Combine Planning, Accountability, Mentorship, and Support – 402
In this episode of the PNC Podcast, John describes 5 tactics that incorporate proven psychological principles to produce astonishing results in advancing your career.
Drawing from both personal experience and years guiding hundreds of physicians toward new professional horizons, he reveals why written career roadmaps paired with strategic accountability relationships create exponential momentum. These proven tactics work whether pursuing hospital leadership, industry positions, or entrepreneurial ventures—providing a clear framework for transforming vague aspirations into concrete results.
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His program will enable you to use your medical education and experience to generate a great income and a balanced lifestyle. Dr. Feldman will teach you everything, from the business concepts to the medicine involved, to launch your new consulting business during one year of unlimited coaching.
For more information, go to nonclinicalphysicians.com/mlconsulting or arminfeldman.com.
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Strategic Planning
John unveils the importance of creating a written career roadmap before embarking on any professional reinvention. Rather than vague aspirations, he advocates for articulating a precise mission and vision statement paired with SMART goals (Specific, Measurable, Attainable, Relevant, and Time-limited). Using his journey from clinical practice to hospital Chief Medical Officer as an example, John demonstrates how writing down specific commitments—from joining strategic committees to completing leadership coursework—creates clarity and momentum.
This documented framework serves a dual purpose: propelling forward movement through concrete milestones while providing a filtering mechanism for new opportunities that might otherwise derail progress. The written plan becomes a compass that prevents costly detours and ensures every professional step advances the bigger career transformation.
Astonishing Results Using an Accountability Architecture
The four acceleration strategies John shares focus on creating an external support structure:
- finding an accountability partner for regular check-ins,
- developing strategic mentor relationships,
- investing in professional career coaching, and
- joining a mastermind group—a circle of peers pursuing parallel goals.
Drawing from personal experience facilitating physician mastermind groups, John explains how this collective approach exponentially accelerates results through shared wisdom and mutual accountability. The episode concludes with John considering launching a specialized mastermind specifically for physicians targeting hospital C-suite positions—leveraging his 15 years of CMO experience.
Summary
Rather than leaving career transitions to chance and incremental progress, John outlines a structured approach combining clear written objectives with strategic relationships that create momentum. By implementing even a few of these powerful tactics, physicians can dramatically accelerate their path to more fulfilling professional opportunities while avoiding the common pitfalls of career transformation.
Want to Accelerate Careers?
Given the success of my previous MASTERMINDS, John has been thinking of developing a new Physician Career Mastermind. It would be different in 2 ways from what he has discussed today:
- First, it would be focused exclusively on helping those of you who wish to pursue a hospital management career as CMO, COO, or CEO with a focus on achieving Top 100 Hospital Designation.
- Second, this would be a paid Mastermind to help cover the costs of preparing and planning each meeting AND to provide an incentive for members to prepare and fully participate in every meeting.
If you’re interested or if you think John should start this new Mastermind focused on hospital management careers, please send an email with your feedback to john.jurica.md@gmail.com.
Links for Today's Episode
- Top Reasons Why Coaching Is So Essential for Healthcare Leaders – 197
- Why Physicians Should Not Underestimate the Value of Coaching – 274
- Why You Should Embrace the Powerful Mastermind Principle – 267
- How Do I Choose the Best Coaches Mentors and Masterminds for Me? – 208
- Follow Six Essential Rules to Engage a Mentor – 004
- Weekly Nonclinical Career Q&A Recordings
- Purchase Your All Action Pass Videos and Bonuses from the 2024 Summit (Use Coupon Code 30-OFF)
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Transcription PNC Podcast Episode 402
Get Astonishing Results From Your Job Search Using These Tactics
John: Today's just me. And I remind you today of five effective ways to accelerate your job search. Each of them relies on psychological principles that help to keep us focused, maintain accountability, and avoid becoming distracted or complacent during our search. All right, well, let's just get started. Here are the five tactics that I found to significantly expedite the process that we're talking about today. I know they would have helped me immensely if I had used them from the beginning while I was making my career transition. And these are tactics that will help you to pursue almost any non-clinical career, side hustle, or new business startup for that matter.
