Latest / Becker’s Healthcare -- Pediatric Leadership Podcast / Anjalee Galion, MD, President of the Medical Staff and Chief Physician Wellness Officer at Rady Children’s Health of Orange County

Transcript

Anjalee Galion, MD, President of the Medical Staff and Chief Physician Wellness Officer at Rady Children’s Health of Orange County · Becker’s Healthcare -- Pediatric Leadership Podcast

• 0:00
  Welcome to the Becker's Healthcare podcast. I'm Chris
• 0:02
  Sosa, your host. And I'm thrilled today to
• 0:04
  be joined by doctor Angelie Gallien. She's president
• 0:06
  of medical staff of Rady Children's Health of
• 0:08
  Orange County and chief physician wellness officer. Angelie,
• 0:12
  thank you for joining us today. Hey, Chris.
• 0:14
  So happy to be here and happy new
• 0:15
  year. What a great way to kick off
• 0:17
  the start of 2026.
• 0:18
  You can say that again. Angelie, for those
• 0:21
  in our audience who may not be familiar
• 0:23
  with yourself and or your organization,
• 0:25
  can you please tell a bit of this
• 0:26
  a bit about both, please?
• 0:29
  Perfect.
• 0:30
  So
• 0:30
  we recently merged with the entire Rady Children's
• 0:34
  Health System, but today I'm gonna focus on
• 0:36
  Rady Children's Health of Orange County.
• 0:39
  We are a greater than 350
• 0:41
  bed tertiary quaternary care pediatric
• 0:44
  freestanding children's hospital in Orange County, California.
• 0:48
  Part of our system is Children's Hospital Admission,
• 0:51
  which is a hospital within a hospital system.
• 0:54
  Specifically, in terms of my role for the
• 0:56
  medical staff, I'm really proud to be the
• 0:58
  president of over 1,300
• 1:00
  physicians and APPs.
• 1:03
  One of the unique things about my role
• 1:05
  is that a few years ago, our hospital
• 1:07
  really recognized
• 1:09
  the importance
• 1:10
  of having clinician led physician wellness initiatives.
• 1:14
  We love the work of people like the
• 1:16
  American Medical Association
• 1:17
  who talk about how that can be a
• 1:19
  real asset to any organization
• 1:21
  to not only recruit, but also retain high
• 1:24
  level physicians.
• 1:25
  So I am the inaugural chief physician wellness
• 1:28
  officer,
• 1:29
  really looking at system level change,
• 1:31
  thinking about IT infrastructure,
• 1:33
  physician led programs,
• 1:35
  and how do we make it not only
• 1:36
  a great place to get care, but a
• 1:38
  great place for physicians to work.
• 1:41
  So, Angelie, you said you're,
• 1:43
  of course, the
• 1:44
  inaugural
• 1:45
  chief physician wellness officer.
• 1:47
  How did this position
• 1:49
  evolve exactly when it comes to your organization?
• 1:52
  It's it seems like a long time coming
• 1:53
  as it probably the case with other organizations
• 1:55
  as well. But how does that relate to
• 1:57
  your position?
• 1:58
  I love that question, Chris, because it really
• 2:01
  allows us a chance to highlight multiple things
• 2:04
  about a healthy health care system.
• 2:06
  So first, it really happens with partnership with
• 2:10
  both the physicians, the employees, and your leadership.
• 2:13
  What's going on in the system? What are
• 2:15
  evolving trends in health care? And what are
• 2:18
  upcoming challenges that we might face? I think
• 2:20
  the physician workforce challenge is something that a
• 2:23
  lot of health care systems are definitely keeping
• 2:25
  an eye on.
• 2:27
  But like most things, it developed organically.
• 2:30
  We started with a physician wellness committee, started
• 2:32
  looking at initiatives,
• 2:34
  and then saw that there was an increased
• 2:35
  rate of physician burnout.
• 2:37
  I really wanna give huge kudos here to
• 2:40
  our then CEO, Kim Cripe, who is now
• 2:42
  our co CEO with Patrick Frias,
• 2:45
  in terms of not only being a great
• 2:47
  mentor, but an advocate for what's to come.
• 2:50
  She has been a CEO for three decades
• 2:53
  in health care, sometimes when there weren't even
• 2:55
  women in the boardroom.
• 2:57
  To that end, she's really good at looking
• 2:59
  forward at what might happen and thinking about
• 3:02
  how do we prepare for that future.
