We are now presented with a great opportunity for courageous leadership by making a meaningful commitment to Diversity and Inclusion within the organization. Leadership now more than ever, needs to accelerate creativity and innovation to effectively address the issues of cost, quality, consumer centric care and organizational sustainability. Effective leaders know that many problems are best solved by the frontline staff who are doing the work on a day to day basis.
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In the next decade, cardiovascular disease (CVD) in individuals age 20 and older is projected to rise above 40% with medical costs expected to rise more than $800 billion. One review suggested the astronomical rise was due to “strong and consistent evidence of an independent causal association between depression, social isolation and lack of quality social support and the causes and prognosis of Coronary Heart Diseases (CHD).
Read MorePressed to create a company culture in which each team member is encouraged, supported and motivated to further the company and carry the company brand, leaders often find themselves lost in their leadership, unable to truly lead. Their daily to-do lists read like a coach’s board, a confused mix of virtual moves and notes with no discernible real advancement.
Read MoreHealth care organizations are unique environments comprised of complex systems. This dynamic requires strong, reliable, and collaborative leadership. However, instead of placing leadership that best fits the difficult nature of the role, oftentimes leaders are pulled from the ranks
Read MoreIn today’s fierce healthcare market, organizations are tasked with remaining competitive and disruption-proof. Increased consumer choice, self-management and a growing number of individuals responsible for their own healthcare costs, all lead to a more discriminating consumer. Healthcare consumers are
Read MorePressed to create a company culture in which each team member is encouraged, supported and motivated to further the company and carry the company brand, leaders often find themselves lost in their leadership, unable to truly lead. Their daily to-do lists read like a coach’s board, a confused mix of virtual moves and notes with no discernible real advancement. And in an age of constant disruption coming from rapidly changing digital tools, a lack of time to truly anticipate, envision and lead can spell the difference between success and company failure.
Read MoreEmployees are consumers and talent competition is high. Leaders must support the organization and potential employee by intentionally examining their organizational culture and taking proactive steps to improve every phase of the employee experience cycle.
Read MoreWhile the IoT is not the newest trend, it one with staying power and one that needs to be lead by example since it requires change and agility, two things many in the workforce shy away from.
Read MoreAI may not displace entire industries or career paths., but It will require up-skilling and constant study in order to meet accelerated learning and certification requirements. While some positions will be removed or altered, there will remain the need for leaders to understand and deploy this new technology., altering the way management works in many ways. Exploring
Read MoreAccording to Marcel Schwantes, Inc.com, employees desire more feedback. Reportedly, 62% of employees wish they received more feedback from their colleagues not just their supervisor. Employees who receive feedback beyond the typical annual review, experience 14.9% lower turnover rates, are 60% more engaged and report 27% improvement in work satisfaction after receiving that feedback. In fact 42% of millennials want weekly feedback. So why is feedback from colleagues and managers not meeting expectations?
Read MoreHealthcare systems have increasingly turned to the High Reliability Organization (HRO) model to address the continued occurrence of patient harm and risks to patient safety. Leaders play a crucial role in creating a successful HRO culture, maintaining set standards and employing highly engaged, intrinsically motivated caregivers in order to improve the success rate of the HRO. One way to improve the quality of an HRO is to hire the right leaders. Professional assessment tests play an imperative role in finding the right leader for the right role.
Read MoreWorkplace trends show an alarming move towards aloof management and distanced leadership. The gap between leadership and the workforce may prove to be every Human Resource Officer’s (HRO) nightmare. The Army records two important facets to improving an HRO’s success, encouraging and developing a learning environment and engaging leadership in a collaborative relationship with their workforce.
Read MoreLeadership trends provide guidance, much needed insight and manageable ways to improve a company’s bottom line; however, they can quickly become overwhelming time-sucks. Managing your team and keeping the company culture relevant and engaged competes for your time and company dollars while promising to improve customer relations through loyal branding and employee promotion of that brand profits when engaged employees work more productively and efficiently. However, engagement is not the singular answer.
Read MoreFor the first time in history, five generations are working together, each bringing different leadership styles, varied career development designs, and different communication formats. Within the next two years, it is expected that the youngest two generations will comprise 70% of the workforce. This brings an array of creative and innovative benefits as well as a challenging organizational development opportunity.
Read MoreCreating a business culture that is diversified and inclusive (DI) is so much more than our preceding generation’s concepts of filling quotas and satisfying affirmative action requirements. DI cultures address the needs of previously underrepresented people in the workforce. This includes single parents, veterans, the elderly or very young, women, various ethnicities, the differently-abled, etc.
Read MoreKey future leaders lurk in a variety of roles beyond what most current leaders imagine. Missing these vital company players costs companies in profit and innovation, but identifying such talent can be time consuming and difficult. However studies show future leaders can be identified by searching for four leadership traits.
Read MoreThought leaders are leaders who are trusted, have noted opinions and are known go-to authorities in their field. They move and inspire through innovation which becomes reality. Perhaps most importantly they can replicate their success by motivating others to do the same. Some thought leaders accomplish this through the creation of a step-by-step process which they eagerly share or teach.
Read MoreThe majority of American managers are in the wrong role, placed there based on seniority, a reward-based system, or favoritism/company politics. This fails to take into consideration what makes someone great at what they do currently, might not make them a great manager, which requires an entirely different set of skills. The skill set needed to be a great marketer or salesman or innovator or friend is not the same as those needed to lead other people well.
Read MoreMost companies agree, engaged employees profit their bottom line, increase production and motivate those around them, they are one of the more likely employees to experience burnout and leave. High engagement is linked to stress and may not be entirely beneficial as noted by Yale researchers. 20% of the exhausted-engaged employees polled reported high engagement and high burnout ( https://osf.io/h6qnf/ and http://ei.yale.edu/what-we- do/emotion-revolution- workplace/) Due to this elevated burnout and stress, companies may experience higher, costly turnover rates.
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