The Australian term ‘Tall Poppy Syndrome’ (TPS) describes a social phenomenon where people of genuine merit are resented, attacked, excluded, cut down or criticized because of their talents or achievements that elevate them above or distinguish them from their peers. (Wikipedia).

In 2018, a Canadian led study found that 86.3% of successful women experience TPS, with 46% reporting that this is the reason they left their last position and 59.1% in their current position looking for a new job. Research shows that while this is not exclusive to women in the workplace, it is predominantly high achieving women who are targeted to be ‘cut down’. Despite physicians being characteristically high achievers, a literature review found only one article discussing TPS in the context of barriers women physicians face in medical leadership, suggesting this is a significant blind spot in medical culture.

At the individual level, in addition to professional impacts, working in an environment that is not psychologically safe, where high achievers are actively excluded and ostracized leading to a decline in their mental health (anxiety, depression, negative self-talk, development of imposter syndrome).With strategic direction of the Canadian Medical Association to create safe, inclusive workplaces for physicians, it is critical to recognize and address this prevalent threat.

At the team level, having a Tall Poppy on your team oZers a compounding eZect, as Tall Poppies are drivers of innovation and have a strong tendency to elevate others (96.8% responded they are supportive of other women succeeding in the workplace). These benefits are lost entirely if the team witnesses a Tall Poppy being ‘cut down’. This signals the danger of being too ambitious or shining too brightly, breeding an organizational culture of mediocrity, fear and distrust.

The purpose of this talk is to illuminate this blind spot and recognize Tall Poppy Syndrome as a severe human resource issue in healthcare. In addition to implications for recruitment and retention strategies, TPS presents a threat that needs to be recognized and integrated into organization level psychological safety strategies, diversity and inclusion strategies, and leadership development programs.