Podcast appearances and mentions of Julie Silver

Thriving in Medicine: A Conversation with Dr. Amy OxentenkoIn today's episode, we sit down with Dr. Amy Oxentenko, MD, a Professor of Medicine and gastroenterologist specializing in celiac disease and malabsorption. Dr. Oxentenko shares her journey from surviving to thriving in the medical field, emphasizing the importance of self-care, particularly adequate sleep and exercise. She highlights her leadership roles, including her current positions at the Mayo Clinic and the American College of Gastroenterology, and shares insights into fostering diversity and equity in the workplace. Dr. Oxentenko also discusses the pivotal moment in her career influenced by Dr. Julie Silver's leadership course and the importance of patiently pacing oneself through career opportunities and learning to say no. This episode provides valuable lessons on balancing professional and personal life for sustained success.00:00 Introduction to Dr. Amy Oxentenko01:07 Thriving in Medicine: Tips and Tricks04:15 Balancing Family and Career06:03 The Importance of Self-Care13:11 Leadership and Career Development22:22 Fostering an Equitable Workplace26:33 Final Thoughts and Takeaways

Dr. Julie Silver is an associate professor and associate chairperson in the department of physical medicine and rehabilitation at Harvard Medical School PART 1 Her presentation is a data-driven lecture for individuals who believe in science.  A big theme in her work is to focus on tipping points that will drive change faster. An important large study reported in the journal Lancet in 2018 attracted widespread attention. Researchers looked at clinical practice guidelines. They found that the representation of female authors was low, but even lower for female physicians. Looking at PM&R since then shows similar findings. Problems were not being solved because while medical societies indicated that they were not at fault, their journals expressed the same opinion. It became obvious that many organizations were working together in ways that were complicit. Not many women were included in the clinical practice guidelines. Compensation is an important issue that also was studied extensively. Dr. Silver provided an example of how men were compensated more than women for performing similar procedures. She discussed medical recognition awards that also reveal a considerable amount of disparity that favors men over women. The same holds true for minoritized groups as explained using the concept of inexorable zero. A promotion problem is involved in this situation, which can be fixed. Additionally, her lecture also focused on challenges pertaining to faculty retention. Women physicians are more likely to leave academia at all career stages.  A key issue is enabling individuals to feel that they belong. PART 2 In Part 2, Dr. Silver began by indicating that thinking about belonging and social integration are super important. There are two bodies of literature--a retention literature and a belonging literature. Very few studies have looked at them together. One investigation that did so found that women who have fewer belonging components are more likely to leave their workplace and more likely to stay if they have more of these components. What can be done right now to improve the situation? Her answer is that individuals should be told that they belong. Inclusion is not a synonym of belonging. She provided examples of constructive steps that have been implemented at other academic institutions. Mentoring is a critically important model. She described how she works with individuals in helping them to feel that they belong and indicated five strategies that leaders can implement. Let's not assume that progress happens. Instead, let's believe the science and follow the data. When looking at the proportion of women on specialty boards, they found in a comparison study that six boards decreased and that two stayed the same. Progress does not just happen on its own. In PM&R, there was an increase, but it still is not really at the equitable level.  We must continue to focus on it. The same holds true when looking at race and ethnicity.

Dr. Julie Silver is an associate professor and associate chairperson in the department of physical medicine and rehabilitation at Harvard Medical School PART 1 Her presentation is a data-driven lecture for individuals who believe in science.  A big theme in her work is to focus on tipping points that will drive change faster. An important large study reported in the journal Lancet in 2018 attracted widespread attention. Researchers looked at clinical practice guidelines. They found that the representation of female authors was low, but even lower for female physicians. Looking at PM&R since then shows similar findings. Problems were not being solved because while medical societies indicated that they were not at fault, their journals expressed the same opinion. It became obvious that many organizations were working together in ways that were complicit. Not many women were included in the clinical practice guidelines. Compensation is an important issue that also was studied extensively. Dr. Silver provided an example of how men were compensated more than women for performing similar procedures. She discussed medical recognition awards that also reveal a considerable amount of disparity that favors men over women. The same holds true for minoritized groups as explained using the concept of inexorable zero. A promotion problem is involved in this situation, which can be fixed. Additionally, her lecture also focused on challenges pertaining to faculty retention. Women physicians are more likely to leave academia at all career stages.  A key issue is enabling individuals to feel that they belong. PART 2 In Part 2, Dr. Silver began by indicating that thinking about belonging and social integration are super important. There are two bodies of literature--a retention literature and a belonging literature. Very few studies have looked at them together. One investigation that did so found that women who have fewer belonging components are more likely to leave their workplace and more likely to stay if they have more of these components. What can be done right now to improve the situation? Her answer is that individuals should be told that they belong. Inclusion is not a synonym of belonging. She provided examples of constructive steps that have been implemented at other academic institutions. Mentoring is a critically important model. She described how she works with individuals in helping them to feel that they belong and indicated five strategies that leaders can implement. Let's not assume that progress happens. Instead, let's believe the science and follow the data. When looking at the proportion of women on specialty boards, they found in a comparison study that six boards decreased and that two stayed the same. Progress does not just happen on its own. In PM&R, there was an increase, but it still is not really at the equitable level.  We must continue to focus on it. The same holds true when looking at race and ethnicity.    

