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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Tag: leadership development
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.
For Physicians – on getting your first leadership gig
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.
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For Physician Leaders – On Being Recruited… cont.
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.”
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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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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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