So let's just jump right into it. Number one is develop a written plan. Now, if you're a business owner starting a new business, of course, you're going to have a business plan. Well, with your career development, you should develop and write a plan. Think about and write down your personal career focused mission, vision, and goals. And you're going to use SMART goals using the S-M-A-R-T of SMART to indicate that the goals should be specific, measurable, attainable, relevant, and time limited. So I have to have a deadline. So if you use those SMART goals when developing your plan, then you are going to be much more successful in achieving what you're planning to achieve.
So you want to start with a broad brush and answer these questions for yourself. What is the mission and vision for my career? What is my ultimate goal? Maybe there's steps in between. What steps do I take to get there? And what deadlines will I set for myself? I think it helps to give examples. So here's what mine might have looked like. If I had been more intentional when I was transitioning from part-time medical director to full-time hospital chief medical officer. Here's an example. My mission is to work in hospital management at the executive level. My vision is to pursue a career that provides more freedom, allowing me to express my passion in the areas of quality improvement, continuing medical education, medication safety, and hospital operations that result in tangible improvements in patient outcomes. I think that pretty much covers what I wanted to do as I set out on this journey.
I will start by joining the Pharmacy and Therapeutics Committee and attending the Quality Improvement Meetings and by chairing the CME Committee immediately at my hospital. So I actually had been offered a job to be the chair, so that's why I mentioned that. I will join the American Association for Physician Leadership and complete at least three management courses by the end of this first year. I will prepare a resume and schedule interviews for a hospital management position at least once a quarter beginning the second quarter of next year. So I'm really specific about what I'm going to do. And my goal is to be hired for a management job by the end of next year. So they're smart goals. They're measurable. They're very specific, and they are time limited in many cases as you noticed.
One of the benefits of writing down your mission and vision is that it helps you to make decisions about new opportunities that come up or new demands on your time. So if you're on this mission and on this journey to have this career transition, somebody might ask you to do something, they might ask you to join a committee or take on some new work, and you really should look at your plan and your vision and mission and say, is it aligning with that or not? And if not, I'm sorry, but it doesn't align with my current plans for the next six to 12 months.
By comparing possible new activities and projects against your plan, you'll be better able to determine if the additional work is aligned with your mission, vision, and goals and eliminate those that aren't. I recall volunteering for several committees. It took me down a rabbit hole that really delayed my career transition and just took up a lot of time. Again, this plan should be written, should be reviewed and updated regularly, and you need to keep on track and make sure that you're staying on track and taking the steps that will get you to that ultimate goal.
Now, the remaining four tactics I want to talk about next are helpful for assuring accountability. And actually the final three also add some potential guidance and advice to the mix. So while you don't have to follow all five of these tactics, actually the more that you do, the probably the better off you will be.
So the second step to consider is to find an accountability partner. This would ideally be someone who is also interested in pursuing a non-clinical job. You can meet weekly or biweekly, face to face or remotely, and discuss your plans, your progress, and your challenges. You'll keep each other accountable to commitments that you make at each meeting so you can both keep making progress forward, keep moving forward. Remember the mantra for accountability, doing what you said you would do, when you said you would do it, how you said you would do it. So your partner will help you to hold yourself to the new commitments you make and thereby expedite your search. It's very easy to skip a week or not make a phone call or not really work on this plan to change your career.
Okay, number three would be to find one or more mentors. A mentor is someone who's a step or two ahead of you, has succeeded in the career that you're pursuing, or has expertise in an area that you're weak in. So a mentor is not a paid coach or something which we'll talk about later. A mentor is an informal relationship, again, generally with someone who's doing what you would like to do or at least on that path to what you want to do. And the mentor simply needs to be willing to answer a question, help you avoid big mistakes, and just point you in the right direction from time to time.
I've had several mentors over the years and most of them didn't even know that they were my mentor. One was a physician working as a full-time chief medical officer, and I occasionally called him or I ran into him during a break at a conference or something, and I would ask his advice, ask him how it's doing, and did he have any suggestions for some of the steps I might take to follow in what he had already accomplished. The other was the CEO of my hospital and we went for years where I didn't report to him. I was still working as a physician, but I would occasionally get his advice and let him know that I was interested in pursuing a career in administration as an executive and what his advice was for advancing my career. And it was very helpful.
And you know, the thing I remember is to use mentors sparingly and to help focus and direct your efforts. But don't become a burden by, you know, bothering them too much or trying to make them responsible for your career success. That's again, not really the role of a mentor. A mentor should see it as something that is not onerous or overwhelming and not time consuming for them.