Dr. Jonathan Whiteson and his guest, Dr. Julie Silver, discuss the disabilities many people are experiencing after recovering from a COVID infection, the challenges they face in finding proper treatment for these issues, and what can be done to improve healthcare for this population of patients.

In this episode of 92Y Talks, Budd Mishkin hosts a celebration of the life and legacy of Debbie Friedman, whose music continues to inspire Jews to sing out all over the world. Special guest Mandy Patinkin discusses his close friendship with Debbie, along with Debbie's sister Cheryl Friedman, Rabbi Peter Rubinstein, Rabbi Dan Freelander, Cantor Jeff Klepper, Merri and Rabbi Ramie Arian, Douglas Mishkin, Josh Nelson, Julie Silver, Elana Arian, Peri Smilow, and the Zamir Choral Foundation. The celebration was streamed live as part of the 92nd Street Y's online talks series on February 23, 2021.

Injury and illness happen to everyone, particularly athletes who train consistently, year after year. How can you make the most of the time needed to heal -- both physically and emotionally? Life and health coaches Kelly and Maria share tips for coming back from injury and illness that will improve your resiliency, outlook and comeback. Sign up for your free consultation on health, leadership and life coaching with Kelly or Maria at ChampionsMojo.com/cm-coaching.Techniques for HealingSet aside time, on your calendar, for healing (both physical and mental).Take the rest you need to ensure the injury or illness is truly healed.Learn and educate yourself about your illness or injury. Show yourself self-compassion and listen to yourself and your body.Move in whatever way you can in that moment.Create a “while I’m injured” goal -- work towards something that is possible to do or accomplish while you are recovering.Visualize your peak performance, over and over, and write your future headlines.Sleep well, fuel yourself well, limit negativity on social media and other sources.Remember the process is not linear; healing happens in a zigzag fashion.Episode Topics and MentionsAthletic injuryIllnessAlzheimer’s diseaseMorning sicknessPelvic stress fractureTorn ACLPhysical therapyShinglesYou Can Heal Yourself, by Dr. Julie SilverHarvard Medical SchoolRICE - Rest, Ice, Compression, ElevationRecumbent bicyclesListening to your gut and intuitionSelf-compassionAlternative treatmentsRick WalkerSarasota SharksVirginia MastersTom Bilyeu’s Impact Theory podcastFight or Flight mentalityDepressionAnxietyBalance boardNeuroscientist David Eagleman YogaDr. Martin RossmanGuided ImageryTheHealingMind.orgThe Personal Accelerator Quote of the Week"When we are recovering from an injury or illness you need to plan into your day, on the calendar, what you are going to do both physically and mentally to get back on track. And go easy on yourself. Listen to your heart." -- Julie Silver, MD, Harvard HealthSubscribe to the Champion's Mojo podcast on Apple Podcasts, Spotify and Google Play. Have something you want to share with us? Email it to hello@championsmojo.com.

This week's show is our shortest episode ever! 8 songs! One for each night of Chanukah, plus a brief bonus track to symbolize the starter candle. All this & much, much less!

Episode 6 25 years ago, when her son was a baby, he developed severe eczema & allergies. A year later her dad dropped dead of a heart attack at the age of 57, Julie was then made redundant from a part time job at Granada TV and her marriage broke down.  With very low energy, very high stress levels and some health issues, she transformed her life the help of nutrition, stress management and living a healthier lifestyle. Julie shares her story along with practical nutritional advice to help you with your mojo

