The only Mayo Clinic-validated assessment that measures how specific supervisor behaviors affect your team’s satisfaction, burnout risk, and intent to stay — across every role, every department.
Turnover in healthcare isn’t just an HR problem — it’s a patient safety issue, a financial burden, and a leadership problem in disguise. The research is clear: the supervisor relationship is the variable most within your control.
Replacing a single nurse costs an estimated $40,000–$60,000. Replacing a physician can exceed $500,000. The research shows the single greatest predictor of whether a clinician stays or leaves is how they experience their direct supervisor’s leadership behaviors.
Healthcare organizations invest heavily in wellness initiatives, resilience training, and leadership development. Without a validated measurement layer, you can’t determine what’s working, which leaders improved, or what the return on that investment actually was.
The AMA Joy in Medicine Health System Recognition Program expects participating organizations to demonstrate measurable leadership support. The Leadership Impact Index provides exactly that — validated, quantifiable scores across nine evidence-based dimensions, ready for board reporting and program review.
The Leadership Impact Index isn’t adapted from general business research and applied to healthcare — it was developed by Mayo Clinic researchers specifically to measure the leadership behaviors that drive physician and clinician well-being. It has been validated across healthcare settings, including hospitals with complex, matrixed leadership structures.
From the executive suite to the unit manager, every leader with direct reports can be measured, developed, and tracked over time.
Deploy organization-wide assessments, track clinician well-being indicators across departments, and produce board-ready reports showing measurable leadership impact over time.
Identify which departments and leaders have the highest burnout risk before it becomes turnover. Use the organization heatmap to prioritize where leadership development investment will have the greatest impact.
Measure how charge nurses, nurse managers, and nursing directors are experienced by their teams. Track improvement through leadership development programs with before-and-after data that speaks to clinical leadership at every level.
Get validated, anonymous feedback on how physicians and advanced practice providers experience their department leadership. Use longitudinal data to guide leadership development conversations and program investments.
Run the assessment before and after every leadership development cohort. For the first time, your program’s return on investment is measurable in nine specific dimensions — not just a participant satisfaction survey.
Any physician, nurse manager, or team lead who wants honest feedback from their team. Deploy independently — no organizational approval required. Results are private by default, and your team knows their responses are fully anonymous.
The organization heatmap gives your leadership and HR team an instant view of where scores are strong, where intervention is needed, and how things are trending over time. Color-coded scores make it impossible to miss a struggling department.
| Leader | Career | Empower. | Coach. | Recognit. | Respect | Overall |
|---|---|---|---|---|---|---|
| Org Average | 79 | 82 | 71 | 74 | 86 | 78 |
| Emergency Services | ||||||
| Dr. S. Chen | 91 | 88 | 83 | 80 | 94 | 87 |
| Dr. M. Okafor | 82 | 85 | 74 | 77 | 89 | 81 |
| ICU & Critical Care | ||||||
| T. Nguyen, RN | 85 | 90 | 79 | 73 | 92 | 84 |
| Dr. J. Patel | 68 | 72 | 61 | 59 | 76 | 67 |
| Nursing — Med/Surg | ||||||
| R. Torres, NM | 71 | 78 | 66 | 62 | 83 | 72 |
| K. Williams, NM | 58 | 65 | 51 | 49 | 70 | 59 |
The AMA Joy in Medicine Health System Recognition Program requires participating organizations to demonstrate systematic measurement of leadership and team well-being. The Leadership Impact Index provides the validated, repeatable measurement layer the program calls for.
Because the tool was developed by Mayo Clinic researchers and validated in 14+ peer-reviewed studies, it carries the clinical credibility your board, your AMA reviewers, and your accreditation teams expect.
Produce documentation showing leadership behavior scores, trend data, and department-level comparisons — exactly what AMA reviewers look for.
Run the same assessment multiple times per year. Every cycle builds a documented history of leadership improvement — or identifies leaders who need support before burnout spreads.
A 2024 study in the Journal of Healthcare Leadership validated the adapted assessment specifically for healthcare systems with matrixed leadership — where most care is delivered today.
Pay per assessment. Volume discounts apply automatically. Free to explore the platform — only pay when you’re ready to deploy.
Create a free account, explore the platform with demo data, and see exactly how the Leadership Impact Index delivers for healthcare organizations — before you spend a dollar.
Free to explore. Only pay when you’re ready to deploy your first assessment. No credit card required.