Well, the fourth one I want to list today is to hire a career coach. Now, physicians for some reason have an aversion to getting coaching, I've found for the most part, but a career coach, a business coach, an executive coach. These are all very often sought after types of professionals because they have a lot to offer and they accomplish some of the things mentors and accountability partners do. Plus they usually have deep experience in the area that you're thinking about pursuing.
So by working with a coach, you're going to have access to someone who has devoted their, like their attention to you, their career to you. In other words, that's why they're there. So they're definitely getting paid in most cases, and they are going to feel responsible for helping you move forward. And they'll help you to identify your strengths and weaknesses and define your interests and help you clarify your goals and work through self-limiting beliefs. And then they'll actually help you formulate more and more specific plans on how to get from step one to two, to three, to four, and so forth. They'll provide practical advice about where to find jobs that might align with your career goals, vision, and mission. In some cases, they might actually have relationships with recruiters or companies that hire physicians for these non-clinical positions.
And the physicians I've spoken with who have used a coach have been very happy and delighted with the outcomes of their coaching. And in many cases, they consider it to be the turning point in their career journey. Because it really makes it real that you're sitting face to face or on a Zoom call or something discussing your career. What have you done so far to make it better? What do you plan to do in the next week or two and so on and giving you advice about how to do interviews, how to search, things like that. So that's what career coaches can do.
Now number five is another very powerful thing to do and that's to create or to join a mastermind group. Now it's been said that you're the average of the five people you spend the most time with. If you spend time with people that are overweight and don't exercise, you're probably going to up being overweight and out of shape. If you spend most of your time with people that exercise constantly and follow their diets and are attuned to maintaining fitness and health, then I guess that's probably what you're going to be doing as well.
And a mastermind group is like an accountability partner on steroids. And by the way, sometimes I just call it a mastermind instead of a mastermind group, but both terms are used. Now, if you want to create such a group, identify two to five colleagues who are all striving for similar goals and talk to them, set this thing up, say, "Hey, we're going to meet every two weeks or every month." on a regular basis, perhaps monthly. For the first meeting or two, you'll get to know each other, including each other's career goals and steps you've already taken.
Then each meeting, you'll focus on one or two members with the other members asking questions and keeping the person in the hot seat accountable for plans they had previously agreed to implement, for steps they said they were going to do, for research they said they would get finished. And so there's a huge amount of accountability plus the other members will share what they have done. And since you're all doing essentially the same thing, which is trying to move your career forward and pursue a new job, then they're going to have done things that will be successful or not so successful, and they'll share that with you. And you're going to share the same results that you've gotten with them.
There many books that provide good description of masterminds, including the one that Define the Term was written by Napoleon Hill called "Think and Grow Rich," but there's many more contemporaneous books on this topic as well. And remember that by getting together regularly, you'll keep each other accountable, you'll help each other think of new approaches to advancing your careers, and accelerate the pace of change.
Now, many mastermind groups don't cost anything to join, but there are paid mastermind groups facilitated by a knowledgeable expert or coach. I've personally facilitated two formal mastermind groups of physicians that were not paid for. It was just something we all agreed to do. And of course, I was facilitating most of the time because I have this experience in physician career transition. But there were regular meetings. I think we were doing a monthly in two different groups. They were very successful in providing support, sharing advice, maintaining accountability. And accelerating the members career transition. So I mean, I think the members really did get a lot out of it. They were very good about trying to come to each meeting and come prepared and we would have assignments or things that we would expect at follow up meetings. So that's where the accountability came in.
So those are the five tactics that I wanted to talk about today. I think I've spoken about some of these things in the past. So let me just summarize the five tactics briefly here that will expedite your search for a new career. So develop a plan complete with your career mission vision and smart goals. And the SMART is that acronym that talks about what kind of goals to do. Get an accountability partner. Find one or more mentors, especially those that are doing the thing that you plan to be doing in the future. Sometimes LinkedIn can be helpful for that if you don't have anyone locally that you can run into or spend five or 10 minutes with. Hire a career coach. That's a big step. That's usually a paid thing. But it's very effective and it really shows a commitment on your part. And finally, number five is create or join a mastermind group.
You don't have to use all five of these tactics. You can start with the ones that make the most sense. The more that you do use though, the more likely you're going to quickly shift gears and find that fulfilling career that you've been looking for. Developing a plan is an important first step to expedite the search. The other tactics add accountability, some add expert advice and guidance. If I had had a plan like this earlier and used the other tactics more effectively, I'm sure my career transition would have been much smoother and quicker.