Dr. Pennell, Dr. Khosa and Dr. Marshall discuss the recent JCO OP publication, “Gender Differences in Faculty Rank and Leadership Positions Among Hematologists and Oncologists in the United States”   Welcome to the latest JCO Oncology Practice podcast, brought to you by the ASCO podcast network, a collection of nine programs covering a range of educational and scientific content, and offering enriching insight into the world of cancer care. You can find all recordings, including this one, at podcast.asco.org. my name is Dr. Nate Pennell, Medical Oncologist at the Cleveland Clinic, and consultant editor for the JCOOP.   Today, I'd like to talk about sex disparities in academic oncology. Despite increasing attention in recent years, sex disparities in academic medicine clearly persist, and are most noticeable at the more senior and leadership positions within academic centers. While these disparities are well recognized, in general in medicine, what exactly is known about sex disparities in academic leadership in oncology specifically?   With me today to discuss this topic are Dr. Faisal Khosa, Associate Professor in the Department of Radiology at Vancouver General Hospital, at the University of British Columbia; and Dr. Ariela Marshall, Associate Professor of Medicine and hematologist at the Mayo Clinic in Rochester, Minnesota. We'll be discussing their paper, "Sex Differences in Faculty Rank and Leadership Positions Among Hematologist and Oncologists in the United States," published online in the JCOOP in February 2020.   Welcome, Faisal and Ariela, and thank you for joining me on the podcast.   Thanks so much for the invitation. We're glad to be here.   So how big of a problem is sex disparities in academic medicine, in general?   I can speak to that a little bit, and then certainly Dr. Khosa also is a world leader in this area. So he can add on to what I have to say. So I think we well know that this is a problem across the board, regardless of specialty, regardless of whether we're talking about academic rank, or position on editorial boards, or any number of other leadership positions. So we see the huge drop-off between our current medical school population, which is actually over 50% female as of the last couple of years, but then a sharp drop-off over time when we get up the ladder to then in the associate and then the full professor level, as well as positions like being hospital CEO, department chairs, and any number of other leadership positions. And I'd certainly like to hear what Dr. Khosa has to say as well.   Nathan, thank you for inviting my participation on this very important topic. I would also like to add that I have no personal or institutional conflicts of interest with this publication that we are discussing, or this particular interview that is being recorded now. I would also like to thank Dr. Irbaz Bin Riaz from Department of Hematology Oncology at Mayo Clinic, who spearheaded this project successfully, and is also the first author on this manuscript.   Yeah. Thank you for clarifying that.   I agree with Ariela's comments. Women are underrepresented in high academic ranks and leadership positions, in spite of more than 50% matriculants from medical schools across North America, US, and Canada are now women. But they represent fewer than 20% of medical school deans and department chairs. Furthermore the American Association of Medical Colleges data reveals that female physicians make $0.76 for every dollar earned by their male counterparts. And this is even after adjusting for age, experience, and discipline of practice.   Women report difficulty finding mentors and are significantly less likely to receive sponsorship. Now let me explain the difference. Mentorship is critical to the development of leadership skills or abilities, while sponsorship is a necessity to enter into leadership positions.   No. That certainly makes sense that that would be a significant barrier to academic success. I think it's interesting you mention that women now make up approximately half of physicians in medical school. I went to medical school starting in 1998, and already more than half of my class was women. Why do you think they're still seeing this disparity 20 years later?   That's a great question, and I think we can delve maybe a little bit into our paper here, in terms of what we found in hematology oncology. Because I would imagine that some of these findings are kind of similar across the board. And so what we observed here in this study is that we did see that sharp drop-off in number of associate and full professors. So what we saw, about 45% of women were assistant professors. Only about 36% of the associate professors were women. And only about 22% of the full professors were women. So there's definitely that drop-off over time. And also only about 30% of department leaders were women.   And so one thing that people bring up a lot is just time. Right? So the time to go from assistant professor to associate professor to full professor, is not measured in months or even a couple of years. It's measured in the 10, 20, 30 year time frame. So somebody say that that's probably a big driving factor, is that what we're seeing in medical school has not yet caught up, with what we're seeing in leadership positions that take years-- probably 20, 30, 40 years to achieve.   But the other thing that we can talk about a bit later is it's not just time. It's the fact that people who have those positions may stay in them for 10, 20 years, and not leave room for other people to get into those positions. And also there is differences in how long it takes women to get promoted. And if you have to achieve a certain academic rank to get one of these leadership positions, then there may be delays of women being able to do that for a number of factors that we could talk about.   There is one more factor, which is less obvious, but equally challenging, which perpetuates the problem that we are discussing here. If you look at appointment and promotions in academic medicine, and I have been fortunate that I've practiced in Europe. Then I practiced in US. And now I practice in Canada. And all my practice has been in academic institutions. Whenever somebody is being shortlisted, selected, interviewed, appointed to an academic leadership position; the sole or entire or 90% or 99% of the focus is on that individual's performance of publications, of grants, of collaboration.   Nowhere is the consideration given to a person or individual's track record, for advocacy for equity, diversity, and inclusion. Now such an individual gets into the leadership position, now they are handed a memo saying, you have to ensure equal opportunity, and you have to make sure that minorities are appointed, women are appointed, they are promoted. Now such an individual does not have innate interest, or understanding, or even expertise in equity, diversity, and inclusion.   So previously what was a bottleneck of barriers to entry for women and minorities, has now become a bottleneck and barrier to promotion and leadership positions. And this is a subtle undertaking which people overlook when they are selecting people for appointment positions.   No, I think that's a-- I hadn't thought of that. But that's a very significant factor I would think. And this gets to the larger topic of how we choose our leaders in academic medicine. We don't necessarily choose people based upon skills in leadership, and training in leadership, but rather on personal success in whatever their academic field is, which does not necessarily lend itself to being able to do the job that they've now been appointed to. Can you take us through how you designed your study?   So we started off with publicly available data. And the first thing we did was here [INAUDIBLE] we went to the website, looked at institutions that offered residency and fellowship training, because those were academic institutions by default. From there, we actually downloaded or created the lists of programs, and then visited the website of each program to obtain the list of their faculty from department chair down to the level of assistant professor in hematology and oncology. We looked at leadership positions-- director, associate director, division chief. We also looked at practice type, whether it was university, whether it was community, whether it was a combination of the two. We looked at a number of trainees. We looked at the geographic location, like state of the practice.   In addition to that, we also looked at whether it was an MD or DO, whether it was an international medical graduate faculty, the year since medical school, year since the residency, number of publications, the number of grants, the number of clinical trials, the number of first author publications, number of citations. So we made it as comprehensive as possible from our experience of what it takes for academic appointments, and what is considered vital for academic promotions and to get people into leadership positions.   Yeah, that was one of the things that I wondered, is how one really measures this. And it sounds like you did a wonderful job of trying to identify, as best you could, objective measures. There probably isn't really a way to measure bias about sex differences in appointments. So you would have to look at this using these objective measures.   I agree, Nathan. And let me add to that. What is normal? You know, we talk about normal. Normal is an illusion. What is normal for the spider is chaos for the fly. So there are many things that are tangible. Then there are many things also that those are intangible. So we can only study what is objective or objectively can be calculated or measured. But in this equation, I'll give you an example. You look at the interview panels, and most of them are males, right?   