How to Secure Funding for Physician Wellness Programs: Perspectives from Jessie Mahoney, MD
In the intricate landscape of health care, the welfare of physicians is a vital aspect that often goes unaddressed. Issues like burnout, compassion fatigue, and excessive administrative demands negatively impact not only individual practitioners but also patient care results and organizational efficacy. Pediatrician and certified physician coach Jessie Mahoney, MD, presents a solid and actionable strategy to tackle a significant hurdle in implementing wellness initiatives: securing funding.
During her featured segment on The Podcast by KevinMD, Dr. Mahoney explores her article, “How to Secure Funding for Physician Wellness Programs: A Proven Path Forward,” leveraging her extensive experience in medicine and wellness coaching to illustrate how health care organizations can effectively invest in their most critical asset—their staff.
The Overarching Issue: Funding Obstacles
While most health care organizations acknowledge the importance of physician wellness, progress often stalls when it comes to allocating funds for these programs. Typical objections include financial limitations, doubts about long-term advantages, and organizational inertia. Dr. Mahoney notes that many physicians frequently encounter the same mantra: “There’s no budget.” However, drawing from her practical experience in establishing wellness initiatives at large organizations like Kaiser Permanente and through her own company, Pause and Presence, she asserts that funding is not just feasible—it’s already happening.
Mindset Is Key
Dr. Mahoney maintains that the initial hurdle in overcoming funding challenges is anchored in mindset. Advocates must believe that securing funding is within reach. A defeatist mentality, often fueled by previous setbacks or institutional red tape, can hinder progress. Physicians and wellness advocates need to momentarily suspend their disbelief and approach the situation with a belief in potential success.
Leading by Personal Experience
Dr. Mahoney indicates that the most effective advocates for wellness initiatives are those who have directly experienced their benefits. “Engage personally,” she suggests. Physicians who participate in wellness retreats or coaching can witness transformation firsthand, returning motivated to advocate more convincingly. Their personal stories serve as invaluable evidence for leadership—demonstrating a level of authenticity that mere words cannot achieve.
Engaging Leadership
Securing the commitment of leadership is essential—and their active involvement is even more advantageous. “Don’t merely inform leaders about the initiative,” Dr. Mahoney urges, “invite them to engage with it.” When leaders personally experience the positive effects, skepticism diminishes and support flourishes. This hands-on involvement helps frame wellness initiatives not as optional benefits, but as vital components of operations.
Explore Diverse Funding Avenues
One of the most insightful strategies highlighted by Dr. Mahoney is the broadened perspective on possible funding avenues. She prompts physicians to extend their proposals beyond conventional “wellness” budgets—which often face limitations—and to consider the cross-functional advantages of wellness programs:
– Human Resources: Reduced staff turnover and enhanced retention.
– Philanthropy: Donors frequently support initiatives that prioritize clinician well-being.
– Leadership and Executive Development: Funding from executive training programs.
– CME Funds: Initiatives that offer continuing education credits.
– Departmental budgets: Especially those focused on patient satisfaction and quality outcomes.
Dr. Mahoney explains that aligning language with the strategic interests of each funding stakeholder significantly boosts the chances of receiving support.
Commence with Small Steps
One of the illustrative examples that inspired Dr. Mahoney’s article centers around a singular initiative that was made possible through a modest grant application. It started as a one-off session for 20 staff members and evolved into a multi-year, multi-grant program encompassing over 100 physicians. “Begin small,” she stresses, “validate the idea, and then expand.” Demonstrating early success instills confidence among stakeholders, encourages organic promotion, and aids in securing additional funding.
Propose to Coordinate
Another often-overlooked yet effective approach is physician-led organization of the program. Dr. Mahoney encourages advocates to take the lead in orchestrating the initiative, as it often enhances credibility and long-term viability. Although this might seem burdensome, she observes that many who undertake this role often gain visibility in leadership and personal fulfillment. “Many of them received promotions later,” she shares, “and reignited their passion for medicine.”
Cost Factors and Shared Models
When discussing costs, Dr. Mahoney emphasizes that objections regarding expenses are seldom about the actual amount—it’s about perceived value. Some institutions hesitate at a $2,000 fee, while others might invest $50,000 if they are convinced of the potential return. She suggests employing cost-sharing arrangements as a strategic compromise. For instance, departments could cover part of the cost, with participating physicians contributing a nominal fee. These hybrid approaches can alleviate cost concerns while fostering participant commitment.
Characteristics of an Effective Wellness Program
Dr. Mahoney outlines essential characteristics of impactful wellness programs:
– Experiential Learning: Moving beyond theoretical concepts to genuinely enhance participants’ well-being.
– Agency-Focused: Providing practical strategies for self-care and boundary management.
– Community-Driven: Fostering connection and support among physicians.
– Informed by Neuroscience: Educating participants about the physiological foundations of