AAMC reviews

The association is going through a change in CEO in the middle of next year. Should the newly appointed CEO have any business sense, he will take a long hard look at the bevvy of Chiefs (17 in total...seriously) and assess not only their effectiveness on paper but their leadership skill and the culture of their clusters. (Yes, the AAMC calls it's divisions clusters, which is actually quite fitting in many cases.) Decision making is sad and lacks established, written process, which leads to a lot of in-fighting, positioning and people taking advantage of their relationships with leadership rather than data, evidence, reasoning and collaboration. The core values espoused are not lived - communication, collaboration? Please. The organization would be better off not publishing any core values and owning their passive-aggressive culture up front. Hard work and dedication are rewarded with more work, and high-performers are often targeted and bullied by others who are empowered by the culture of conflict-aversion and bullying. Work-life balance is also an espoused value that is not respected - you are expected to be on email and responsive at all times. Hypocrisy is everywhere and accountability is scarce. Unless you are a Senior Director or above, don't expect that your voice matters.

the support you receive is dictated by your boss. if you get the right boss your experience will be awesome. Otherwise, no bueno!