Now how are you want to configure bias in that room when a female comes in to interview? Automatically people going to presume, oh, she is married. Automatically people are going to presume, oh, she may have kids, or may she may not be able to do justice to this leadership position, this chair position or what have you. And those are things that are going on in people's heads. There is no way that you can shine a light on that.   Of course. Of course. Although, in a way you do that by trying to match everything as objectively as you can, and seeing if there's still a significant difference at the end. OK, so why don't you start taking me through what you found?   So I talked a little bit about what we had observed in terms of that drop-off in the numbers or the percentages that we see women who were of higher academic rank, and the associate professors, and then only 22% being full professors, and only 30% being leaders of their departments. We did also find that women had lower h-index. So what we could tell in terms of an objective measure of research productivity, although of course that's not by any means a perfect measure, and they also had fewer years of professional experience and fellowship; which again speaks to the fact that while there is parity in gender in medical schools currently; in terms of practicing physicians, there's still this gap.   And then we looked at the odds of obtaining full professorship or leadership of a division, after we adjusted for how long somebody had been in practice, what their productivity was; again measured by the h-index, so not the most perfect measure. And we did not find actually any differences based on sex and the odds of obtaining either professorship or divisional leadership. So again, one could call this a, quote-unquote, "negative study," and that, OK, if you correct for enough of these factors, there don't appear to be sex disparities in women being able to achieve leadership or to obtain higher academic rank.   But I think a very important thing to note is that's not the point we want to be making with this study, is that, oh there's no gender difference. There's no sex disparity here. We want to point out that this is the real world. In the real world, we don't correct for things like clinical experience and academic productivity. You can't do a mathematical correction. What we need to see is why are there things like difference in academic productivity. What are the factors that may make it more difficult for women to be able to achieve these ranks over time? What are the barriers that they're facing, and how can we try to overcome them? Because we're not in a mathematical world, where we just correct for these things, and we need to help our system change to allow women to achieve these positions of leadership.   Yeah, I'm glad that you pointed that out. Because my first read of the paper was actually, wow, they're actually concluding that there isn't a big gender difference, or a sex difference in senior leadership. But as you actually read in, there clearly could be disparities in terms of women being able to achieve the same numbers of publications, and equally high h-index and grant funding that would get them to the point where they would be in a position to get these leadership positions. So the disparity extends well beyond those positions themselves.   There's a lot of data out there that women are funded at lower rates for initial grants. And of course, you know that once somebody gets a grant, they're more likely to get other grants in the future. So putting that barrier in place from the beginning makes it harder for women to get grants over time, makes it harder for them to get published. We know that editorial boards have a lot of sex disparity. We know that as Dr. Khosa also said, there are sex disparities in leadership who are making decisions about who gets promoted. So there are all these unseen variables that we can't account for that are probably barriers to achieving these higher leadership positions.   This is something that always comes up when we talk about barriers to women moving up in leadership roles, that they may be earlier in their careers focus to some extent on raising a family, or even if they are continuing to work without a break, that they have a disproportionate share of family and home care obligations, and that this may lead to lower academic productivity. And therefore some of the measures that go into leadership promotions may not be as prominently featured on their CVs for these reasons. And so do we need to think differently about the criteria that go into promotions?   Exactly. And that's one of the points that we both wanted to make while talking with you today, is that as the saying goes we need to fix the system, not the women. For a long time, when we were told you just need to work harder, be more productive, you need to essentially "be like a man," quote-unquote. We're in a system that was developed by men, run by men, and have criteria that allow men to get promoted. And so if we apply the same criteria to women, we're essentially telling them, you need to behave like a man in order to succeed in the system. So we don't need to tell women to be like a man. We need to change the system to be more friendly for everybody.   And so that does involve things like changing what criteria we look at for promotion. As Dr. Khosa was saying, why are we just looking at the number of publications on a CV? There's a lot of other things that women do that actually make a big contribution, whether it be seeing a higher number of patients, whether it be serving on committees. We know that women are more likely to serve on committees than men, and committees are things that are unrewarded on your CV that take quite a lot of time and effort to do. So there's all these unseen things that women are doing that don't make it onto the CV as a criteria for promotion that we really need to take a much harder look at.   And at the same time, we also need to be changing the system, and to say, what are we doing wrong that allows women to be paid less than men for doing the same tasks? What are we doing wrong that we are funding women at a lower rate than men when they submit grants? What are we doing wrong that allows our editorial board and journal reviewers to continue being primarily men? So we need to really make some changes to the system, both from what supports women, and from how we judge people on a criteria for being promoted.   How do we do that, though? So I think now I mean it's hard to escape that this is a real thing. I mean you've objectively shown differences. It's been well-documented. What do we do in order to make this actually change?   I recently published a paper on Canadian health authorities. And out of the 30 manuscripts that I've published and 50 more that I'm working on, this was the only manuscript which showed clarity. There was no disparity, gender disparity. And the reason for that is because it is the governments that have mandated. And there are carrots and sticks. So if an institution's annual evaluation, or three yearly evaluations does not show progress, that institution's funding, government funding, grant funding, capsizes. And these are the metrics that are applied across health care authorities. These are the metrics by which progress is measured.   Giving out policy and not following it through, or not having repercussions is rewarding bad behavior. The best apology is actually change the behavior. That is what best apology is. Similarly, remedial action has to be avoided, and those who could persist with this behavior have to be taken to task. That is the only way.   I'm a huge fan of Dr. Julie Silver from Harvard Medical School, who is a world leader in gender equity research, very well published in this area. And she always says that if you can't measure it, you can't see it. And it's so important to measure these things. Because number one, as Dr. Khosa said, it gives a baseline for improvement. But number two, it really opens people's eyes to say, hey, we do have a problem. I think if you are trying to go to leadership and convince people that we need to implement some changes, we really need to be bringing some data with you. You can't just say, oh, we have a gender equity problem, because everybody knows it.   You need to say, this is our percentage of women who are in leadership positions. This is what's changed over time. This is what hasn't. And here's what we propose to do to fix it. And here's how we're going to measure our success. So you really need that data as a starting point, and as a measuring stick to see how well your interventions are working.   Well, I think that's a wonderful summation. So Dr. Khosa, Dr. Marshall, thank you so much for joining me on the podcast today.   Thank you so much, and god bless. Have a nice day.   Thanks so much for inviting us.   Until next time, thank all of our listeners for listening to this JCO Oncology Practice podcast. If you enjoyed what you heard today, don't forget to give us a rating or a review on Apple podcasts, or wherever you listen. While you're there, be sure to subscribe, so you never miss an episode. JCOOP podcasts are just one of ASCO's as many podcast programs. You can find all recordings at podcast.asco.org. The full text of the paper is available online at ascopubs.org, backslash journal, backslash jcoop, posted February 2020. This is Dr. Nate Pennell for the JCO Oncology Practice signing off.

