How can your organization ensure leadership roles drive value and not greater complexity? See how we helped to redesign a clinical physician leadership structure and identified millions in cost savings!

In this environment, effective clinical leadership is a must – yet many organizations continue to rely on legacy leadership roles that were not designed to meet today’s operational, financial, and compliance demands.

Clinician turnover may be declining, but health care workforce challenges remain. New data from our Science of Staying research reveals why lower turnover doesn’t signal true recovery.

Health systems must elevate and equip leaders who can drive transformation while staying grounded in mission, culture, and strategy. But what, exactly, should that leadership look like? Learn more from our experts at Lotis Blue Consulting.

Explore the latest research from SullivanCotter and Lotis Blue that highlights which factors most strongly influence a clinician’s decision to stay, consider leaving, or quit.

Explore five priorities to focus on in the year ahead to help your organization manage the workforce more strategically, strengthen performance, and support long-term sustainability.

Jeff Softcheck explore how health systems can align leadership incentives amidst rising costs, shifting regulations, and uneven post-pandemic recovery across regions.

Explore key APP leadership insights from our 2025 APP Compensation and Productivity Survey - which features data from nearly 800 organizations on more than 155,000 individual APPs and 6,700 leaders.

Without a clear framework for what effective leadership looks like within a health system, organizations risk inconsistent talent development, subjective promotion decisions, and misaligned expectations.

New research with our strategic partner Lotis Blue Consulting outlines the new competencies that form the foundation for effective health care leadership in today’s complex environment.

New research with our strategic partner Lotis Blue introduces the Health Care Potential Index (HCPI) – a data-driven framework that highlights new competencies for future-ready health system CEOs.

Adding APP leadership roles can lead to improved patient care, enhanced team dynamics, and greater overall efficiency. In fact, our data shows it can decrease APP turnover by 2% overall –helping to reduce expensive retention and recruitment costs.

SullivanCotter's Sarah Kasner recently sat down to discuss the future of CRNA compensation and how organizations can compete more effectively for talent as demand continues to place upward pressure on pay.

What is the best way to align your APP workforce with system-wide goals? SullivanCotter's Hadley Powless explains have a well-defined APP leadership structure can help to ensure that all APPs are integrated into existing initiatives that focus on quality of care, patient outcomes, and operational efficiency.

Enhancing your APP leadership structures can help to support APP engagement, workforce planning, recruitment and retention, and greater alignment with physician workforce strategies.

What is your executive compensation strategy missing? SullivanCotter outlines ten important considerations for your Board’s Compensation Committee as oversee executive compensation and governance in a tight market for talent.

Learn more about how SullivanCotter partnered with Stanford Health Care to develop a comprehensive strategy and program to maximize utilization, support optimization and enhance engagement for its growing APP workforce. 

Featured in AAPL's Physician Leadership Journal, SullivanCotter discusses the evolution of advanced practice provider leadership positions and the importance of a well-defined structure.

Learn more about how SullivanCotter partnered with Stanford Health Care to develop a comprehensive strategy and program to maximize utilization, support optimization and enhance engagement for its growing APP workforce.