Our SSA training and development program is structured to build specific, high-impact competencies essential for success in a rapidly evolving healthcare ecosystem. The program is strategically designed around four core pillars that reflect the unique capabilities of the SSA role: (1) Ecosystem navigators’ strategic approach—equipping SSAs with the skills to understand and navigate the complex healthcare landscape with a 360° vision. (2) Strategic and influential partnership—empowering SSAs to build impactful, long-term relationships with stakeholders. (3) Medical leadership—fostering scientific authority and leadership in cross-functional and multidisciplinary contexts. (4) Excellence in execution—ensuring SSAs can implement strategic plans with precision and measurable impact. Through initial competency assessments, targeted training, and ongoing development, our program ensures that SSAs are equipped not only to meet but to drive transformation in the healthcare ecosystem.

7.1 Initial SSA Calibration

The training process for SSAs begins with an initial calibration, a crucial step in understanding the starting point of each individual’s profile and identifying existing competencies and areas for development. Various assessment tools are employed during this phase, including psychometric evaluations, knowledge tests, business case evaluations, and face-to-face dynamics. These tests were designed to evaluate both technical and behavioral competencies, providing insights into the SSA’s ability to handle challenges, solve problems, and adapt to the environment. Competencies are monitored through a two-tier evaluation: the “capacity” level assesses theoretical understanding, while the “reality” level evaluates real-world implementation and outcomes. Feedback sessions and interviews refine this understanding, ensuring a comprehensive picture of each SSA’s skills and potential. This initial calibration forms the foundation for a personalized development plan.

7.2 Personalized Development Plan

The personalized development plan forms the cornerstone of ongoing SSA capability building. Each plan is tailored based on the calibration phase, with regular re-assessment and targeted upskilling activities to monitor progress and ensure alignment with expectations. Although SSAs are equipped with a standardized methodology for engaging external stakeholders, the training also emphasizes fostering creativity and innovation. A focus is placed on developing the SSA’s ability to collaborate, influence, and lead transversally, even in non-hierarchical scenarios. The program is carefully designed to address each of the four core competencies for capacity building (Fig. 3).

Fig. 3

The four core competencies of the Strategic Scientific Advisor (SSA) training program

7.2.1 Ecosystem Navigators’ Strategic Approach

SSAs are trained to navigate the intricate healthcare landscape by developing a 360° understanding of regulatory pathways, patient journeys, and resource allocation processes. This capability enables them to anticipate and adapt to ecosystem changes, translating insights into actionable plans that enhance both clinical and business outcomes. SSAs also learn to integrate strategic foresight with execution, positioning assets to align with unmet needs and stakeholder expectations.

7.2.2 Strategic and Influential Partnership

The SSA role requires mastering the art of influence without formal authority. Training modules focus on building long-term relationships with KEEs, HCPs, and other stakeholders. Through strategic communication and networking exercises, SSAs develop skills to foster trust, build mutual benefit, and drive innovation. Effective communication techniques are emphasized, enabling SSAs to adapt their approach based on individual stakeholder preferences and goals.

7.2.3 Medical Leadership

SSAs are positioned as leaders in scientific expertise and cross-functional collaboration. Training in this domain covers mastery of therapeutic areas, clinical trial methodologies, and healthcare processes, equipping SSAs to guide evidence-based decision-making. Leadership modules focus on facilitating impactful multidisciplinary meetings, aligning internal and external priorities, and spearheading initiatives that improve patient outcomes. Continuous learning is also a core component, fostering self-driven development in response to emerging healthcare trends.

7.2.4 Excellence in Execution

Excellence in execution ensures that SSAs deliver measurable outcomes aligned with strategic goals. Training emphasizes project management, digital tool utilization, and omnichannel engagement techniques. SSAs are taught to identify actionable critical points in clinical and operational processes and design patient-centric solutions that drive innovation. By prioritizing meticulous planning and leveraging diverse communication channels, SSAs ensure that their initiatives result in tangible improvements in clinical practices.

7.3 Training Programs for SSA Managers

For SSA managers (SSAMs), the training process incorporates additional modules, such as coaching for managers, to ensure they are equipped to guide and support their teams effectively. The training program is based on advanced techniques like the GROW model for coaching [15], including strategies such as high-value conversations, delegation, performance monitoring, and providing corrective feedback. SSAMs are also trained to conduct competency evaluations of their teams, ensuring they can assess each SSA’s strengths and areas for improvement and create personalized development plans accordingly.