In honor of Easter and Passover, we're covering Christmas and Hanukkah songs that are on the more traditional, religious side. "Joy to the World" performed by Nat King Cole bring nostalgic joy, while "Mi Yimalel Too!" by Julie Silver may sound like a sequel, but is more akin to a retelling. Our ranking music this week is "Chad Gadya" performed by Jack Black.

Dr. Julie Silver has been an integral part of developing the new Spaulding Research Institute from conception to launch. Her research and clinical work have focused on improving gaps in the delivery of healthcare services, particularly cancer rehabilitation. She has published many scientific reports and is well-known for her ground-breaking work on “impairment-driven cancer rehabilitation.” She is the co-founder and co-director of the Cancer Rehabilitation Group for the American Congress of Rehabilitation Medicine, a research-focused interdisciplinary professional society. As a healthcare leader, Dr. Silver also is committed to supporting the healthcare workforce, and she is a researcher and nationally recognized expert on inclusion, diversity and equity. She has published multiple reports on bibliometrics—educating researchers about both conventional and alternative metrics—aimed at supporting both research dissemination and faculty promotion. Her work has been featured in several major print and broadcast media throughout the United States. In Part 2 of this presentation on the topic of “How to Lead High Impact Strategic Initiatives in Health Care,” Dr. Silver specifies that you need to tell a compelling story and every story needs a story board. She tells faculty members, here is your story and here are the parts that are missing. She recognized that medical societies had to do more to equitably support our faculties so that we could be promoted and compensated better. She was able to show that women are under-represented in recognition awards. She also looked at elections. For example, one of her studies demonstrated that for 10 medical societies, they had zero leadership positions for women in the past decade. It also is useful to look at micro inequities. Women are not showing up in medical society newsletters, which means that it is not possible to hear about their work. Progress is underway because medical societies all around the U.S. are beginning to pass gender equity resolutions.