• 3:05
  She's been a friend, a mentor,
• 3:07
  and, again, an advocate for this role. So
• 3:09
  when working with her leadership team, our chief
• 3:12
  transformation officer, Paul Vandola,
• 3:14
  they decided that this would be a really
• 3:16
  good role.
• 3:17
  And let's be honest, it was a trial.
• 3:19
  Let's try it. Let's see how it goes
• 3:21
  with someone who's enthusiastic.
• 3:24
  But I have to confess to you, Chris,
• 3:26
  it is still a challenge for me to
• 3:27
  think about work life integration.
• 3:29
  I am not the model of physician wellness,
• 3:33
  And so this was a great chance to
• 3:34
  learn, but also to have empathy for what's
• 3:36
  happening in the workforce.
• 3:38
  Yeah. And certainly like anyone in your position,
• 3:41
  it's not even though the buck the proverbial
• 3:44
  buck will stop with you in terms of
• 3:46
  the initiatives that are undertaken
• 3:48
  by your role in in your or your
• 3:50
  office, let's say.
• 3:51
  There are the people you're leaning on. Right?
• 3:53
  So
• 3:54
  it's it's
• 3:55
  they're decisions that are not made lightly,
• 3:57
  to to put it simply.
• 4:00
  So, Angelie,
• 4:01
  looking back at 2025,
• 4:03
  so what would you say is the most
• 4:04
  important initiative that you led?
• 4:06
  Specifically, what it takes to launch it and
• 4:08
  what were have been the results so far?
• 4:11
  Chris, if it's okay,
• 4:12
  I'm gonna choose a couple things, but I
• 4:14
  also wanna share something that was really amazing
• 4:17
  to be a part of.
• 4:19
  So in terms of leading a couple initiatives,
• 4:21
  one of the things that we did was
• 4:22
  think about how are you actually helping physicians
• 4:26
  and leaders
• 4:27
  think about becoming leaders for wellness centered leadership?
• 4:31
  How do you think about leading by example?
• 4:33
  It's not something we're typically taught in health
• 4:35
  care is to take care of yourself. Really,
• 4:37
  this idea of putting on your own oxygen
• 4:39
  mask before you're able to care for others.
• 4:43
  So our medical group decided to actually think
• 4:46
  about
• 4:47
  funding
• 4:48
  a research study in which we brought in
• 4:50
  nationally renowned leaders
• 4:52
  to do wellness center leadership for our physicians.
• 4:55
  The results were so great in terms of
• 4:57
  decreasing burnout and improving resiliency and feeling valued
• 5:01
  that we actually, last year, launched the first
• 5:04
  cohort with physicians and our executive management team
• 5:07
  members.
• 5:09
  Having an opportunity where your physicians are working
• 5:11
  side by side with your executive leadership
• 5:14
  to think about not only self reflection, how
• 5:16
  do you become a wellness centered leader, but
• 5:19
  then how do you translate that to your
• 5:21
  community
• 5:22
  was transformational for us.
• 5:24
  We saw double digit reduction in burnout for
• 5:27
  our physicians
• 5:28
  and our executive leaders.
• 5:30
  The other thing that was great was that
• 5:32
  we practice alignment all the time. At Children's
• 5:35
  Hospital, we're very mission driven.
• 5:37
  But what was great about this was we
• 5:39
  were using the same language to think about
• 5:42
  our own burnout resilience and have that insight
• 5:44
  together.
• 5:46
  There's a lot of data. Those connections you
• 5:47
  make at work are some of the most
• 5:49
  protective in terms of resilience, burnout.
• 5:52
  So when we're facing tough decisions, both financially,
• 5:55
  life or death, having those relationships cemented, those
• 5:58
  conversations outside the classroom
• 6:00
  was absolutely critical and so, so meaningful.
• 6:04
  We are now gonna do another cohort we
• 6:06
  just kicked off, so super exciting.
• 6:09
  The other thing I'm really proud of is
• 6:11
  that last year we launched the women physicians
• 6:13
  impact network group. There's a large body of
• 6:16
  data that show that a lot of women
• 6:17
  physicians,
• 6:18
  increasingly now in the workforce
• 6:20
  are feeling undervalued,
• 6:21
  higher rates of burnout, and are leaving the
• 6:24
  profession.
• 6:25
  We see them as a key asset. And
• 6:27
  so one of the things we did was
• 6:28
  found a way to bring women physicians together.
• 6:31
  Think about how do you improve their leadership,
• 6:33
  build their connection, build that community for them
• 6:35
  both inside the hospital and out.
• 6:38
  We've seen great results.
