Tag Archives: Leadership

IN NEARLY 25% OF BUSINESSES LEADERS BELIEVE 30%-50% OF EMPLOYEES AVOID RESPONSIBILITY*

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In nearly 25% of Businesses Leaders Believe 30%-50% of Employees Avoid Responsibility*

if-you-want-people-to-take-responsibility-hold-yourself-accountable

3 surprising steps toward accountable leadership*:

#1. See yourself through your own eyes.

Growth begins when you see yourself, not until. Leaders who lack self awareness believe others need to change, they don’t. A sure sign that you’re out of touch is expecting others to take responsibility while letting yourself off the hook.

Lack of self awareness results in blaming behaviors. Blame creates frustration,  because you wrongly believe others are the solution to issues you should address.

#2. See yourself through the eyes of others.

Leaders develop when they appreciate the impact of their behaviors on others.

#3. Meet the standards of others.

  • Own mistakes and commit to make them right.
  • Provide credible performance in the eyes of others.

Sean said, “We tend to meet standards that we think are important. What we have to remember is that we are credible in other people’s eyes. … Seek out, understand, and try to meet the standards of others.”

To the Top: How 2 Senior Healthcare Leaders Advanced Their Careers

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http://blog.americashealthcareleaders.com/to-the-top-how-2-senior-healthcare-leaders-advanced-their-careers/

To the Top

Today we are revisiting two fascinating interview segments in which the featured leaders talk about their careers and how they made it to the top in the healthcare industry.

In the first segment, hospital president Traci Bernard describes her mindset when it came to advancing her career:

“I started out in nursing and loved nursing, but I like to make change; I like to be a part of change, I like to drive change. And with that passion and the willingness to take risks and embrace fear, every time someone would ask if I’d like to try something different, I thought ‘Why not?’ So I would try something different and take on a new challenge. And that challenge opened another door, which opened another door.”

Eventually, Bernard’s efforts opened enough doors to lead her to Texas Health Harris Methodist Hospital in Southlake, Texas, where she has served as president since 2005.

In the second segment, Chris Van Gorder talks about his own unconventional rise through the ranks of the healthcare industry. After several odd jobs as a teenager, Van Gorder started working as a clerk in an emergency room. He had no particular career aspirations, but quickly fell in love with healthcare. Little did he know that he was just beginning a remarkable career that would eventually lead him to the top as the president & CEO of Scripps Health in San Diego, California, where he has served since 1999.

To watch these two excellent interview segments, click below!

Chris Van Gorder on 3 major themes of front-line leadership

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http://blog.americashealthcareleaders.com/chris-van-gorder-on-3-major-themes-of-front-line-leadership/

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In today’s video segment, Chris Van Gorder talks about the 3 major themes of what he calls front-line leadership—the focus of his book, The Front-Line Leader: Building a High-Performance Organization from the Ground Up.

Chris Van Gorder, president and CEO of Scripps health discusses the following three themes featured in his book.

  • Get out of the office – “I’ve got to find a way to connect to that if I am going to make good leadership decisions down the road.”
  • Take care of your people – Be mindful of your people and provide support when needed.
  • Hold people accountable – “I believe in fierce accountability.”

AHL founder and CEO Dan Nielsen ends by encouraging viewers to get the book and study it! Use the resources that have been provided to become a better leader.

To view the complete segment, click below:

Geoff Brenner & Eric Barber on Staying Inspired

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http://blog.americashealthcareleaders.com/geoff-brenner-eric-barber-on-staying-inspired/

Inspiration can come from many places. In today’s segments, two leaders discuss what inspires them and keeps them moving forward. Whether it’s your family back home or the mission under which you labor at work, inspiration leads to transformation.

In the first segment AHL founder and CEO Dan Nielsen asks, “How do you ‘fill the well?’ How do you maintain your inspiration?” Eric Barber, CEO of Mary Lanning Healthcare, responds,

“Personally, it’s all about my wife and my children and spending time with them… Professionally speaking, it’s almost automatic.”

Barber goes on to explain that he continually talks with those in charge of patient liaisons and hears different stories of what is happening around the hospital, keeping the patient at the center. These success stories continually remind him why he does what he does.

In the second segment, Geoff Brenner, president of TPC, discusses how “selflessness” and the people who possess this trait truly inspire him.

“I think selflessness is just an amazingly inspirational thing, and it’s rare.”

To watch these featured segments, click below.

Successful Supervisor Part 13 – Emotional Intelligence

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Successful Supervisor Part 13 – Emotional Intelligence

Image result for emotional intelligence

I believe the skill of Emotional Intelligence is the single most significant discriminator between highly successful supervisors and those who struggle.

While Emotional Intelligence (called EI for short) is of critical importance at all levels of management, it is essential for supervisors who have to juggle the needs of first line employees simultaneously with those of upper level managers.

First we will explore what EI is and why it is critical, and then I will describe the process of how any supervisor can gain higher EI.

While the first recording of the phrase Emotional Intelligence was by Michael Beldoch in 1964, the concept was popularized by Daniel Goleman in his book Emotional Intelligence published in 1995.

Goleman hypothesized four quadrants of Emotional Intelligence as follows:

1. Self Awareness – Ability to recognize your own emotions

2. Self Management – Ability to manage your emotions into helpful behavior

3. Social Awareness – Ability to understand emotions in others

4. Relationship Management – Ability to manage interactions successfully

The Number 1 Way You Erode Trust Without Even Knowing It

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The Number 1 Way You Erode Trust Without Even Knowing It

Trust Dissolving

Betrayal. Cheating. Embezzlement. Dishonesty. These kinds of extreme behaviors are what most people think about when it comes to breaking trust. There’s no doubt those will do the trick, but for the vast majority of people, these types of incidents will be few and far between, if they even happen at all.

No, the ways you lose trust with other people is more like the way soil erodes a hillside. Little by little, slow and steady over a long period of time, the soil breaks down and falls away. Then seemingly out of nowhere, we’re surprised with a major landslide when the ground finally gives way.

That’s the way it works with trust. We erode it over a period of time through careless and thoughtless behaviors. Those behaviors seem innocuous to us, but others may perceive them as being trust busters. Chief among those irresponsible behaviors is being late. Arguably, it’s the number one way we erode trust without even knowing it.

Why does being habitually late erode trust?

5 lessons Bill Belichick’s New England Patriots can teach you about leadership

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http://www.cnbc.com/2017/02/01/5-lessons-bill-belichick-and-the-patriots-can-teach-about-leadership.html

Image result for bill belichick on leadership

The first football game I ever watched was the 2001 Super Bowl victory by the New England Patriots over the best team in the league that year, the St. Louis Rams.

That win helped begin what has been an uninterrupted success. Since that 2001 victory, the Patriots have been to the playoffs 13 out of 15 years, have had nine Semi-Final Appearances, seven Finals Appearances and four League Championships.

Since co-founding my own start-up at Exact Media, I’ve come to appreciate the organization that is the New England Patriots even more than the team itself.

The Patriots are the picture of stability in a league filled with constant change. It’s a great parallel to what it feels like to build a company.

After following this team for 15 years, there are five lessons from this organization that I continue to embrace in my daily life.