“You can give out bonuses, trinkets, t-shirts and keychains. But at the end of the day people want to be listened to and feel valued, respected and cared for by their colleagues and the leadership team.”
Tag Archives: Leadership
Geisinger to add 1,500 new jobs
Following a decade of unprecedented growth, Geisinger Health System has launched a nationwide recruitment effort to increase its workforce 5 percent, by hiring more than 1,500 physicians, advanced practitioners, nurses and support staff.
And that recruiting “will certainly continue to include many positions in the central Pennsylvania region, where Geisinger was founded and has its corporate headquarters,” according to an early evening statement released by Geisinger.
“Caring for more than 3 million patients every year takes a team,” said Julene Campion, vice president of talent management at Geisinger, in a prepared statement. “Every day, our 30,000 employees strive to improve that care. This responsibility has motivated Geisinger to push the boundaries of geography and healthcare innovation, grow its medical specialty and subspecialty offerings, and recruit the best and the brightest for more than 1,500 critical healthcare positions to better care for our patients in the communities we serve.”
Geisinger is seeking candidates for all levels of employment, including administration, clerical, environmental services, food services, laboratory services, information technology, marketing, occupational therapy, pharmacy and research.
In the past year, Geisinger President and CEO Dr. David Feinberg has also instituted a $10 minimum wage across the health system.
5 Reasons Nurses Want to Leave Your Hospital
Your nurses have one eye on the door if you do any of the following.
Are your nurses engaged, committed employees? Or are they biding their time until they can go somewhere better? Job opportunities for RNs and APRNs abound, and even nurses who appear content may be planning their exit strategies.
To predict whether you face an exodus, take a look at the following five reasons why your nurses want out.
Is Anyone Using That Dashboard You Created?
In this era of people analytics, many HR leaders feel they ought to be producing dashboards. The problem is that they don’t know why — and that is one heck of a big warning sign. I’ll keep this brief, but here are a few headlines on how not to mess up dashboards.
What If Engagement Was A Risk Management Issue?
“We have a fundamental belief that our single most important asset is our people,” Jones said in a recent interview. “If you think about the industry, and assets and liabilities, it’s all about maintaining risk. For us that means developing a culture where we’re so focused on making sure they have all the right tools to do their jobs.”
If I gave a quiz and asked you the industry spokesperson who said this you would probably say a head of HR or maybe a CEO. What if I told you the truth teller was a banker, albeit a CEO? What if I also told you he positioned employee satisfaction as a “risk management” issue?
He also said, “I go back to the basic tenet that you need to make sure people are always viewed as your most important asset,” says Bob Jones, chairman and CEO of Old National Bancorp. “Don’t take them for granted.”
What advice would you give to organizations about benefits?
Steal as many good ideas as you can. I go back to the basic tenet that you need to make sure people are always viewed as your most important asset. Don’t take them for granted. We use the analogy that when you’re dating someone you do those nice things in the beginning but sometimes when you’re married for a long time you forget to do them. But as you’re thinking about your associates, you have to remember the little things make a big difference, like picking up a phone and telling someone, “Thank you.”
HR’s Emerging Role In Human Governance
Investors are shifting the goalposts for business accountability beyond the traditional quarterly reports on revenue, profit and growth. As well as traditional reporting, forward-thinking investors now want to see how a business maximizes its human capital without creating any associated harm or risk within the organization or in the wider community.
This new focus is called human governance, and over the next few years it’s set to become as important a measure of corporate performance as traditional reporting has been over decades past.
Human governance manifests itself through ensuring the entire extended workforce can maximize its own personal value, and through this, a business is able to maximize its own value. This maximization of value comes about through the broader expectations the community has for business. While profit remains important, the community – and now investors – are also putting value on how sustainable an organization’s operations are, how well it treats its employees, and the broader contributions the business makes to society as a whole.
This new focus on maximizing human value also has significant ramifications for the HR operation within an organization. Gone are the days of HR being policy and governance police, the home of hiring, firing and vetting staff performance.
HOW TO LEVERAGE YOUR MOST POWERFUL TOOL OF INFLUENCE TODAY
Your most powerful tool of influence is a pair of caring ears.
Today’s leadership challenge is the daily practice of caring engaged silence.
Caring engaged silence:
A caring heart is permission to lead.
More than ever, leadership is about influence, not position. This is an opportunity for those without position and a threat to those with it.
EVERYTHING GOOD IN LEADERSHIP BEGINS WITH…
https://leadershipfreak.wordpress.com/2016/09/10/everything-good-in-leadership-begins-with/
What working definitions of humility might you offer?
Good Presentations Need to Make People Uncomfortable
You can also layer on lots of beautiful pictures and graphics to grab people’s attention, but visual candy does not substitute for a strong argument and a compelling story. I may find your images engaging, but if they don’t tell me what to do or what I must learn, I may just remember your talk as a “good presentation,” and never take any action as a result.
Above all, a well-crafted presentation gets people to focus their attention and their efforts. And focus is something we all desperately need when so many other tools are distracting us instead of making us more productive.
The Philosophy of Management
This note sums up the underlying philosophy of management and leadership. The key however is to know, how to earn these things. That, according to me, is the #1 challenge of leadership today.
HENRY KOTULA 