The Use of Organ Cultures to Study Vessel Wall Pathobiology

Organ culture of the vessel wall is an useful in vitro method to study vascular cell biology. The intact vessel allows for the study of cell-cell and cell-substratum interactions including the structure and function of the vessel wall matrix. Long term organ cultures of porcine aorta show that neointimal formation is due primarily to cell proliferation of pre-existing intimal smooth muscle cells. Neointimal formation in these cultures is more pronounced in the presence of an endothelium that is turning over. In endothelial wound repair studies, the endothelium of the organ culture shows some important differences when compared to tissue culture studies in monolayer culture. Thus, vascular organ cultures can be successfully used to study vessel wall biology in health and disease

The Role of the Cytoskeleton in Endothelial Repair

The injured endothelium undergoes rapid repair of areas of cell desquamation in order to maintain the structural integrity of the endothelial surface. Endothelial repair involves a series of processes which include endothelial cell spreading, translocation, and proliferation. These processes are well defined events which occur sequentially in time. Spreading and translocation are mediated by the cell cytoskeleton - F-actin microfilaments and microtubules and associated centrosomes. The regulation of these processes is complex and is likely due to soluble factors present at the site of injury which are released from activated endothelial cells, platelets, the subendothelial substratum, activated serum factors, and hemodynamic shear stress. Cell replication occurs in order to replace lost cells and maintain the appropriate cell density of the endothelial surface. The factors which regulate endothelial cell proliferation are currently under study

Career Transitions: Reflections of Former Chairs and Academic Health Center Leaders

The 2022 Association of Pathology Chairs Annual Meeting included a live discussion session and a pre-meeting recorded panel webinar sponsored by the Senior Fellows Group (former chairs of academic departments of pathology who have remained active in the Association of Pathology Chairs). The presentation was focused on transition planning for academic health center leaders. Each of the discussion group panelists had served as a pathology department chair as well as in more senior leadership positions, and they provided perspectives based upon their personal experiences. It was noted that such positions are often at will appointments of indeterminate length and that those above department chair generally carry greater risks and less stability. Becoming addicted to a leadership position was not considered beneficial to the individual or to the institution served and makes transitioning more difficult. Ongoing organizational succession planning was deemed helpful to mitigate such addiction and facilitate personal transition planning. Modes of transitioning discussed included those planned (e.g., voluntary retirement, resignation, administrative advancement) and unplanned (e.g., being fired ; unexpected personal, health, or family issues). Unplanned transitions were felt to be more difficult, while anticipating when it is time to go and planning for it provided greater personal fulfillment after transition. Many career options were identified after serving in a leadership position, including a return to teaching, research, and/or clinical service; writing; mentoring; becoming more active in professional organizations and boards; philanthropic work; and reinventing oneself by moving to another career entirely

Academic Mentorship Builds a Pathology Community

Since academic mentorship focuses on developing and supporting the next generation of pathologists as well as the existing faculty, it plays a vital role in creating a successful academic pathology department whose faculty deliver quality teaching, research, and clinical care. The central feature is the mentor–mentee relationship which is built on mutual respect, transparency, and a genuine interest from the mentor in the success of the mentee. This relationship is a platform for career development, academic guidance, informed professional choices, and problem solving. Departments of pathology must embrace a culture of effective mentorship so that trainees and faculty members are well mentored. Mentorship should become an academic activity that is valued and rewarded. Departments should create and support formal educational programs that train mentors in mentorship. Effective models of formal mentorship need to be created and evaluated in order to strengthen academic pathology. A successful mentorship culture will provide for a sustainable community of academic pathologists that transmits their best practices to the next generation