Now, given the success of my previous masterminds, I've been thinking of developing a new career, a physician career mastermind. But it would be different in two ways from what I've discussed today. First, it would be focused exclusively to help those of you who wish to pursue a hospital management career eventually as CMO or COO or CEO for that matter. So rather than hitting just any non-clinical or unconventional career, I would probably focus exclusively on hospital management, since I was a CMO for 15 years, that would be my perspective. And of course, I worked extensively with the COO and CEO when I was in that role.
Second, this would be a paid mastermind to help cover the costs of preparing and planning each meeting. And also making it paid provides more incentive for members to prepare for and fully participate and attend in every meeting. So I don't think I'm going to be doing any free sort of masterminds in near future. So I would like your feedback though, if you're interested or even if you think I should start a new mastermind focused on hospital management careers, because maybe you know somebody that's interested in that or that would be helped by that then please send me an email at john.jurica.md@gmail.com you know with your feedback on what we've talked about today and advice and whether you think I should start planning this new mastermind focused on hospital management careers. It'd be very helpful for me again. I've toyed with it for quite a while. I've done some research and I continue to look into it, and again if you can send me a note at john.jurica.md@gmail.com either with negative or positive feedback, I'd really appreciate it.
Before we go, I'll remind you that you can download a transcript of today's episode and links to resources that were mentioned today by going to the show notes at nonclinicalphysicians.com/astonishing-results/. If you appreciate today's presentation, please leave a five star rating and a review on your favorite podcast app, such as Apple Podcasts and Spotify and share it with a friend so we can get some more listeners out there. But that's it for today's show. I hope to see you here next Tuesday morning for another episode of the Physician Non-Clinical Careers podcast.
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Transcription PNC Podcast Episode 402
Get Astonishing Results From Your Job Search Using These Tactics
John: Today's just me. And I remind you today of five effective ways to accelerate your job search. Each of them relies on psychological principles that help to keep us focused, maintain accountability, and avoid becoming distracted or complacent during our search. All right, well, let's just get started. Here are the five tactics that I found to significantly expedite the process that we're talking about today. I know they would have helped me immensely if I had used them from the beginning while I was making my career transition. And these are tactics that will help you to pursue almost any non-clinical career, side hustle, or new business startup for that matter.
So let's just jump right into it. Number one is develop a written plan. Now, if you're a business owner starting a new business, of course, you're going to have a business plan. Well, with your career development, you should develop and write a plan. Think about and write down your personal career focused mission, vision, and goals. And you're going to use SMART goals using the S-M-A-R-T of SMART to indicate that the goals should be specific, measurable, attainable, relevant, and time limited. So I have to have a deadline. So if you use those SMART goals when developing your plan, then you are going to be much more successful in achieving what you're planning to achieve.
So you want to start with a broad brush and answer these questions for yourself. What is the mission and vision for my career? What is my ultimate goal? Maybe there's steps in between. What steps do I take to get there? And what deadlines will I set for myself? I think it helps to give examples. So here's what mine might have looked like. If I had been more intentional when I was transitioning from part-time medical director to full-time hospital chief medical officer. Here's an example. My mission is to work in hospital management at the executive level. My vision is to pursue a career that provides more freedom, allowing me to express my passion in the areas of quality improvement, continuing medical education, medication safety, and hospital operations that result in tangible improvements in patient outcomes. I think that pretty much covers what I wanted to do as I set out on this journey.
I will start by joining the Pharmacy and Therapeutics Committee and attending the Quality Improvement Meetings and by chairing the CME Committee immediately at my hospital. So I actually had been offered a job to be the chair, so that's why I mentioned that. I will join the American Association for Physician Leadership and complete at least three management courses by the end of this first year. I will prepare a resume and schedule interviews for a hospital management position at least once a quarter beginning the second quarter of next year. So I'm really specific about what I'm going to do. And my goal is to be hired for a management job by the end of next year. So they're smart goals. They're measurable. They're very specific, and they are time limited in many cases as you noticed.
One of the benefits of writing down your mission and vision is that it helps you to make decisions about new opportunities that come up or new demands on your time. So if you're on this mission and on this journey to have this career transition, somebody might ask you to do something, they might ask you to join a committee or take on some new work, and you really should look at your plan and your vision and mission and say, is it aligning with that or not? And if not, I'm sorry, but it doesn't align with my current plans for the next six to 12 months.
