Looking for a new physician opportunity? Here’s 9 tips to ensure you’re bringing your A-game. Physician Recruitment season is in full swing, and indications of dramatically higher turnover rates among
Dana Corriel MD weighs in on the factors involved in determining compensation for speaking gigs. It isn’t always a cookie-cutter formula. Read the original article here: https://doctorsonsocialmedia.com/how-much-should-i-be-paid-for-my-speaking Someone in
Many businesses are desperately seeking good employees right now. Yours may be one of them. But even if you’re not feeling the impact of the talent shortage yet, there’s a
Have an idea for a blog article regarding physician leadership? We would love to hear from you! Feel free to send your ideas to me at kurt@plc-network.com
If you are interested in physician entrepreneurship or a non-clinical side gig, what got you here won’t get you there. In other words, while your clinical mindset, skills and familiarity with the problems plaguing the sick care system of systems are familiar, the entrepreneurial mindset and route to getting an idea to a patient is different.
Surthriving in the brave new world of sickcare requires not just a new playbook, but players with new skill sets to execute the plans. Knowledge technicians are as obsolete as an NFL team with a running game but without a passing and special teams plan. Unfortunately, HR managers are getting it wrong. The biggest risk to future success and becoming a disruptor is a company’s existing business model, culture, and bureaucracy.
This column is about how to lead change. I am starting with a story on traffic roundabouts. They are a great example of leading change due to people’s initial reaction to them.
The newly formed collaboration between Physician Leadership Career Network and Brown University is designed to make a world-class Ivy League master’s degree available to members and associates of the
PLC-Network — at a discount not available to others in the healthcare industry.
I had the chance to join Dr. Elsie Koh on her Sunday morning podcast as a follow up to an article we wrote for Medscape last month. https://www.medscape.com/viewarticle/956506
You might have heard someone say words to the effect that a person who refused to get vaccinated and then got sick with Covid should receive a lower level of care in the hospital. I will tell you why that will never happen.
With COVID-19, everything gets amplified 10-fold.
It’s easy to see why many feel like they’ve lost their passion and even forget why they became physicians in the first place. The sad truth is that it may drive some to leave clinical practice, or worse.
What can you do to regain that feeling of being excited to get up in the morning? How can you regain control of the career you worked so hard to acquire?
A person reached out to me sometime back about a potential job change. A company had called him to recruit him. It is always exciting to know a company feels highly enough about us to reach out. The conversation made me think about how employees approach new job offers. Are they excited about moving on to a great opportunity? Or are they mostly relieved to be escaping bad circumstances? And what role has the current company played in bringing them to this decision?
You may have heard the phrase “If you want something done right, you have to do it yourself.” Hopefully, as a leader, you don’t find yourself saying this very often.
Have you ever noticed that when things don’t go well, there’s always a meeting afterward? It’s typical for companies to do a deep dive, analyzing step by step what went wrong and how to fix it. We spend a lot of time, energy, and heartache focusing on what goes wrong.
There is nothing wrong with this: troubleshooting problems, creating solutions, and infusing them into your processes and procedures is critical to helping your business get better and better. However, it’s only one side of the story.
I’ve been fortunate to meet and work with all kinds of people over the years: entrepreneurs, leaders and employees in companies of all different sizes and industries, elected officials and citizens in cities and towns across the country. And since I love to learn, I’ve paid attention to what separates people who regularly meet their goals from people who don’t.
This week I received a note from someone who just was selected to a leadership position and wanted to create a great culture at his new stop.
So I sent the first tip I always give to new leaders.
Ask your employees questions. Conduct a survey.
A person reached out to me sometime back about a potential job change. A company had called him to recruit him. It is always exciting to know a company feels highly enough about us to reach out. The conversation made me think about how employees approach new job offers. Are they excited about moving on to a great opportunity? Or are they mostly relieved to be escaping bad circumstances? And what role has the current company played in bringing them to this decision?
It’s difficult for potential employers to pull the trigger on someone for a leadership role without a history or track record of success. With that in mind, you have to demonstrate to them you have the drive and passion that’s helped you prepare and execute a plan to get you the experience and skill sets needed to be successful in a leadership role.
Physician leaders being recruited into new leadership positions go through a long and detailed process, allowing the organization to evaluate, pontificate, and eliminate… whittling down their candidate pool to their top finalists. At this point, all the candidates who remain standing are qualified and considered strong potentials for the position, right? What motivates them to select one over the others? Often, it may come down to personality, “fit”, chemistry or some other intangible. What we are laying out for you is a way to give the search committee and C-Suite something tangible to base their decision on. You are going to present to them, the thing they wish they had… a crystal ball. It’s called the “Vision Statement.”
My last article was to help organization’s look at a new process to help them evaluate their top three finalists. This time, let’s look at it from the candidate’s point of view. How do you as a candidate create your best chance of getting into the top 3 finalists?
