth University and Boston College.

Tracy, who completed the fellowship program himself, attributed his career progression to the mentorship he received. “Craig’s door is always open — even when it’s closed,” Tracy said, underscoring the value of having access to supportive leadership. “I was embedded in the front lines, and that experience was invaluable in preparing me for a leadership role.”

• Learn more about the Emerson Health Administrative Fellowship Program: Emerson Health Fellowship

Mentorship as a sustaining force

Mentorship programs offer long-term development and are essential for retaining talented administrators. Through mentoring, experienced leaders provide guidance, share their knowledge, and help mentees navigate the complexities of healthcare administration. This relationship fosters professional growth, improves job satisfaction and promotes career advancement.

As Delores McNair, Division Administrator at Duke University School of Medicine, and Bryana Blanco, Nursing Development Specialist at AdventHealth, noted on a recent MGMA Member Spotlight podcast episode, the MGMA Mentorship Program helped them to connect and share their unique paths in healthcare. The program provides the following benefits to MGMA members at various career stages:

• A structured yet flexible framework for mentorship relationships
• Facilitated networking and relationship-building across different areas of healthcare administration
• Pairing mentees with mentors based on the mentee's expressed interests and goals
• Flexible communication methods and frequency that accommodate both parties' schedules and preferences
• Opportunities for both mentors and mentees to learn and grow professionally
• Accessible and affordable, with options for student memberships

Actionable tips:

• If you are participating in the mentorship program as a mentee, take the initiative and reach out to your assigned mentor, setting up regular communication.
• Develop a clear set of goals and expectations for the mentorship relationship to maximize its benefits.
• Utilize various communication methods (email, text, video calls) to maintain regular contact with your mentor/mentee, respecting each other's time and preferences.
• Look for opportunities to give back to the healthcare community through volunteering or mentoring others, even early in your career.
• Seek out opportunities for continuous learning, such as MGMA's certificate programs to enhance your skillset.

By investing in internships, administrative fellowships and mentorship programs, medical groups and health systems not only develop future leaders but also create a strong, sustainable leadership pipeline that ensures long-term organizational success.

MGMA Stat

Our ability at MGMA to provide great resources, education and advocacy depends on a strong feedback loop with healthcare leaders. To be part of this effort, sign up for MGMA Stat and make your voice heard in our weekly polls. Sign up by texting “STAT” to 33550 or visit mgma.com/stat. Polls will be sent to your phone via text message.

Do you have any best practices or success stories to share on this topic? Please let us know by emailing us at connection@mgma.com.