Everything here is skills training for the people who teach. It starts as small as one workshop and grows as large as a program built inside your institution. Every path ends at the same place, an inquiry, and I reply within two business days.
The consulting work
01
Thework
01Start here
Faculty development workshop
Half or full day
What it is
One or more signature sessions delivered to your faculty group, on site or virtual, half day or full day. Built for the faculty you actually have rather than the ones in the literature.
Who it’s for
Program directors and clerkship directors. This is the engagement most program directors can approve on their own budget authority.
You walk away with
A rounding structure your faculty can use the next morning, language for feedback that does not land as criticism, and a read on where your program's teaching actually stands.
02
Faculty development curriculum audit
Two to four weeks
What it is
A review of how your institution currently invests in its teachers. Where development happens, where it only appears to, and what is missing. This is about faculty development programming, not your residency curriculum.
Who it’s for
DIOs, department chairs, and anyone holding a faculty development mandate on paper that is not yet real in practice.
You walk away with
A gap analysis and a design framework for how your institution develops its teachers, specific enough to act on without me.
03
Mentorship program design
Four to eight weeks
What it is
A structured, multi-year mentorship program designed for your size, your specialty mix, and your resources. What to staff, what to sequence, and how to make it survive the person who started it.
Who it’s for
Program directors and GME leadership tired of career advisement living in hallway conversations and one generous faculty member.
You walk away with
A complete program design your institution owns and runs. Drawn from a longitudinal career mentorship program I founded, now running at multiple academic medical centers, with a 100 percent placement rate in its first graduating class.
04
Leadership skills retreat
Half or full day
What it is
A facilitated skills session for program leadership and faculty. Communication under pressure, meetings that end in decisions, feedback that changes behavior, and presenting to a clinical audience. Skills, not strategic planning.
Who it’s for
Division chiefs and program leadership teams, especially new program directors who are superb clinicians and have had zero training in leadership communication.
You walk away with
A leadership team that communicates like one, and specific language for the conversations they have been avoiding.
05
Faculty development advisor
Monthly, three month minimum
What it is
A standing monthly hour plus review of whatever you are building between sessions. Teaching technique, faculty engagement, AI in education, communication. Not GME operations, not compliance.
Who it’s for
Leaders who want a thinking partner across an academic year rather than a single event.
You walk away with
Steady outside pressure on the thing that always slips to the bottom of the pile, and answers when you need them rather than at the next retreat.
Speaking and grand rounds
02
Speaking
The lighter, faster way in.
Grand rounds, keynotes, and conference workshops book faster and cost less than a consulting engagement. Most of the longer work here started as one talk that landed.
Most requested
Bedside Rounding and Teaching
The signature session. How to teach at the bedside without losing the morning, build a rounding structure the whole team can follow, and keep the patient in the room. Adapted for teams with residents and for teams without.
Feedback That Changes Behavior
Why most clinical feedback fails, and what to do instead. Separating feedback from evaluation, handling the conversation nobody wants to have, and building a system that survives after the workshop ends.
Most requested nationally
AI for the Clinician-Educator
Case generation, feedback drafting, curriculum work, and the harder question of what to do about learners who are already three steps ahead of their faculty. Includes what a reasonable institutional policy looks like.
Also a design engagement
Building the Mentorship Program You Don't Have
Career advisement usually lives in hallway conversations and one generous faculty member. How to build it into something structured and multi-year, and how to make it survive the person who started it.
These four are where most programs start. The full catalog runs eight sessions deep, from onboarding to supervising advanced practice providers. Ask and I will send it.
Formats
Grand rounds
45 to 60 minutes. Single topic, large audience, CME-eligible.
Half-day workshop
Three to four hours. Interactive, capped group, practice and feedback built in.
Multi-session series
Three to six sessions across a year. Sequenced for one department or cohort.
Program design
A longitudinal engagement to build and launch the program inside your institution.
The custom build
Something close, but not exactly this?
Every session is adapted before it runs, so what your group gets is never quite what is printed here. If you have a specific problem, a new APP cohort, faculty who have stopped giving each other feedback, describe it and I will tell you honestly whether I can build it or whether you want someone else.
