Qualities of a moral leader

https://www.linkedin.com/learning/on-becoming-a-moral-leader/qualities-of-a-moral-leader

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Qualities of a moral leader

– Moral leaders approach the world from the perspective of those who have been left out, the vulnerable, the poor. (upbeat music) This is a moment in history where all of us need to practice the attributes and develop the skills of moral leadership. The two that may be the most important are persistence and grit because you have to fight a status quo which is, which is held in place by bureaucracy, corruption, and complacency, and a belief in yourself, a sense of faith that you can make a difference even though the problems might seem overwhelming.

We’re living in a time in the United States and across the world of great division, fear of one another, and these are times when it becomes easy for demagogues to arise and to prey on our fears which are really the broken parts of ourselves, our insecurities, and we’ve seen over and over in history how that can often lead us to make bad decisions and sometimes even do terrible things.This is why this is the moment for moral leadership and to look for those ways that unite us and that transcend left and right, and race and religion and ethnicity, and what we’re learning into this interconnected world is there is so much more that does unite us than that divides us.

Healthcare’s Lipstick on a Goldfish

Healthcare’s Lipstick on a Goldfish

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Had I titled this post ‘Lipstick on a Pig,’ you may have skipped it thinking it was a bit too much Sarah Palin and not enough healthcare.  Hence, ‘Lipstick on a goldfish.’  Besides, I found it amusing wondering how one gets a goldfish to stay still long enough to apply the lipstick.

Sticking with the pig theme, Winston Churchill, Mr. Prime Minister to those of us who had a less formal relationship with the man—those who were decades away from the zygote phase of our lives, stated, ‘I am fond of pigs.  Dogs look up to us.  Cats look down at us.  Pigs treat us as equals.”

Knowing that, I dedicate myself each day to be a better pig (or fish).  Having realized that dedicating myself once a day was not yielding the results for which I aspired, I commenced to rededicating myself twice a day.  Having rededicated myself twice a day, I wrestled the pig to the ground and schmeared on Katy Kat Pearl Lipstick.

Anyway.

For more than a decade I have been running on a trail along a river.  During that same decade, weather permitting, I always encountered two groups of individuals; cyclists and fly fishermen.  And for more than a decade, there was a singular constant.  Both groups dressed the part of their respective sports.

The fishermen—I could have written the fishermen or the fisherwomen, but by now you know I have little patience when it comes to appeasing those who are politically correct. The people standing in the river are dressed like they had bought every possible fishing accessory from Orvis.  Neoprene waders, a fly-fishing vest—one with enough pockets to resemble the type of vest a war photographer in Falluja wore, a Filson Parker Hat, and a Wetfly wooden catch and release net.

The cyclists also dressed the part.  They dressed as though they were competing in the Tour de France—expensive cycling shoes, and cycling jerseys and pants festooned with labels of manufacturers of different cycling products.  Had I bothered to look closer, I am certain I would have noticed that many of them had shaved their legs to streamline their ride.

During that decade, I never saw a single fishing-person—my attempt to be gender neutral—catch a single fish.  Also, I never saw a cyclist who looked like he or she would be competitive in a cycling time-trial.

It is almost as though their mindset is that if they dress the part, good things will happen.  Lipstick on a goldfish—or is it goldfishes?

Dressing it up does not yield favorable results.

How to Get Your Team to Follow Through After a Meeting

https://hbr.org/2017/03/how-to-get-your-team-to-follow-through-after-a-meeting?utm_source=feedburner&utm_medium=feed&utm_campaign=Feed%3A+harvardbusiness+%28HBR.org%29

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Here are the questions to ask of yourself and your team:

  • Is each action item essential to completion of the project?
  • At the time we commit, do we fully intend to do whatever it takes to deliver?
  • Are we clear about what needs to be done, who will do it, and when it will be done?
  • Do we have the ability to say no or negotiate when we can’t fully commit?
  • Is it OK if someone follows up to check on our progress?
  • Do we have a system to keep track of action items and their completion?
  • Do we have an agreement to communicate if something comes up that might interfere with our completion of the task?

This problem-solving discussion will increase everyone’s level of awareness for making and keeping commitments as well as surface problems that keep them from doing so.

Getting to a higher level of completion on action items leads not only to exponential progress toward goals, but also to a tremendous sense of accomplishment — both personally and for the group.

Nibbling at the Status Quo are you?

In every senior position I held, I made extensive use of task forces to develop options, recommendations, and specific plans for implementation. I relied on such ad hoc groups to effect change instead of using existing bureaucratic structures because asking the regular bureaucratic hierarchy (as opposed to individuals within it) if the organization needs to change consistently yields the same response: it almost never provides bold options or recommendations that do more than nibble at the status quo.

– Robert M. Gates

Are You Smoking What You’re Selling?

http://www.leadershipdigital.com/edition/daily-operations-innovation-2017-03-30?open-article-id=6388133&article-title=are-you-smoking-what-you-re-selling-&blog-domain=leadchangegroup.com&blog-title=lead-change-blog

Are You Smoking What You’re Selling?

More of leadership is caught than taught. I believe this: do you? If you do, what are the implications?