Dr. Julie Silver has been an integral part of developing the new Spaulding Research Institute from conception to launch. Her research and clinical work have focused on improving gaps in the delivery of healthcare services, particularly cancer rehabilitation. She has published many scientific reports and is well-known for her ground-breaking work on “impairment-driven cancer rehabilitation.” She is the co-founder and co-director of the Cancer Rehabilitation Group for the American Congress of Rehabilitation Medicine, a research-focused interdisciplinary professional society. As a healthcare leader, Dr. Silver also is committed to supporting the healthcare workforce, and she is a researcher and nationally recognized expert on inclusion, diversity and equity. She has published multiple reports on bibliometrics—educating researchers about both conventional and alternative metrics—aimed at supporting both research dissemination and faculty promotion. Her work has been featured in several major print and broadcast media throughout the United States. In Part 1 of this presentation, Dr. Silver addresses the topic of “How to Lead High Impact Strategic Initiatives in Health Care” from the perspective of the traditional three hats worn in academic medicine: medical education, clinician, and researcher. When dealing with patients who had polio, she came to the realization that someone had to record their stories regarding what happened to them, which led to her creating an oral history project. When it comes to innovation, it is not enough to have a great idea, but to have a strategy around it, which means the necessity of developing an innovation engine that takes a great idea to enable others to understand it.Tipping points really matter and are the hardest part by being able to define what really makes a difference. Another key essential is to leverage your network. When you want to have divergent change, it helps to have a bridging network and to be able to leverage different groups to bring about big change.

Dr. Julie Silver discusses the main takeaways from her paper on understanding and addressing gender equity for women in neurology.

In the first segment, Dr. Stacey Clardy talks with Dr. Julie Silver about her paper on understanding and addressing gender equity for women in neurology. In the second part of the podcast, Dr. Gordon Smith focuses his discussion with Dr. Steve Pearson on an update on drug pricing. Their previous discussion on drug pricing was featured in two parts on January 8th and January 15th, 2019. Disclosures can be found at Neurology.org. CME Opportunity: Listen to this week’s Neurology Podcast and earn 0.5 AMA PRA Category 1 CME Credits™ by answering the multiple-choice questions in the online Podcast quiz.

In today's podcast I talk to Nutritional Therapist, Julie Silver all about the topic of food being medicine. We talk about the common mistakes she commonly sees people make with their diets. The key symptoms a listener should watch out for that may indicate their diet needs to be reviewed and what foods you should eat for what!

