In this episode of the MGMA Insights Podcast, host Daniel Williams is joined by two key leaders from Emerson Health: Craig Nesta, Vice President of Physician Practice Management, and Mike Tracy, Administrative Director. Together, they discuss the Emerson Health Administrative Fellowship Program and its impact on addressing workforce challenges in healthcare. Craig and Mike share their insights on how to build and sustain fellowship programs that cultivate future healthcare leaders, as well as their experiences mentoring and developing talent.

Major Takeaways:

• Building a Fellowship Program from Scratch: Craig Nesta shares how Emerson Health built its administrative fellowship program from the ground up starting in 2017. The program is designed to grow healthcare leadership talent by offering real-world, hands-on experience in healthcare administration. “We started it from scratch, and anybody can do what we did,” Craig explains. Since its inception, the program has grown significantly, helping Emerson Health fill critical talent gaps.
• Mike Tracy’s Success Story: Mike Tracy, a former fellow who now serves as Administrative Director at Emerson Health, shares how his experience in the fellowship program helped launch his career. “I joined Emerson as an intern and then became a fellow,” Mike says. “The hands-on experience and mentorship I received here were invaluable in preparing me for leadership roles.” Mike now oversees multiple departments, including GI, pulmonary, spine, pain management, and anesthesia.
• The Importance of Internships and Fellowships: Craig emphasizes that internships and fellowships are essential for addressing talent shortages in healthcare. "Given the proliferation of growth, we need people," Craig notes. Emerson Health utilizes a variety of programs, from shadowing opportunities to year-long fellowships, to bring in talented individuals and provide them with real-world experience in healthcare administration.
• Practical Advice for Starting a Fellowship Program: Craig and Mike both share practical steps for healthcare organizations looking to start their own fellowship programs. “The first step is building relationships with educational institutions,” Craig advises. “Start local, develop relationships with faculty, and start recruiting from there.” The fellowship program has become a key strategy for Emerson Health, offering a pipeline of talent and addressing workforce shortages in the healthcare industry.
• Mentorship and Career Development: Mike credits the mentorship he received from Craig and others at Emerson Health for his career success. “Craig’s door is always open—even when it’s closed,” Mike shares, emphasizing the importance of having access to experienced leaders who are invested in your growth. This mentorship culture is central to the fellowship program, helping early careerists develop the skills and confidence they need to succeed in healthcare leadership roles.
• Succession Planning and Lifelong Learning: Emerson Health places a strong focus on succession planning at all levels of the organization. “We talk about succession planning for everyone, not just executives,” Craig explains. The organization also emphasizes lifelong learning, offering tuition and travel stipends for fellows to attend national conferences, supporting their professional development and growth.

Resources Mentioned:

• Learn more about the Emerson Health Administrative Fellowship Program: Emerson Health Fellowship
• MGMA Leaders Conference: Register Here

This episode provides healthcare leaders with actionable insights into developing fellowship programs, fostering mentorship, and planning for long-term success. By investing in talent development and creating opportunities for professional growth, healthcare organizations can build a strong, resilient workforce prepared to meet the challenges of the future.

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