For nearly two decades, I sat in meetings, listened to leadership discussions, and navigated the institutional maze of advocating for funding for physician wellness programs.
I saw the hesitation. The skepticism. The “we don’t have the budget for that” conversations.
And yet, I also saw what worked.
For the past five years, I’ve worked independently, designing high-impact, transformational wellness experiences for physicians. And I’ve helped hospital systems, departments, and organizations across the country fund retreats, coaching, and wellness programs that actually make a difference.
Here’s what I’ve learned: Getting physician wellness funded is possible. It’s happening. And when done well, it’s a win for everyone.
Start by believing it’s possible
Most physicians assume:
- “Leadership will never fund this.”
- “Budgets are tight—there’s no money for wellness.”
- “No one else has done it, so it won’t happen here.”
If you don’t believe funding is possible, you won’t even ask.
I’ve helped institutions secure funding through philanthropy grants, discretionary department funds, leadership development budgets, CME dollars, and even patient care experience initiatives.
If a hospital can spend millions recruiting new physicians after burnout and turnover, it can afford to invest in keeping the physicians it already has well.
Be the example: Engage in wellness first
One of the most effective ways to advocate for wellness funding? Experience it yourself.
I’ve seen time and time again that the physicians who successfully secure funding for wellness programs first participate in them.
When leadership sees real, tangible benefits in an individual—whether it’s better patient interactions, improved leadership, or increased retention—they become more willing to invest in broader initiatives.
It’s not enough to believe wellness matters. You need to embody it and be the poster child for an effective program.
Bring leadership into the experience
Wellness programs gain traction when leadership isn’t just approving them—they’re participating in them.
I always tell department chairs and chiefs: Don’t audit the retreat. Attend it.
When leaders show up as physicians—not just as administrators—their perspective shifts. They understand the impact firsthand and become advocates rather than skeptics.
If you’re advocating for a program, invite a leader to experience it for themselves.
Be crafty and creative
Wellness committees often have limited budgets. Instead of going straight there, think creatively:
- Could this be framed as leadership development?
- Could CME dollars be used?
- Does this align with patient experience or quality improvement initiatives?
- Is there philanthropy or grant funding available?
I worked together with a physician leader to secure a philanthropy grant for a physician wellness retreat. Once funded, demand was so high it sold out in two hours. Proof of concept helped us secure even more funding for a second retreat.
Quality over quantity: Work with someone credible
One reason institutions hesitate to fund wellness? They’ve wasted money before.
They’ve seen the stress balls, the passive PowerPoints, and the one-off resilience talks that didn’t change anything.
That’s why who leads the program matters. In my experience, institutions fund proven, high-impact wellness initiatives led by someone credible, experienced, and respected.
You get what you pay for, and in medicine today, we don’t have time or money to waste on ineffective wellness.
Consider cost-sharing models
Not every initiative will be fully institution-funded. Partial funding models often work well:
- Some departments cover the deposit, while physicians use CME funds for the rest.
- Others use wellness committees for partial funding to lower costs.
I’ve helped multiple programs get off the ground this way. When something is truly valuable, physicians are often willing to invest in themselves—and then institutions take notice.
What makes a wellness program worth funding?
The best wellness programs go beyond just morale boosts. They are:
- Experiential—not just passive information sessions.
- Designed for connection—because isolation fuels burnout.
- Immediately implementable—so physicians leave with real tools that make a difference afterward.
- Supported by leadership—because when decision-makers participate, wellness becomes part of the culture.
Institutions will fund what works. If a program leads to both visible and felt change, they usually pay to continue it.
Start with yourself, and see what’s possible
If you want change, begin with yourself. Step into wellness, experience its impact, and let that transformation be the foundation of your advocacy.
Show up for yourself first. When you do, others will take notice.
Be the physician who models what well-being looks like. Who creates a ripple effect. Who shifts the conversation from “This will never get funded” to “How can we make this happen?”
Jessie Mahoney is a board-certified pediatrician, certified coach, mindfulness and yoga teacher, and the founder of Pause & Presence Coaching & Retreats. After nearly two decades as a physician leader at the Permanente Medical Group/Kaiser, she stepped outside the traditional medical model to reimagine what sustainable well-being in health care could look like. She can also be reached on Facebook and Instagram.
Dr. Mahoney’s work challenges the culture of overwork and self-sacrifice in medicine. She helps physicians and leaders cultivate clarity, intention, and balance—leveraging mindfulness, coaching, yoga, and lifestyle medicine to create deep and lasting change. Her CME retreats offer a transformative space for healing, self-discovery, and renewal.
As co-host of The Mindful Healers Podcast, she brings self-compassion and presence into the conversation around modern medical practice. A sought-after speaker and consultant, she partners with organizations to build more human-centered, sustainable, and inspired medical cultures.
Dr. Mahoney is a graduate of Dartmouth College and the University of California, San Francisco, School of Medicine.