By comparing possible new activities and projects against your plan, you'll be better able to determine if the additional work is aligned with your mission, vision, and goals and eliminate those that aren't. I recall volunteering for several committees. It took me down a rabbit hole that really delayed my career transition and just took up a lot of time. Again, this plan should be written, should be reviewed and updated regularly, and you need to keep on track and make sure that you're staying on track and taking the steps that will get you to that ultimate goal.
Now, the remaining four tactics I want to talk about next are helpful for assuring accountability. And actually the final three also add some potential guidance and advice to the mix. So while you don't have to follow all five of these tactics, actually the more that you do, the probably the better off you will be.
So the second step to consider is to find an accountability partner. This would ideally be someone who is also interested in pursuing a non-clinical job. You can meet weekly or biweekly, face to face or remotely, and discuss your plans, your progress, and your challenges. You'll keep each other accountable to commitments that you make at each meeting so you can both keep making progress forward, keep moving forward. Remember the mantra for accountability, doing what you said you would do, when you said you would do it, how you said you would do it. So your partner will help you to hold yourself to the new commitments you make and thereby expedite your search. It's very easy to skip a week or not make a phone call or not really work on this plan to change your career.
Okay, number three would be to find one or more mentors. A mentor is someone who's a step or two ahead of you, has succeeded in the career that you're pursuing, or has expertise in an area that you're weak in. So a mentor is not a paid coach or something which we'll talk about later. A mentor is an informal relationship, again, generally with someone who's doing what you would like to do or at least on that path to what you want to do. And the mentor simply needs to be willing to answer a question, help you avoid big mistakes, and just point you in the right direction from time to time.
I've had several mentors over the years and most of them didn't even know that they were my mentor. One was a physician working as a full-time chief medical officer, and I occasionally called him or I ran into him during a break at a conference or something, and I would ask his advice, ask him how it's doing, and did he have any suggestions for some of the steps I might take to follow in what he had already accomplished. The other was the CEO of my hospital and we went for years where I didn't report to him. I was still working as a physician, but I would occasionally get his advice and let him know that I was interested in pursuing a career in administration as an executive and what his advice was for advancing my career. And it was very helpful.
And you know, the thing I remember is to use mentors sparingly and to help focus and direct your efforts. But don't become a burden by, you know, bothering them too much or trying to make them responsible for your career success. That's again, not really the role of a mentor. A mentor should see it as something that is not onerous or overwhelming and not time consuming for them.
Well, the fourth one I want to list today is to hire a career coach. Now, physicians for some reason have an aversion to getting coaching, I've found for the most part, but a career coach, a business coach, an executive coach. These are all very often sought after types of professionals because they have a lot to offer and they accomplish some of the things mentors and accountability partners do. Plus they usually have deep experience in the area that you're thinking about pursuing.
So by working with a coach, you're going to have access to someone who has devoted their, like their attention to you, their career to you. In other words, that's why they're there. So they're definitely getting paid in most cases, and they are going to feel responsible for helping you move forward. And they'll help you to identify your strengths and weaknesses and define your interests and help you clarify your goals and work through self-limiting beliefs. And then they'll actually help you formulate more and more specific plans on how to get from step one to two, to three, to four, and so forth. They'll provide practical advice about where to find jobs that might align with your career goals, vision, and mission. In some cases, they might actually have relationships with recruiters or companies that hire physicians for these non-clinical positions.
And the physicians I've spoken with who have used a coach have been very happy and delighted with the outcomes of their coaching. And in many cases, they consider it to be the turning point in their career journey. Because it really makes it real that you're sitting face to face or on a Zoom call or something discussing your career. What have you done so far to make it better? What do you plan to do in the next week or two and so on and giving you advice about how to do interviews, how to search, things like that. So that's what career coaches can do.
Now number five is another very powerful thing to do and that's to create or to join a mastermind group. Now it's been said that you're the average of the five people you spend the most time with. If you spend time with people that are overweight and don't exercise, you're probably going to up being overweight and out of shape. If you spend most of your time with people that exercise constantly and follow their diets and are attuned to maintaining fitness and health, then I guess that's probably what you're going to be doing as well.
