6 thoughts on the state of healthcare from Scripps’ Chris Van Gorder

http://www.beckershospitalreview.com/hospital-management-administration/6-thoughts-on-the-state-of-healthcare-from-scripps-chris-van-gorder.html

Self-DiscoverySelf-Discovery

Faced with ever-changing rules and regulations, hospital and health system CEOs must constantly keep a pulse on the healthcare industry and be ready to alter their organizational strategy any day of the week. Chris Van Gorder, president and CEO of San Diego-based Scripps Health, talked to Becker’s Hospital Review about some of the biggest challenges and successes that are currently top of mind.

Mr. Van Gorder has led Scripps, a $2.9 billion integrated health system, since 2000. He is a fellow of the American College of Healthcare Executives and served as the 2010 chairman of the association.

His exposure to healthcare began as a hospital patient when he was critically injured while responding to a family dispute. After a long recovery, Mr. Van Gorder started a new career in hospital security, eventually rising through the ranks of healthcare management. Today, in addition to serving as Scripps’ president and CEO, he is a reserve assistant sheriff to the San Diego County Sheriff’s Department, in charge of the Law Enforcement and Search and Rescue Reserves. He also is a licensed emergency medical technician (EMT) and an instructor for the American Red Cross.

Here, Mr. Van Gorder took the time to answer our six questions.

50 states of population health

http://www.beckershospitalreview.com/lists/50-states-of-population-health.html

united-states

We asked hospital executives from every state in America about their No. 1 health concern.

This generation trusts employers least: What you can do about it

http://www.beckershospitalreview.com/hospital-management-administration/this-generation-trusts-employers-least-what-you-can-do-about-it.html

 

Top 7 leadership deficiencies in healthcare

http://managedhealthcareexecutive.modernmedicine.com/managed-healthcare-executive/news/top-7-leadership-deficiencies-healthcare

 

What are Interim Executive Services anyway?

About Interim Executive Services

Interim EXECUTIVE SERVICES is temporary consulting service provided in or to the executive suite of an organization.  Executive Services is differentiated from other interim services based on the reporting relationship of the Interim Executive.  If the Interim Executive is reporting to the Board of Directors or CEO, they are engaged in Executive Services as opposed to other interims or temps that are working at lower levels in the organization.  The differentiating factor about Executive Services is that the work is more strategic and cognitive in focus as opposed to task orientated, supervised activities carried out by most of the interims an organization will typically engage.  There is a lot more at risk with an Interim Executive providing Executive Services.  Typically, billing rates are higher and the potential of the Interim Executive to have a profound effect on the organization is much higher.  An organization engaging Executive Services has the right to expect a lot more from an sophisticated Executive Services Interim than they would from someone picked to just fill a slot temporarily.

THE THREE FOCAL POINTS OF LEADERSHIP

https://leadershipfreak.wordpress.com/2016/08/11/the-three-focal-points-of-leadership/

self-awareness includes seeing yourself through the eyes of others

Focus is power to maximize results and increase impact. Apart from focus, leaders stand ankle deep before an  ocean of opportunity.

Understand the Culture: 8 Questions to Ask Potential Employers

http://johngself.com/self-perspective/2016/08/understand-culture-8-questions-ask-potential-employers/?utm_source=Self+Perspective+from+JohnGSelf+%2B+Partners%2C+Inc.&utm_campaign=85ba12fca3-RSS_EMAIL_CAMPAIGN&utm_medium=email&utm_term=0_70effc545f-85ba12fca3-88600789

Here is today’s rundown for the SelfPerpsective Podcast.

John is working on a new CEO search which led him to focus on the importance of understanding a potential employer’s corporate culture.  

On Wednesday, John’s blog, After All These Years:  It Is Still the Culture, discussed how candidates said they were rarely, if ever, provided any information on a suitor’s corporate culture.  This is amazing since poor culture fit is one of the most common reasons that candidates recruited from outside an organization are forced out in less than two years.

Today John, who has a reputation for accurately reading a company’s culture after only a short period of time, provides some sample questions for candidates.

Share your experiences and contribute to the conversation.

Thanks for listening.

The SelfPerspective Podcast Team

 

9 Habits of Trustworthy Leaders

9 Habits of Trustworthy Leaders

habits

Habit [hab-it], noun — an acquired behavior pattern regularly followed until it has become almost involuntary

Habits…we all have them, don’t we? Some are good for us and help us live healthier and happier lives. Others aren’t so good and they cause us pain, guilt, and turmoil. Hopefully the good outweigh the bad.

As the definition above illustrates, habits are something that can be learned, and that’s important when it comes to being a trustworthy leader. Most people assume trust “just happens,” but that’s false. Trust is built through the use of very specific behaviors that anyone can learn and master over time. Trustworthiness can, and should, become a habit.

First we make our habits, and then our habits make us.

HOW TO COMPLAIN LIKE A LEADER

https://leadershipfreak.wordpress.com/2016/08/08/how-to-complain-like-a-leader/

you never build the life you want by getting lost in things you don't want

Achievement:

Great achievements are answers to great complaints.

When you rule out complaining, you accept the status quo.

5 Signs Your Culture is FAILING

5 Signs Your Culture is FAILING

20160706_091149

Building a positive ethical culture is a long-term process. It involves much more than just company trappings and perks – leaders must make a commitment to people and to creating a positive work space. When things seem to be going well, it’s easy to miss signs that the culture may be off track.