We love entrepreneurs who carefully craft their brand story and create visual components to inspire. Julie Silver, founder and president of Michigan Associates of Acupuncture and Integrative Medicine, is a great example of this. She's our guest on this week's Make Meaning podcast, sharing stories about how her brand evolved over time, how she dared to make a career pivot to follow her heart and soul, and how she has built a thriving, connected team.

This podcast shares the habits and practices of peak performers and top leaders, from many walks of life; physicians, senior executives, entrepreneurs, and academics. And from every season, from the seasoned and sage to those emerging leaders and rising rock stars. All who are blazing trails and shining a light for others. In this episode, Harvard Medical School physician leader Dr. Julie Silver shares her research and advocacy on gender equity in medicine, her work to amplify women physicians and underrepresented minorities in healthcare, and her passion for equipping, mentoring, and sponsoring leaders.  Download and share the #BeEthical white paper at www.sheleadshealthcare.com.

October is breast cancer awareness month, so we're shining the spotlight on breast cancer survivors as well as women who are on the forefront of providing medical care to women fighting the disease. There was a time when Dr. Julie Silver faced a health crisis of her own. Diagnosed with breast cancer in her 30's with 3 small children at home, she found herself on the other side of medicine, as patient, not physician. Her story from surgery through radiation, chemo, and recovery is not unlike any other woman's brave battle with the disease, except for one thing: this woman specializes in rehabilitation and when she heard the words:  "you're okay now, go ahead and live your life"  she was overwhelmed.  Exhausted and depleted from fighting breast cancer, this exceptional woman recognized that she needed to use her knowledge as a respected authority in the field of Physical Medicine and Rehabilitation to blaze a trail that would improve care and outcomes not just for breast cancer survivors, but for people recovering from all kinds of cancers.  Now the Associate Professor & Associate Chair in the Department of Physical Medicine & Rehabilitation at Harvard Medical School, Dr. Julie Silver is the author of multiple books, including Before & After Cancer Treatment.  #storybehindhersuccess    #16LifeLessons   #mydoveproductions   @MAHealthHosp    #ThinkPink   #WallsDoTalk  #QuoteHer  

What does faith demand of us? What can we gain from meeting those demands? What has gone so wrong and how can faith help us find a solution in the conflicting narrative about refugees, Muslims, and immigrants in general? Meet Faith Forward Dallas, an interfaith coalition in Dallas, Texas providing a model to the world of how we can practice our faith and be stronger together. Guests on this episode: Rabbi Nancy Kasten, Imam Omar Suleiman, Rev. Michael Waters, Linda Abramson Evans, Rev. Andy Stoker, Sedrick N'twali EPISODE SOURCE CREDITS: Special thanks to Julie Silver for use of her song 'Sanctuary' Short Film 'An Imam, a Pastor, and a Dream' produced by Yaqeen Institute for Islamic Research Partial interview of SMU engineering graduate Osama al Olabi, whose Syrian parents were detained at DFW Airport and sparked demonstrations in January 2017, obtained from NBC DFW Facebook live video post and included under fair use laws. SPONSORSHIP: Funding for this podcast is provided by Southern Methodist University's Embrey Human Rights Program via their Community Outreach Fellowship. Their website is: http://smu.edu/humanrights/ MEDIA INQUIRIES: For media inquiries, please contact tiffany@hrtsmedia.com. HOST: This podcast is hosted by Human Rights Media at: www.hrtsmedia.com and can be found on iTunes, Stitcher, and TuneIn as well as on most podcast aggregators. New episodes are released monthly through May 2018. Many thanks to the dedicated staff who work tirelessly to help produce this series and make it possible. And for each refugee and expert guest, thank you for your honesty and vulnerability to bring your stories and reliable data to the public. CREDITS: Tiffany Jelke, Producer & Host • SMU Community Outreach Fellow • Michelle Lara, Production Assistant Jen Peacock, Sound editing on Episode 7 Allison Plake, Audio Production Intern Kade Peacock, Sound Technician Dr. Bradley Klein, Associate Director of SMU's Embrey Human Rights Program, is the mentor on this project

We get back into some Hanukkah music just in time for Passover, covering two modern takes on a traditional song - "Ma'oz Tsur/Rock of Ages" by folk musician Julie Silver and "Ma'oz Tzur" by bossa nova band Nossa Bossa Nova.

Can you prepare yourself for cancer treatment? Julie Silver, MD, joins guest host Linda House on this episode to explore a new concept called cancer pre-habilitation. Dr. Silver is a founder of the STAR Program (Survivorship Training and Rehabilitation) and an associate professor at Harvard Medical School in the Department of Physical Medicine and Rehabilitation. She is also a breast cancer survivor.

