Abstract
An essential function of a surgical leader performing at the highest level is the recruitment, development, and retention of talented, innovative professionals. Building programs person by person and then melding them into growing teams of outstanding people with similar values but different skills will achieve the leadership's vision and mission. It is imperative that these individuals not only match but also improve the organizational culture. The best leaders: (1) select early-career or recruit mid-career professionals who fulfill both existing and growth-strategy programmatic needs with specific knowledge and technical skills; (2) intentionally help them develop higher-level professional skills through guided mentorship, sponsorship, and coaching; (3) provide the resources necessary for them to succeed; (4) build systems and programs that enhance performance excellence, enabling surgeons at all stages of their careers to do sustainable, impactful, important work; (5) expect, monitor, and develop professionalism in decision-making and behavior within a trusting culture; and (6) see and organize for what is coming, not just what is here now.Key concepts
(1)Surgeon leaders need to develop tools to assess and recruit talented surgeons.(2)Providing pathways for the professional development of surgeons that align with group values, vision, and mission is important.(3)Building a professional work environment founded on mutual trust and teamwork, with the leader coaching and mentoring surgeons, creates the optimal environment for surgeons to make meaningful contributions to individual patients, organizations, and our profession.