And a mastermind group is like an accountability partner on steroids. And by the way, sometimes I just call it a mastermind instead of a mastermind group, but both terms are used. Now, if you want to create such a group, identify two to five colleagues who are all striving for similar goals and talk to them, set this thing up, say, "Hey, we're going to meet every two weeks or every month." on a regular basis, perhaps monthly. For the first meeting or two, you'll get to know each other, including each other's career goals and steps you've already taken.
Then each meeting, you'll focus on one or two members with the other members asking questions and keeping the person in the hot seat accountable for plans they had previously agreed to implement, for steps they said they were going to do, for research they said they would get finished. And so there's a huge amount of accountability plus the other members will share what they have done. And since you're all doing essentially the same thing, which is trying to move your career forward and pursue a new job, then they're going to have done things that will be successful or not so successful, and they'll share that with you. And you're going to share the same results that you've gotten with them.
There many books that provide good description of masterminds, including the one that Define the Term was written by Napoleon Hill called "Think and Grow Rich," but there's many more contemporaneous books on this topic as well. And remember that by getting together regularly, you'll keep each other accountable, you'll help each other think of new approaches to advancing your careers, and accelerate the pace of change.
Now, many mastermind groups don't cost anything to join, but there are paid mastermind groups facilitated by a knowledgeable expert or coach. I've personally facilitated two formal mastermind groups of physicians that were not paid for. It was just something we all agreed to do. And of course, I was facilitating most of the time because I have this experience in physician career transition. But there were regular meetings. I think we were doing a monthly in two different groups. They were very successful in providing support, sharing advice, maintaining accountability. And accelerating the members career transition. So I mean, I think the members really did get a lot out of it. They were very good about trying to come to each meeting and come prepared and we would have assignments or things that we would expect at follow up meetings. So that's where the accountability came in.
So those are the five tactics that I wanted to talk about today. I think I've spoken about some of these things in the past. So let me just summarize the five tactics briefly here that will expedite your search for a new career. So develop a plan complete with your career mission vision and smart goals. And the SMART is that acronym that talks about what kind of goals to do. Get an accountability partner. Find one or more mentors, especially those that are doing the thing that you plan to be doing in the future. Sometimes LinkedIn can be helpful for that if you don't have anyone locally that you can run into or spend five or 10 minutes with. Hire a career coach. That's a big step. That's usually a paid thing. But it's very effective and it really shows a commitment on your part. And finally, number five is create or join a mastermind group.
You don't have to use all five of these tactics. You can start with the ones that make the most sense. The more that you do use though, the more likely you're going to quickly shift gears and find that fulfilling career that you've been looking for. Developing a plan is an important first step to expedite the search. The other tactics add accountability, some add expert advice and guidance. If I had had a plan like this earlier and used the other tactics more effectively, I'm sure my career transition would have been much smoother and quicker.
Now, given the success of my previous masterminds, I've been thinking of developing a new career, a physician career mastermind. But it would be different in two ways from what I've discussed today. First, it would be focused exclusively to help those of you who wish to pursue a hospital management career eventually as CMO or COO or CEO for that matter. So rather than hitting just any non-clinical or unconventional career, I would probably focus exclusively on hospital management, since I was a CMO for 15 years, that would be my perspective. And of course, I worked extensively with the COO and CEO when I was in that role.
Second, this would be a paid mastermind to help cover the costs of preparing and planning each meeting. And also making it paid provides more incentive for members to prepare for and fully participate and attend in every meeting. So I don't think I'm going to be doing any free sort of masterminds in near future. So I would like your feedback though, if you're interested or even if you think I should start a new mastermind focused on hospital management careers, because maybe you know somebody that's interested in that or that would be helped by that then please send me an email at john.jurica.md@gmail.com you know with your feedback on what we've talked about today and advice and whether you think I should start planning this new mastermind focused on hospital management careers. It'd be very helpful for me again. I've toyed with it for quite a while. I've done some research and I continue to look into it, and again if you can send me a note at john.jurica.md@gmail.com either with negative or positive feedback, I'd really appreciate it.
Before we go, I'll remind you that you can download a transcript of today's episode and links to resources that were mentioned today by going to the show notes at nonclinicalphysicians.com/astonishing-results/. If you appreciate today's presentation, please leave a five star rating and a review on your favorite podcast app, such as Apple Podcasts and Spotify and share it with a friend so we can get some more listeners out there. But that's it for today's show. I hope to see you here next Tuesday morning for another episode of the Physician Non-Clinical Careers podcast.
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