In this episode of the MGMA Insights Podcast, host and senior editor Daniel Williams sits down with Bob Bush, a seasoned healthcare executive and MGMA leader, to explore one of the most overlooked — and perhaps most critical — aspects of medical practice management: succession planning.

Drawing from decades of experience, Bob shares practical strategies for identifying future leaders, avoiding operational disruption, and building a sustainable organization. The conversation also touches on leadership development tools, lessons learned from real-world failures, and how proactive planning can prevent chaos when key team members leave.

Whether you're leading a large medical group or a smaller outpatient practice, this episode offers actionable insights to help you future-proof your organization.

Key Takeaways

[05:10] Getting to know Bob Bush

Bob shares highlights from his healthcare leadership career, including his role as CEO of a large physician group
Reflections on MGMA involvement, career growth, and lessons learned across leadership roles

[05:55] Why succession planning is NOT optional

Waiting until a crisis hits (retirement, illness, sudden departure) can paralyze operations
Succession planning should start on day one, not during an emergency

[06:27] Succession planning goes beyond leadership roles

Critical roles include HR, payroll, IT, and front desk staff
Every “mission-critical” position needs a backup plan

[09:03] Lessons from failure: what happens without a plan

Real-world example: a physician-led practice collapses operationally when the leader is suddenly absent
No shared access, no cross-training, no backup = total shutdown

[12:32] The retirement reality check for leaders

Retirement is a 5-year transition process, not a switch you flip
Leaders must plan for purpose, identity, and daily structure post-career

[15:35] Practical tools for succession planning (visit the video version of this interview on YouTube to view Bob's screenshares)

Build a simple spreadsheet tracking:
- Key roles
- Potential successors
- Risk level of departure

[19:46] Identifying future leaders within your organization

Use structured tools like the 9-box talent grid
Focus development efforts on high-potential, high-performing employees

[23:55] From recruiter to practice leader

A pivotal career moment led Bob from physician recruiting into practice management
Early mentorship sparked his long-term involvement with MGMA

[26:10] Why MGMA certification and continuing education matter

Demonstrates commitment to the profession, similar to physician board certification
Requires ongoing continuing education to stay current
Bob shares his role in helping develop certification exam questions and shaping industry standards

[00:33:18] The human side of leadership transitions

Loss of daily interaction can lead to isolation
Staying engaged (consulting, volunteering, part-time work) is key to well-being

Resources

MGMA Member Webinar: Is Your Practice Ready for its Next Chapter of Leadership? (on-demand access available through MGMA)
Book Recommendation: The Ruthless Elimination of Hurry by John Mark Comer
Podcast Mentioned: Midlife Chrysalis
MGMA Member Tool: Succession Planning Template

Sponsor:
Capella University helps healthcare professionals earn their MHA on their terms. Their FlexPath MHA program is designed for busy MGMA members who want to advance their leadership skills with a flexible, self‑paced format — often faster and more affordably — without putting their careers on hold. Questions? Visit capella.edu/MHA to learn more.

Succession Planning Done Right, with Bob Bush: Prepare Your Practice Before It’s Too Late