While physician burnout remains a critical challenge, the medical field is seeing positive momentum. The AMA’s 2025 National Physician Comparison Report shows burnout dropped to 41.9% last year, continuing a steady decline from 43.2% in 2024 and 48.2% in 2023. Sanford Health, the largest rural healthcare system in the U.S., is leading this shift. Dr. Heather Spies, the system's clinician well-being officer, recently shared their strategies during a Becker’s Healthcare webinar. “If we don’t focus on our people, things are not going to go well,” she noted.
A Roadmap to Joy in Medicine
Six years ago, Sanford Health committed to enhancing its well-being programming. The results are striking: between 2021 and 2025, clinician engagement more than doubled, and burnout rates dropped by 14%. The American Medical Association (AMA) has been a key partner. By using the AMA’s Health System Member Program and the Joy in Medicine™ Recognition Program, Sanford Health found a clear roadmap to reduce administrative burdens and help doctors rediscover their passion for medicine.
The Power of Transparent Leadership
Building a cohesive culture across 58 medical centers and 289 clinics is daunting. For Dr. Spies, success starts with interpersonal relationships. Leadership focuses heavily on active listening and transparent communication. Leaders are trained to be honest, even when delivering disappointing news. As Dr. Spies explained, “Focus on a strong culture of listening, feedback, and then giving the why—If not ‘yes,’ why; if ‘not yet,’ why.”
Targeted Support from Day One
Sanford’s emphasis on connection begins immediately. One month after starting, new clinicians gather for a half-day check-in to discuss friction points and access resources—from communication coaching to financial planning. Ongoing support is equally robust. Sanford employs dedicated clinician experience liaisons in its six regional markets. For mental health support, an internal program staffed by 12 psychologists ensures physicians can instantly connect with a professional for urgent virtual or in-person care.
Cultivating Future Leaders
To sustain this culture, Sanford launched RISES, a two-year leadership development program. Each year, 30 emerging clinical leaders participate in sessions featuring case studies, guest speakers, and well-being check-ins. The program provides a safe space to discuss shared challenges and drives systemic improvement. Midway through, each cohort must identify a specific problem within Sanford Health and design a targeted solution. These clinician-led projects have already made tangible impacts across the health system.
Actionable Takeaways for Any Practice
You do not need to be a massive health system to build a culture of connection. Practices of all sizes can scale these concepts to fit their unique environments.
- Use Existing Frameworks There is no need to guess where to start. Smaller practices can use established resources, like the AMA's Joy in Medicine guidelines, to create a structured timeline for operational improvements.
- Check In at Month One Shift onboarding from a week of paperwork to an ongoing relationship. Schedule a mandatory check-in 30 days after a new physician starts to ask about early challenges and connect them with necessary resources.
- Explain the 'Why' Transparency costs nothing. If a clinician suggests a change that the practice cannot currently afford, do not simply say no. Clearly explain the logistical constraints so they feel respected as a partner.
- Prioritize Rapid Mental Health Access If a private practice cannot hire in-house psychologists, leadership can partner with specialized Employee Assistance Programs (EAPs) or local therapists. Ensure this contact information is highly visible and strictly confidential.
- Empower Peer-Led Solutions Give clinicians agency over their workflows instead of relying on top-down mandates. Form a rotating task force of physicians and staff to identify and fix one operational bottleneck every quarter.
Source: American Medical Association | June 29th 2026