• 6:40
  And every year, we not only participate in
• 6:43
  physician engagement, but also the AMA organizational biopsy
• 6:47
  where you get to choose the questions.
• 6:49
  One of the things that's exciting is, yes,
• 6:51
  you get the national benchmarks,
• 6:53
  but also we get to see, hey. If
• 6:55
  we did an initiative, are we able to
• 6:57
  follow that over time?
• 6:58
  Both those two things, wellness centered leadership and
• 7:01
  the women physicians impact network group have now
• 7:04
  showed us sustained change year over year,
• 7:07
  and we are really excited about it.
• 7:09
  But, Chris, what I really wanted to share
• 7:11
  with you today
• 7:12
  was that this year, as I mentioned,
• 7:15
  as of 01/01/2025,
• 7:17
  we did have the formal merger of equals
• 7:20
  for Rady Children's Health of San Diego and
• 7:22
  Rady Children's Health of Orange County.
• 7:25
  It is really unique to be in a
• 7:27
  health care system that is doing that model,
• 7:30
  a true merger of equals.
• 7:32
  Our co CEOs, Kimberly Chavalas Kreipe and Patrick
• 7:36
  Frias, have done an absolutely tremendous job.
• 7:39
  Many of us learn in business school that
• 7:41
  culture will dictate how mergers and acquisitions go,
• 7:45
  And to be a part of their tremendous
• 7:47
  body of work to make sure the culture,
• 7:49
  the atmosphere,
• 7:51
  and really this idea that we are better
• 7:53
  together
• 7:54
  was not just a concept, but something they
• 7:56
  are practicing every day. It has been really
• 7:59
  amazing.
• 8:00
  That's so special, Angelie, that this culture has
• 8:03
  been able to
• 8:05
  be integrated so at least so far, so
• 8:07
  so seamlessly. I know it's only been a
• 8:09
  short time, but, it sounds like things are
• 8:11
  heading in the right direction there.
• 8:13
  I do have a somewhat personal question for
• 8:15
  you, though, Angelique. So you mentioned burnout and
• 8:17
  how it's been decreased.
• 8:19
  From your own perspective,
• 8:20
  when you're feeling like and I've asked this
• 8:22
  question of other CEOs and and other executives,
• 8:24
  so I'm curious as how it relates to
• 8:26
  you. When you're having just a tough day
• 8:27
  or feeling burned out yourself,
• 8:29
  how do you get out of it?
• 8:31
  I love that question. I also really appreciate
• 8:34
  how personal it is because it's not something
• 8:36
  that we typically talk about.
• 8:38
  I think it's different for every person.
• 8:40
  I like to joke that I'm I'm Indian,
• 8:43
  but I don't do yoga.
• 8:45
  I do love exercise, but as a busy
• 8:48
  mom, physician, and leader,
• 8:50
  it's not always something that I can slip
• 8:51
  in for thirty minutes at lunch and then,
• 8:54
  you know, go read my next issue of
• 8:56
  Becker's.
• 8:57
  And so one of the things I think
• 8:59
  about is what fills your bucket
• 9:02
  and making sure that we are
• 9:05
  understanding
• 9:06
  that the things that fill your bucket can
• 9:08
  be different at different times.
• 9:10
  So for me, a lot of it is
• 9:12
  the connection.
• 9:13
  This idea of having the work best friend,
• 9:15
  the people that you count on at work,
• 9:17
  having someone to share that with is really
• 9:19
  critical.
• 9:20
  One of the things that we did was
• 9:22
  to make sure that we have places for
• 9:23
  physicians to connect. Physician dining rooms, physician lounges.
• 9:27
  And, really, when you have a difficult situation,
• 9:30
  a difficult interaction,
• 9:32
  or you just feel like you're not able
• 9:34
  to do enough for a family. Being able
• 9:36
  to connect with other physicians, people who are
• 9:38
  your friends and your colleagues, really powerful.
• 9:42
  But there's definitely times. Watching Netflix,
• 9:45
  seeing what's on Disney plus, It's all great.
• 9:49
  The other thing I think is a more
• 9:51
  long term arc about thinking about
• 9:54
  how you make time for yourself and prioritizing
• 9:57
  it.
• 9:58
  In medical school and for many of us,
• 9:59
  we were taught keep going, work harder, work
• 10:01
  longer hours. And what we're seeing is a
• 10:03
  real generational shift
• 10:05
  and that people are prioritizing
• 10:07
  themselves, their wellness, their health,
• 10:10
  in fact, so they can be better at
• 10:11
  delivering care.
