Editor’s Note: This describes essential information learned by the author over the course of time. It has great value to those early in their careers.
“The Thrill of Victory & the Agony of Defeat”, is a well-known quote from ABC TV’s Wide World of Sports. We all relish victory but it is also useful to consider what the agony of defeat can offer. Historically, as a woman in orthopedics, to allow oneself to be nominated for a high-profile position or to volunteer to be considered for a special role takes courage. It shines a light on your personhood. If you are chosen, it feels gratifying. To not be chosen or elected can feel like rejection and ultimately defeat. The question is, what to do with that feeling? Does it have to lead to “agony”?
Losing out can lead to a feeling of inadequacy or trigger “Imposter Syndrome”. But it can also build you up. Maybe we can’t see the long term so well. Maybe the position being sought wasn’t the best fit. Maybe, it would have kept other opportunities at bay. Another quote comes to mind, “When one door closes, another opens”. The new door can be the pathway to professional enrichment. This may sound trite but looking back on a career with victories and defeats, I would not trade away the down times. They led me forward. I have no regrets.
We start as residents with no autonomy, no authority and often with no one watching over us. It becomes clear to us what could be improved in the training process. But in the early years, it is best to work on developing competency. This was especially true during my residency years when women were new to the profession. My philosophy was to keep my nose to the grindstone and to make no complaints. That “belly burn” experienced from the shortcomings or injustices, however, was not forgotten.
Later, when beginning practice, focusing on being an adept diagnostician and a skillful surgeon was key. This can be very stressful but is also rewarding. Once these areas of growth are progressing in a positive manner, leadership becomes an option. Then, those “belly burning” deficiencies in training or practice management can be addressed from a position of authority.
Leadership can take place in your department, on a state or national level or both. Your unique perspective as a non-white male orthopedist can be valuable to the organizations you choose to become involved with.
For example, the American Board of Orthopedic Surgery has now allowed a second day for Part II Oral Board Examinations to be taken. This allows for “life events” such as childbirth, military commitments and family obligations to occur during the board certification years. The adjustment came about while three women were serving as ABOS directors with one being president. There is now an option for a July or an October oral examination.
Another accommodation made for the benefit of women in orthopedics involves pregnancy associated time off during residency. This is important because 46 weeks of work are required to count as a “quality residency year” to meet requirements for graduation. That leaves six weeks per year to include pregnancy leave, paid time off, vacation, etc. A pregnancy complication can require more than six weeks away from work. The female ABOS Directors understood this issue and brought it to the attention of the entire Board. The ABOS responded favorably and granted a change. The accommodation now allows six weeks away from work per year to be averaged over 5 years. This allows for unexpected life events to be factored in without residents having to sacrifice a year of training.
The personal hardship I experienced while being pregnant during residency strongly motivated me to push for change to benefit those who followed. The above examples demonstrate how diversity can benefit an organization. A variety of different eyes can identify areas of needed change which can benefit all members. I have dedicated my career to orthopedic education and to the training of leaders who will move the profession forward with positive change.