Leadership

Leaders can come from a variety of backgrounds in healthcare. They may have financial, business or medical backgrounds. Because of this, cultivating leaders in healthcare has unique challenges. For example, those with skills drawn from the medical world have an intimate understanding of the tasks their medical staff members need to complete, but they may not have the management skills required to succeed in leadership positions.

The 45th National Association for Health Care Recruitment (NAHCR) Conference took place in Philadelphia, Pennsylvania this past week. By practicing self-discovery, healthcare recruiters can become better leaders in the workplace. In the increasingly competitive healthcare hiring environment, recruiters are challenged with distinguishing their employer brand in order to tackle the industry’s biggest issues such as the ongoing talent shortages and passive talent pools. 

Providing feedback is a crucial step in the healthcare environment. Mistakes can have high costs, so it’s essential to address potentially problematic behaviors before they become an issue. But what are some ways to provide actionable feedback to staff without trampling on morale?

As the healthcare sector witnesses unprecedented organizational changes, fostering leadership potential in physicians is crucial. Studies have shown that physician leadership has positive effects on both organizational outcomes and patient care. There’s no question that physician leadership marks a change for the better in healthcare organizations, but achieving that change can be difficult.

So how can HR teams in healthcare organizations integrate physicians into leadership roles?

All business sectors have to adapt to survive in today’s consumer-driven culture, and that includes healthcare. Traditional physician-owned-and-operated practices are diminishing. Research by the American Medical Association notes that in 2018, there were fewer physician owners than physicians employed by larger healthcare networks.

For 15 years, the National Diversity Council (NDC) has been a resource and an advocate for the value of diversity and inclusion (D&I). NDC’s efforts include its annual diversity and leadership conference, but this year, the healthcare industry will also receive its very own diversity conference focusing on the issues unique to healthcare organizations.

Despite the old adage “curiosity killed the cat,” curiosity has proven to be one of the most important qualities for an employee in the workplace. In fact, according to a recent study in the Harvard Business Review, curious people were credited with bringing new ideas into teams and organizations and viewed curiosity as a catalyst for job satisfaction, motivation, innovation, and high performance. 

The competition for top healthcare talent remains fierce. Healthcare organizations see an average turnover of about 30 percent in employees’ first year, according to the HealthcareSource Blog. Twenty percent of healthcare staff report feeling ambivalent or disengaged.

Mentoring is key to the development of healthcare professionals and can play an important role in advancing the quality of care in the United States.

Workplace appreciation is inarguably one of the most important drivers of a positive and engaging work environment. All of us thrive in an atmosphere where appreciation is well regarded. In fact, experts say the lack of recognition is the key reason why employees quit their jobs. Not only does the lack of appreciation affect job satisfaction and staff retention, but it also impacts the organization’s bottom line.