What makes a great program director?

[cleareyedguy]

I'm assuming there's no ideal PD, that applicants/residents vary in their wants and needs, and that PD's should "fit" their programs.

With caveats aside, what qualities in a PD would you look for as an applicant and is that different from what you'd look for as a resident? In particular, would you care whether they were a den mother type, a charismatic big ideas type, whether they had a strong academic pedigree, whether you'd work with them on a clinical service (eg, if they were an inpatient attdg or outpt supervisor), whether they rose from the ranks of that program, whether they were 35 or 65, etc, and would your preferences vary if the PD worked at an elite university program or a more clinical, less academic place? And how much of a program depends on the PD, who, after all, you won't see every day as a resident.

No need to name names, but are there specific PD behaviors that have really turned you on/off?

Thanks--I'll be curious to hear any insights.

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[Manicsleep]

I'm assuming there's no ideal PD, that applicants/residents vary in their wants and needs, and that PD's should "fit" their programs.

With caveats aside, what qualities in a PD would you look for as an applicant and is that different from what you'd look for as a resident? In particular, would you care whether they were a den mother type, a charismatic big ideas type, whether they had a strong academic pedigree, whether you'd work with them on a clinical service (eg, if they were an inpatient attdg or outpt supervisor), whether they rose from the ranks of that program, whether they were 35 or 65, etc, and would your preferences vary if the PD worked at an elite university program or a more clinical, less academic place? And how much of a program depends on the PD, who, after all, you won't see every day as a resident.

No need to name names, but are there specific PD behaviors that have really turned you on/off?

Thanks--I'll be curious to hear any insights.

Den mother: Can be great but be careful. Some residents are really going to respond and others, who are more independent or who are not as social, will feel that some residents are being given special treatment.

Big Ideas: This guy can create a lot of change especially if there is backing from the chair and other core faculty. However, depending on aggression, there are bridges usually burned and sometimes residents can get hurt in the process.

Academic Pedigree: I think this is not important if the training directors main job is to provide training and their are vice chairs, chairs (who have chairs named after them, not the chair of the program) who can provide letters etc and the appropriate push for fellowships, awards, funding etc. In a smaller program, it may be important but it probably shouldn't be a focus although it won't hurt.

Clinical Supervision: Yes its important that this is someone that residents enjoy working with. Hopefully they have won a few 'golden apple' type awards in the past.

Within the program: Can be good but then again this brings stagnation. It can also be good if they come from outside with new ideas. It really depends if you have a great program or not. If yes, make it homegrown but if not, bring them from outside. Its also a good way to recruit younger faculty. However, I don't think age is that important. The person is much more important.

The program director is crucial to the program's day to day functioning. Just because every resident doesn't see the PD daily doesn't mean the program director isn't always working in the background. That said, the PD and/or Associate PD(s) should be available on a daily basis for residents.

 

[OldPsychDoc]

#1 quality: Find, hire, and nurture relationship with a top-notch, highly organized, sociable Program Coordinator.

Everything else is gravy.

 

[cleareyedguy]

all good points--thanks!