Host: Maurice Pickard, MD Recent data from the American Cancer Society documents over 14 million survivors of cancer living in the US at the present time. For these individuals, cancer rehabiliation is a critically important service that improves quality of life and, by extension, decreases morbidity and mortality rates. However, while cancer rehabilitation is mandated to be available to all cancer survivors throughout the US, not everyone has access to this care. How are healthcare systems addressing this disparity? Joining host Dr. Maurice Pickard to discuss this issue is Dr. Julie Silver, Associate Professor of Physical Medicine and Rehabilitation at Harvard Medical School and co-founder of Oncology Rehab Partners.

With care from the time of your cancer diagnosis to the beginning of your acute treatment, prehab helps you prepare mentally, physically and emotionally.Cancer Prehabilitation is a process of continuous care from your cancer diagnosis to the beginning of your acute treatment.When you're newly diagnosed, you're usually going to look for second or third opinions. You're emotionally and physically stressed, possibly in pain and looking for a transition into chemo and surgery.Prehab interventions, given between the time of cancer diagnosis and the beginning of treatment, improve patients' health and stamina.For example, prehab can help address emotional distress and provide exercises to help certain problem areas that could be affected due to surgery or chemotherapy.How can survivors and their doctors find out more about the STAR Program prehab and rehab?Rehabilitation physician and an associate professor at Harvard Medical School, Dr. Julie Silver, shares what cancer prehabilitation is and how it can help you before, throughout and after treatment.

With care from the time of your cancer diagnosis to the beginning of your acute treatment, prehab helps you prepare mentally, physically and emotionally.Cancer Prehabilitation is a process of continuous care from your cancer diagnosis to the beginning of your acute treatment.When you're newly diagnosed, you're usually going to look for second or third opinions. You're emotionally and physically stressed, possibly in pain and looking for a transition into chemo and surgery.Prehab interventions, given between the time of cancer diagnosis and the beginning of treatment, improve patients' health and stamina.For example, prehab can help address emotional distress and provide exercises to help certain problem areas that could be affected due to surgery or chemotherapy.How can survivors and their doctors find out more about the STAR Program prehab and rehab?Rehabilitation physician and an associate professor at Harvard Medical School, Dr. Julie Silver, shares what cancer prehabilitation is and how it can help you before, throughout and after treatment.

In a first-of-its-kind collaboration, Chicken Soup for the Soul Health and top doctors at Harvard Medical School have combined the healing and therapeutic power of storytelling with practical medical advice in a new series of books. In Chicken Soup for the Soul: Hope & Healing for Your Breast Cancer Journey. Dr. Julie Silver, an award-winning writer and top expert in healing as well as a breast cancer survivor herself, provides readers with inspiration, hope, and truly useful advice for their entire breast cancer journey, from diagnosis and beyond, using stories from her clinical practice, and from her own experience.   Call 347.327.9995 on Tuesday October 30th from 10-11 A.M. U.S. CT to listen to Dr. Sliver sharing the healing power of stories, as the medical community is increasingly adding journaling, narrative writing, and other forms of storytelling to therapeutic regimens.  

In a first-of-its-kind collaboration, Chicken Soup for the Soul Health and top doctors at Harvard Medical School have combined the healing and therapeutic power of storytelling with practical medical advice in a new series of books. In Chicken Soup for the Soul: Hope & Healing for Your Breast Cancer Journey. Dr. Julie Silver, an award-winning writer and top expert in healing as well as a breast cancer survivor herself, provides readers with inspiration, hope, and truly useful advice for their entire breast cancer journey, from diagnosis and beyond, using stories from her clinical practice, and from her own experience.   Call 347.327.9995 on Tuesday October 30th from 10-11 A.M. U.S. CT to listen to Dr. Sliver sharing the healing power of stories, as the medical community is increasingly adding journaling, narrative writing, and other forms of storytelling to therapeutic regimens.

Back pain is a common health issue, but one that most will endure rather than treat. On this program, Dr. Julie Silver discussed treating back pain.

Our guest, Julie Silver is a doctor at Harvard, mom, cancer survivor and author of You Can Heal Yourself: A Guide to Physical and Emotional Recovery After Injury or Illness. Dr. Silver shares her own experience of “knowing something was wrong,” despite 2 physicians reassuring her that “everything was fine.” Eventually she was diagnosed with […] The post Hope, Healing and WellBeing – You Can Heal Your Life with Julie Silver, MD appeared first on WebTalkRadio.net.