Early Career Surgeons

On April 4, 2025, the STS Leadership Institute hosted a one-day session on “Leading Others” as part of its comprehensive program. This workshop focused on conflict management, leading diverse teams, and addressing both implicit and explicit biases. More than 30 early- and mid-career cardiothoracic surgeons attended, gaining valuable insights into these critical areas. 

Additionally, the session highlighted the importance of fostering a culture of wellness within medical teams. These leadership skills are vital for cardiothoracic surgeons in both academic and private practice settings, where strong leadership is key to achieving team success.

The STS Leadership Institute offers a comprehensive leadership program that includes five sessions—three virtual and two in-person—and aims to enhance participants' leadership skills in a constantly evolving healthcare landscape. Attendees benefit from numerous opportunities to engage with a distinguished faculty of expert leaders, receiving valuable insights and guidance throughout their development.

Interactive Discussions and Expert Insights on Leadership and Team Dynamics

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During “Leading Others,” participants heard from course directors Mara Antonoff, MD, and Ram Kumar Subramanyan, MD, who shared valuable insights on how personal growth contributes to effective team leadership. The sessions included interactive case scenarios and table discussions focused on evaluating others and managing conflict. Guest speaker Minerva Romera Arenas, MD, addressed the challenges of leading diverse teams and confronting implicit bias. Participants explored case examples to deepen their understanding and apply the concepts discussed.

"Today's sessions have been incredibly valuable, providing an opportunity to engage face-to-face in small discussion groups with peers from across the country," said participant Meghan Halub, MD. "I can see how the small table sessions will help me manage conflict and problem-solve challenging case scenarios as I transition from private practice to an academic medical center, while also preparing for the next step in my career."

Looking ahead, the Leadership Institute's virtual sessions will be held in July and October, culminating in the capstone event at STS 2026 in New Orleans next January.

Check out the event gallery. 

Coming soon: Follow the stories of our four Leadership Institute participants as they share their experiences with the program in a new blog series posted on STS.org.
 

March 21, Match Day, marked a significant milestone for the future of healthcare, as the 2025 Main Residency Match—organized by the National Resident Matching Program (NRMP)—set a record as the largest and most competitive match in its 73-year history. With 52,498 applicants competing for 43,237 positions, the event saw a remarkable 4.7% increase in active applicants compared to the previous year, signaling the rising demand for residency spots across all specialties.¹

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Among the standout trends was the unprecedented surge in interest in thoracic and vascular surgery, both of which achieved a historic 100% fill rate for the first time. This achievement reflects the growing popularity of these highly specialized fields, with many positions filled by senior medical students. The number of certified applicants also grew by 5.3% compared to 2024, indicating that more medical graduates are pursuing specialized fields such as cardiothoracic surgery.²

As the demand for residency positions continues to rise, medical institutions are expected to expand their programs to meet this increased interest. To facilitate this growth, the NRMP has implemented several policy updates and technological enhancements to streamline the residency matching process. Key updates include the removal of the AAMC ID requirement in the Registration, Ranking, and Results® (R3®) system, along with improvements to the Supplemental Offer and Acceptance Program (SOAP), which helps unmatched applicants secure residency positions.³ These innovations are designed to improve the overall efficiency, transparency, and success rate of the residency match process, ensuring that more qualified applicants can find positions in their desired specialties.

_{¹ Source: National Resident Matching Program (NRMP)
² Source: Becker’s Hospital Review
³ Source. Thalamus}

In recognition of Black History Month, we recently spoke with STS member and surgical leader Leah Backhus, MD, recipient of the 2023 Extraordinary Women of Cardiothoracic Surgery Award. Dr. Backhus is the Thelma and Henry Doelger Professor of Cardiovascular Surgery at Stanford University School of Medicine, specializing in thoracic oncology and minimally invasive techniques. 

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As we honor Black History Month, is there a historical figure or event that particularly resonates with you, and how has it shaped your perspective as a surgeon?

I have always been inspired by the story of Dr. Charles Drew. Of course, he was a medical pioneer, but his work was also far-reaching in establishing safe practices for blood donation. And yet, the time in which he lived required him to hold steadfast to his convictions of equality, ultimately leading to his resignation from the American Red Cross.

What progress have you seen in diversity and inclusion within cardiothoracic surgery, and what steps are still needed to ensure equitable opportunities?

We have made strides in terms of gender representation; however, it will take a century to achieve gender equity at the current pace. Most of these strides have been in thoracic surgery, with comparatively fewer women in cardiac, congenital, and transplant surgery. We can do better.

Regarding race/ethnic representation, we are still lagging, with some minor strides in certain areas and stagnation in others. We need better visibility and pipeline efforts to encourage those who may not picture themselves in the roles of CT surgeons they see in front of them. Representation matters.

We also need to address the elephant in the room regarding salary parity (or disparity), as outlined in both last year’s and this year’s STS Practice Surveys.  

What advice would you give to young Black students considering a career in CT surgery?

Mentorship is critical. Find a mentor. Find several. Remember that your mentor need not look like you; they just have to believe in you and be willing to support you. This is not easy, so you need a guide. Do not attempt this alone. Also, do not discredit your peer mentors and those just one level above you. They have valuable insights that are fresh and ready for the taking.

What inspired you to pursue a career in cardiothoracic surgery?

I came from a general surgery program with a long history of stimulating interest in CT surgery. In contrast to many general surgery programs today, which have lots of competing exposures and services, our exposure to CT surgery was consistent and intense. The faculty were amazing surgeons and teachers. The anatomy was incredibly interesting (I likened the chest to a “treasure chest” because there is something for everyone in there). And despite dealing with very complex patients and surgeries, the faculty were even-keeled and handled the high-stakes operations and patient care with poise.

Who has been a key mentor or role model in your professional journey, and how did they influence you? 

There are literally too many to name. One of my earliest mentors was Ross Bremner, who was the CT Surgery fellow when I was an intern. I later joined his lab after he was hired as faculty, and that exposure and experience helped hone my interest as well as my marketability as an applicant for a traditional fellowship slot.

Other senior mentors have included Bob Higgins and Doug Wood, who have taught me how to be a good and fair leader—both within one's own academic institution and on the national and international stages of CT Surgery.

I also have peer mentors: Thomas Varghese, David Cooke, and Jessica Donington, to name a few. But there are countless more!