Ten Guiding Principles for New Leaders
In 1996, I left the role of senior vice president of Holy Cross Hospital in Chicago, IL, for the role of administrator/president of Baptist Hospital, Inc., in Pensacola, FL. At…
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Category: Development
The Power of the Stay Interview
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…
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Introducing a newly formed collaboration with Brown University
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.
Feel like you are living in Groundhog Day? Get your mojo back!
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
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For Physician Leaders – On Being Recruited
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?
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In Hard Times, Communication Will Save You.
In the podcast, Mark explains how TriHealth took a $100 million loss in the first months of the pandemic. During hard times, you expect emotional bank accounts to be depleted, but when you handle things the right way, you can actually strengthen relationships and positively impact the entire organization. In TriHealth’s case, they came back stronger, more aligned, and more cohesive than ever. Now, at about three months into reopening, the system is at about 95 percent of their previous levels of revenue and clinical activity. A huge part of their success lay in how they approached communication.
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Why the Words We Say Matter
Great communication plays a vital role in solving almost every problem in the workplace. How well leaders communicate has everything to do with how well employees engage in their work, how they take feedback, and whether or not they feel a sense of meaning and purpose. This type of communication is incredibly hard. It doesn’t come naturally to most.
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Find What’s Right and Recreate It. (Some Questions That May Help)
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.
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Why we should say, “I don’t know” more often | Quint Studer
We are often hesitant to admit we don’t know something. Rather than saying, “I don’t know,” we often give an answer thinking the boss will think less of us if we don’t know. That fear forces answers that sometimes need more thought or research. The reality is that saying, “I don’t know,” or I need a little time to think it through will make your boss and colleagues respect you even more.
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The One Simple Question That Fixes Your Virtual Management Problems
Working virtually really is a different kind of challenge for most of us. Under these circumstances, as a leader you aren’t able to directly manage employees. Likewise, employees don’t have direct access to you. This can be frustrating for all involved.
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