• 10:13
  One of my other roles is as a
• 10:14
  board certified sleep medicine doctor, and so I
• 10:17
  really prioritize my sleep.
• 10:20
  And one of the things that you find
• 10:21
  is even from top performing athletes to leaders
• 10:24
  to what we do every day. Sleep makes
• 10:26
  a huge difference.
• 10:28
  So making sure to prioritize sleep, time with
• 10:30
  my family, but really also time with my
• 10:33
  friends and colleagues who are my work family,
• 10:35
  for me is everything.
• 10:37
  That's very interesting that you mentioned sleep. I
• 10:39
  think you're the first executive who I've asked
• 10:41
  that question or some version of it. I
• 10:44
  mean, certainly,
• 10:45
  related to your expertise, it makes sense. And
• 10:47
  I wouldn't say that other executives do not
• 10:50
  prioritize sleep, but, you know, it I think
• 10:52
  it's good for your peers to hear certainly
• 10:54
  that's like, you know what? Sometimes just
• 10:57
  taking a nap or getting more sleep in
• 10:59
  is is a huge deal.
• 11:01
  Angelie, thank you so much for sharing that.
• 11:03
  So
• 11:04
  now we're gonna look ahead a little bit.
• 11:06
  So
• 11:08
  answer this question in whatever way you you
• 11:10
  find fitting for for Ratey Children's.
• 11:13
  So what do you think are the biggest
• 11:15
  priorities and headwinds you're focused on for 2026?
• 11:20
  That's a big question,
• 11:22
  and I think that we're all thinking about
• 11:24
  it on both the micro and macro level.
• 11:27
  Children's hospitals have historically been really thoughtful about
• 11:30
  their financial outlook because we have such a
• 11:33
  high number of government payers.
• 11:35
  We are all thinking about how people are
• 11:37
  going to be able to afford health care
• 11:39
  and how we're gonna make sure that we
• 11:41
  continue to provide high level health care with
• 11:44
  just an evolving financial landscape.
• 11:47
  I think we're in a really lucky position
• 11:49
  to have had the broader Rady Children's merger
• 11:53
  in terms of not only our ability to
• 11:55
  think about
• 11:56
  clinical care, but also how we think about
• 11:59
  making sure we're able to provide care to
• 12:01
  an even larger number of kids and families
• 12:04
  during these evolving times.
• 12:06
  When I think on a more micro level,
• 12:09
  we, of course, wanna maintain excellence in clinical
• 12:12
  care all the time. One of the greatest
• 12:14
  things I love about being part of the
• 12:16
  Rady Children's Health System
• 12:18
  is this sense of energy. When you walk
• 12:20
  onto our campus,
• 12:22
  I don't wanna say it feels just like
• 12:24
  Disneyland, but it really feels like things are
• 12:26
  possible.
• 12:27
  We have had such great leaders who have
• 12:30
  really been thoughtful about not only our financial
• 12:33
  future, but our clinical excellence and made that
• 12:36
  a priority.
• 12:37
  The doctors, the nurses, we're all excited. We're
• 12:40
  excited about how to grow, how to do
• 12:42
  things better,
• 12:43
  what new fields of medicine we can think
• 12:46
  about. With our medical innovation institute, we also
• 12:49
  have an MI four internship
• 12:51
  where every year
• 12:53
  highly competitive candidates come and we bring about
• 12:55
  a 100 young students, high schools, college,
• 12:58
  about to go to med school. A whole
• 13:00
  bunch of kids come. We learn innovation, how
• 13:02
  it applies to clinical care, and they're embedded
• 13:05
  right with us in the exam rooms, in
• 13:07
  the OR.
• 13:09
  That perpetuates this sense of energy. People are
• 13:11
  excited. We're excited to see what we can
• 13:13
  do next, and I really wanna, again, give
• 13:15
  credit to Kim Cripe, Patrick Frias
• 13:18
  for helping us keep that energy.
• 13:20
  For a lot of hospitals, mergers can be
• 13:23
  a time of a lot of uncertainty
• 13:25
  like trepidation.
• 13:26
  Our leaders have done such a good job
• 13:29
  of identifying that our greatest strength is really
• 13:32
  our people, the patients we care for, and
• 13:35
  how we think about the culture of the
• 13:36
  entire community.
• 13:38
  So I will say again, on the macro
• 13:40
  level, it's about making sure we can continue
• 13:43
  to provide excellent care to our entire community.
