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Attendees of the Samson Global Leadership Academy for Healthcare Executives can look forward to a unique blend of theory, real-world application and hands-on learning during the two-week program.

All didactic sessions are team-taught by full-time Cleveland Clinic executives, many of whom hold MBAs and master’s degrees in business and public health, and by some of the most highly respected thought leaders in academia. These faculty dyads create solid intersections between business and healthcare; theory and practice; and personal transformation and performance.

Attendees will emerge with a holistic understanding of healthcare management and leadership from our cadre of academic experts and from Cleveland Clinic leaders who are engaged daily in driving organizational improvement and turning business challenges into opportunities to excel.

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

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
  • Leadership roundtable sessions
  • Executive coaching
  • Tours of Cleveland Clinic Main Campus and regional facilities
  • Leaders’ Lab: work group sessions to discuss leadership topics and share experiences

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 60 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.