Background: Mentoring minority faculty in academic medicine is not a new strategy for
remedying the lack of diversity in this field [1, 2]. However, beyond achieving the necessary goal of
workforce diversity in medicine and science, faculty development leaders in academic medical
center settings appear to lack a clear roadmap on how to authentically develop minority faculty and
position them towards high impact leadership positions.
Objective: To address the need for a well-defined roadmap for individualized mentorship and career
development, the authors present their work in developing and sustaining a longstanding highly
individualized minority faculty career mentoring program within an academic medical center setting.
Methods: In this article, the authors describe the program, its participants, and the impact on
program participants and on the institution within which it is housed. Six specific coaching points
are distinguished for faculty leaders to consider for program design and execution which involve
the development of the ability to reveal the career “blind spots”, developing the “professional
muscle”, the promotion and use of block time, learning to be “where the action is”, the use of a
“positioning” over a “planning” approach to career development, and the development of a healthy
and just sense of “professional selfishness.”
Results: The authors share intermediary outcomes data on the impact of the program, six coaching
points, and three critical success factors that contribute greatly to the longstanding sustainability of
Conclusion: The intersection of these coaching points and critical success factors in practice across
the academic medicine landscape may offer a roadmap for faculty development leaders to remain
accountable for a diverse leadership workforce.