• 13:46
  But on the micro level, it's about how
• 13:48
  do we keep that energy,
• 13:49
  keep people excited
• 13:51
  because it is something that is really
• 13:54
  unparalleled
• 13:55
  when you visit different health care systems.
• 13:58
  That is wonderful to hear. And and hopefully,
• 14:00
  there are other health systems that hear this
• 14:02
  and and are able to learn from that
• 14:04
  as well.
• 14:05
  Angelie, next question I have for you. It's
• 14:07
  it's
• 14:08
  a bit of a bummer, let's say, but,
• 14:09
  no, maybe not. It doesn't have to be.
• 14:11
  But I'll just put this out there. So
• 14:13
  what do you think is the hardest thing
• 14:14
  you're going to have to do this year?
• 14:17
  Interestingly, I think that 2025
• 14:20
  highlighted
• 14:21
  that we have to be prepared for uncertainty.
• 14:24
  The uncertainty can come at the state level.
• 14:27
  The uncertainty can come at the federal level.
• 14:29
  But as we all learned in 2020,
• 14:32
  uncertainty can also come from things that are
• 14:35
  geographically
• 14:36
  gonna be really significant.
• 14:38
  And so
• 14:39
  we are in a culture in which
• 14:42
  our generations are really used to instant access.
• 14:45
  You can have immediate change and that is
• 14:47
  a
• 14:48
  wonderful thing, but health care doesn't necessarily
• 14:51
  evolve at the same pace.
• 14:53
  So when we're thinking about what's challenging for
• 14:56
  2026,
• 14:57
  how do you maintain that excellence in clinical
• 15:00
  care, again, keep up that energy,
• 15:02
  when you have to be prepared for uncertainty
• 15:04
  and that the system may not necessarily
• 15:07
  be able to evolve as quickly as we're
• 15:09
  used to with advances in the EHR
• 15:12
  or even different regulatory
• 15:14
  avenues.
• 15:16
  Thank you for not showing that for us,
• 15:17
  Angelia. I know there's a lot that can
• 15:19
  be contained in that answer.
• 15:23
  So, yeah, I appreciate you being able to
• 15:25
  to be succinct, but, you know, certainly clear
• 15:27
  with our audience.
• 15:29
  Lastly, let let's take this in a a
• 15:31
  different direction then. So where do you see
• 15:33
  the best opportunities for organizational growth when it
• 15:35
  comes to rated children's health?
• 15:37
  Really excited about is our clinical innovation.
• 15:41
  One of the things in terms of having
• 15:43
  a culture that allows you to feel like
• 15:46
  anything is possible
• 15:47
  is that it helps you attract and retain
• 15:50
  some really great talent.
• 15:52
  It is a really different feeling when you
• 15:54
  come on to the Rady Children's campuses.
• 15:57
  And when you think about that,
• 15:59
  innovation
• 16:00
  is not typically just one person having an
• 16:02
  idea. It's when you're sitting together having those
• 16:05
  ideas. Hey. My patient needs this.
• 16:07
  Oh, there's this change that's coming down the
• 16:09
  pike. How are we solving for it together?
• 16:12
  That idea of collaboration and innovation
• 16:15
  when you have a culture
• 16:17
  that's rapidly changing is a real opportunity.
• 16:21
  So when we now have our colleagues from
• 16:23
  San Diego, Mission, Orange all coming together,
• 16:26
  all of those opportunities for connection, innovation, that
• 16:29
  spark are really amplified
• 16:32
  exponentially.
• 16:33
  This year, our co CEOs hosted the stronger
• 16:36
  together summit where they bought a thousand leaders
• 16:39
  from all over the organization together.
• 16:41
  We sat in tables,
• 16:43
  and we thought about new ideas and things
• 16:46
  that were gonna happen. But the energy, the
• 16:48
  connections, all of that, that's where our greatest
• 16:51
  strength is. I am convinced that some of
• 16:53
  the greatest clinical innovations of the next generation
• 16:56
  are gonna come from right here in Southern
• 16:58
  California.
• 16:59
  Angelie, thank you so much for being so
• 17:01
  generous with your time, your insights, and everything
• 17:03
  else you've been able to share with us
• 17:05
  today, both professionally and personally.
• 17:08
  We're gonna see you soon at our conference
• 17:10
  in April, so we can't wait for that.
• 17:11
  And beyond that, I always look forward to
• 17:13
  the next time our paths are going across.
• 17:15
  Thanks so much, Chris. It was a real
• 17:16
  great way to start 2026.
• 17:18
  Have a great day.