The Samson Global Leadership Academy for Healthcare Executives offers a curriculum unlike any other in its field. The curriculum:

  • Is uniquely designed to help you navigate the challenges of today’s complex healthcare environment
  • Builds upon Cleveland Clinic’s 90-plus years of academic excellence and proven leadership and management training
  • Involves a unique combination of didactic learning, hands-on leadership experiences and executive coaching.

The competency-based curriculum is designed to develop skills among current and emerging healthcare leaders that will give you the edge you need to confidently lead and manage, and ensure a talent pipeline for organizational sustainability.

Explore the section below to learn more about the curriculum competencies and benefits including executive coaching and leadership development plan..

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Unique Curriculum Components

Attendees will engage in a unique learning experience involving the following curriculum components:

  • Didactic classroom experiences team-taught by Cleveland Clinic leaders and academic scholars from Babson College, Baldwin Wallace University, Case Western Reserve University, and John Carroll University
  • Leadership immersion or shadowing (three 2-hour sessions)
  • Leadership roundtable sessions (two 2-hour sessions)
  • Executive coaching (five 1-hour sessions)
  • Tours of Cleveland Clinic Main Campus and regional facilities (four 2-hour tours)
  • Leaders’ Lab: work group sessions to discuss leadership topics and share experiences (four 1-hour sessions)

Research-based Curriculum Competencies

The following competencies are the foundation of our curriculum:

  • Technical knowledge (e.g., operational, financial systems, strategy)
  • Knowledge of the healthcare industry (regarding clinical processes, information technology, human resources and legal climates)
  • Communication (e.g., negotiation, conflict resolution and team building)
  • Emotional intelligence
  • Problem-solving skills
  • Commitment to lifelong learning

Executive Coaching

Executive coaching is well-established as a means of professional development in many professions(1). It has been recognized as a catalyst for career success, and executive coaching relationships have been cited as important in facilitating career selection, advancement and productivity in healthcare(2, 3).

The Samson Academy capitalizes on the value of executive coaching by assigning executive coaches to support attendees as they craft a Leadership Development Plan. Through critical conversations and reflection, executive coaches will individually guide participants as they develop a plan that is realistic and attainable. Conversations center around developing a leadership vision, recognizing strengths and weaknesses, and identifying potential blind spots.

The executive coaching relationship is designed to last beyond the two-week program. Whether it’s to fine tune a segment of the Leadership Development Plan or simply to offer a status update, participants are encouraged to take advantage of this executive coaching opportunity, uniquely designed to help advance their career and leadership potential.

  1. Merriam S. Mentors and protégés: A critical review of the literature. Adult Educ Quart. 1983;33;161-173.
  2. Gary J, Armstrong P. Academic health leadership: Looking to the future. Clin Invest Med. 2003;26:315-326.
  3. DeAngelis CD. Professors not professing. JAMA. 2004;292;1060-1061.

Leadership Development Plan

According to Kouzes and Posner(1), “leadership is not about personality; it’s about behavior.” To achieve extraordinary outcomes in an organization, leaders must inspire others and enable action. By developing a leadership plan, a leader envisions the future, recognizes opportunities, aligns his or her vision with the organization and drives meaningful change.

During the two-week curriculum, all participants will be exposed to research related to professional development plans and the benefits of developing such a plan. Participants will work with an executive coach to engage in conversations and reflections to enable the participants to complete their own leadership development plan.

At the end of the two-week program, participants will present the highlights of the new leadership development plan and receive feedback from their colleagues in the program, Cleveland Clinic staff and /or external advisers.

  1. Kouzes JM, Posner BZ. The Leadership Challenge. 3rd ed. San Francisco: Jossey-Bass; 2002.


The Cleveland Clinic Foundation Center for Continuing Education is accredited by the Accreditation Council for Continuing Medical Education to provide continuing medical education for physicians.

The Cleveland Clinic Foundation Center for Continuing Education designates this live activity for a maximum of 72.5 AMA PRA Category 1 CreditsTM. Physicians should claim only the credit commensurate with the extent of their participation in the activity.

Participants claiming CME credit from this activity may submit the credit hours to the American Osteopathic Association for Category 2 credit.