Leadership talent is hard to come by, and that’s especially true in the healthcare space. In order to meet organizational demands, talent managers are turning to these leadership development trends to grow candidates from within.
Eighty-three percent of organizations recognize their need to develop leaders, but only 5 percent have implemented a holistic plan to do so. Amazingly, 25 percent of companies have no succession plan in place for more than 90 percent of their critical leaders. And healthcare leadership is no exception. In fact, for healthcare organizations, it’s worse. Staffing shortages and shifting expectations have made the problem all the harder to address. The call-to-action is clear: Develop a pipeline of new healthcare leaders or prepare for a serious dearth of qualified leadership in the healthcare industry. What will the healthcare industry look like if the current leadership fails to heed this call?
In healthcare facilities, employee and patient safety relies heavily on the department of environmental services. Hiring well for these jobs begins by accurately representing the job and its associated duties during the hiring process, while emphasizing the integral role these employees play in creating a safe healthcare workplace for all. Learn more.
Even though there are more than 4 million active nurses in the U.S., healthcare organizations are challenged to fill nurse leadership roles. Nurses need a way to gain the higher levels of education and training required to assume these more demanding leadership positions. Beth Israel Deaconess Medical Center has risen to that challenge. Find out what your organization could do, too.
In 1902, Susan B. Anthony suggested that a “day will come when nurses will be university prepared.” As evidenced by this quote, the debate over the educational preparation of RNs has raged on for over a century. Despite Anthony’s prediction, according to the U.S. Department of Health and Human Services — only about 50 percent of the nation’s 2.8
Why aren’t we getting advice and hearing about millennials from actual millennials? I’m not a speaker by trade, but this is the exact reason I started doing speaking engagements. I get requested for thought leadership forums, interviews, and presentations on the topic of multiple generations in the workplace because I fill this gap — I am a millennial in the workplace.
I believe the only way to address a challenge at work or in life, is to learn everything about the problem, as well as the potential solutions at hand. It takes effort, determination, and commitment to move from a place of stagnation into a position of a continuous learner actively engaged in creating solutions. But while this work shouldn’t be underestimated, often I find that, when it comes down to it, we are only hindered by our own ability to change personal and team habits.
Building a Patient-Centered Workforce™, made of highly-engaged people and teams who endeavor to provide patient-centered care, is crucial to your organization’s success. When patient satisfaction is tied to revenue, your employees’ clinical and behavioral competencies can significantly impact your bottom line.
A structured, proactive approach to leadership development in healthcare is an essential hallmark of many organizations across the care continuum. However, many healthcare organizations don’t have a defined process for identifying potential leaders and preparing them to succeed in their new role.
Introverts often get a bad rap in the workplace, especially when it comes to positions of leadership. Whether you agree with this take or not, it’s a fact supported by data — research shows that 65% of executives believe introversion to be a barrier to leadership.