One is the seeming contradiction with the core premise of my book, Leaders Made Here. Does this idea of “catching leadership” undermine the entire premise that organizations can intentionally and strategically create a leadership culture? I don’t think so. However, the truth in this statement underscores why existing leaders have a vital role in creating and maintaining a leadership culture.

The process for creating a leadership culture has five tenets. In my previous posts, we reviewed Define It, Teach It, Practice It, and Measure It. Today, let’s focus on the final piece of the puzzle – Model It.

People always watch the leader(s). You know this is true, even when you wish it weren’t. People watch your every move. How you spend your time, how you treat people, the questions you ask, the way you respond to input and criticism.

How does your individual behavior impact the challenge of creating leadership culture? Here are a few thoughts . . .

The Devil is in the Culture: It is all about Will!

http://www.mobihealthnews.com/content/value-based-care-patient-engagement-local-attention-and-digital-technology-are-fixes

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As lawmakers on Capitol Hill wrangle over the fate of the Affordable Care Act and its would-be replacement, the American Health Care Act, the National Academy of Medicine said its four main priorities for fixing the country’s healthcare industry include continuing the shift from fee-for-service to value based payment models; empowering people to be fully engaged in their healthcare decisions; tapping communities for local health solutions; and implementing integrated services and seamless digital interfaces.

Writing a blog for the Journal of the American Medical AssociationDonald M. Berwick, MD, acknowledged that these solutions don’t exactly reinvent the wheel.

“The strength of the Vital Directions report is not in its innovativeness; it contains no surprises,” said Berwick. “This report offers a template for change broad and inclusive enough for it to be a charter for coherent and effective system redesign.”

The first step in that redesign, the shift from volume to value, is already underway, and the academy contends that its continuation is vital in terms of reducing waste and improving value.

Berwick agreed that this shift is needed, but wrote that fee-for-service behaviors “and top line-driven revenue growth strategies continue to dominate healthcare economies, and recent political pushback has been strong against expanding effective bundled payment models and value-based pharmaceutical purchasing.”

The report also cites evidence that underinvestment in social services relative to healthcare services may be contributing to the country’s poor health performance. To reduce inequality and increase cost savings, the report recommends integrating clinical care services and non-medical services, such as housing, food, transportation and income assistance.

That solution leads into another of the report’s action plans, activating communities. A person’s health is very much a product of the available social supports within their community, their physical environment and their behavior. The U.S. continues to invest far less in community-based social services, which the report said is vital to combating health threats such as chronic disease and substance abuse. The report recommends investing in local leadership and infrastructure capacity for public health initiatives, and calls for collaboration from leaders in different sectors, such as business, education, housing and transportation. For this approach to be successful, close coordination is needed between medical and social services.

When it comes to empowering and engaging people, the report claims that patients are often insufficiently involved in their own care decisions, sometimes resulting in care that doesn’t take their specific life situations into account. Health regimens and treatments should work within that context, and policymakers should focus on increasing the amount of information that’s available, the authors wrote. Telehealth was identified as an important component of that, as it helps patients in underserved or remote areas and essentially gives them greater ownership of their health information.

Revamping digital interfaces, the fourth action plan, is particularly vital, the authors said, because the extent to which systems can share and make use of data remains severely limited. That causes breaks in care continuity, which not only predisposes the patient to harm but increases stress for the clinician. Creating principals for end-to-end interoperability, strengthening the overall data infrastructure, building public trust around privacy and security, and smoothing over inconsistent state and local policies on data use and sharing are possible solutions.

Berwick wrote that if the country adopted these policy frameworks, healthcare quality and costs would likely improve dramatically within a decade.

“The devil is not in the details here,” wrote Berwick. “Everything the authors recommend can, in principle, be done with remarkably few cycles of trial and learning. The devil is in the culture. It is all about will.”

“Leaders must recruit the courage to make the case and put their own political and organizational futures on the line,” wrote Berwick.

 

True Sign of a Great Leader > How Well They Protect PTO

http://fistfuloftalent.com/2017/03/true-sign-great-leadership-protect-pto.html?utm_source=feedburner&utm_medium=email&utm_campaign=Feed%3A+FistfulOfTalent+%28Fistful+of+Talent%29

pto

To me there is one way to know if a leader is worth their salt.  It is something I don’t recall seeing in leadership books, white papers, or in training sessions.  To me the simplest way to see if a leader is doing their job is to ask team members one question:

“Did you use all your PTO last year?”

When a team member tells me they did not, my antennae go up.  My follow up, of course, is “well, why not?”.  Answers I get:

  • I didn’t have time to take it
  • I didn’t want to leave my team short-handed during that data conversion
  • I forgot I even had PTO
  • I have so much PTO I could never use it all
  • I’d rather use our great benefit that allows me to “cash in” my PTO

Here is the deal.  If you are a leader and you are OK with any of these reasons, you are not doing your job. I’ll take it a step further and say you should not be a leader.  Quit.  Be an incredible individual contributor.  But you need to let go of your dreams of being a leader.  Let that go. It’s over.

I’m emphatic about this.