Cartoon – Lonely Job
Tag Archives: Leadership
How I’ve Learned To Fight Loneliness And Isolation As A CEO
A survey by RHR International found that half of CEOs report experiencing feelings of loneliness in their roles. Of this group, 61% believe isolation hinders their performance. That’s a significant proportion of top executives who are suffering and not performing at their peak. Executive loneliness and isolation is bad for people and bad for business.
In my experience, fear and ego are two of the main causes of this kind of isolation. On the one hand, there’s fear of appearing inadequate and the concern that asking for help could make others doubt your judgment. After all, CEOs are supposed to have all the answers—the buck stops with you. Meanwhile, your ego is telling you that you really don’t need others to help make big decisions; who knows your business better than you do? Combined, these two factors can prevent even highly capable CEOs from turning to others for support when they need it most.
3 Benefits of Military-Style Leadership Training
A retired lieutenant general in the US Army is teaching healthcare workers how to be better leaders and says the training is having “an unbelievable team-building effect.”
Why we trust leaders who admit their mistakes
Anyone in a leadership position knows that mistakes are inevitable.
They can hit at any time and it may not even be a direct result of your actions. But there is one mistake that is worse than the actual mishap.
If you want to dig a deeper hole for yourself then refuse to admit to your mistakes.
You can take the route of blaming someone else for the outcome of your decisions and deny accountability until someone else finds their head on the chopping block. Anyone but you, right?
Or – and this is a big or – maybe you could take responsibility for the blunder and ask for the assistance of your team members to remedy the situation.
So, why is failing to admit to mistakes so harmful to leadership? And what can you gain for owning up to the fault?
Top 7 leadership deficiencies in healthcare
How To Lead By Using The 10 Elements Of Dignity
https://ericjacobsononmanagement.blogspot.com/2016/07/how-to-lead-by-using-10-elements-of.html
In their book, Millennials Who Manage, authors Chip Espinoza and Joel Schwarzbart, quote Donna Hicks‘s explanation about how dignity is different from respect.
- Dignity is different from respect in that it is not based on how people perform, what they can do for us, or their likability. Dignity is a feeling of inherent value and worth.
Therefore, Espinoza and Schwarzbart recommend that leaders treat those they are leading with dignity and follow Hick’s 10 Essential Elements of Dignity:
Healthcare Turnover – The Cost, the Causes, and a Sustainable Solution
While most organizations measure turnover and try to improve it, many don’t really understand its cost or causes, and fewer still take a holistic, effective approach to attracting and retaining the best talent, at every level of the organization.
This interactive panel discussion will explore turnover from multiple perspectives. HR leaders from two of the nation’s largest not-for-profit health systems and an expert in hiring, selection, and turnover will discuss the cost of turnover and the ROI of improving retention, the issues and variables that drive turnover, and their impact on broader organizational goals. After exploring what really goes into understanding turnover, the panel will share what they’ve learned about what works, what doesn’t, and an approach to the problem that can be tailored to your situation – and that can be sustained.
4 key factors in a hospital’s financial turnaround plan
Why You Really Should Move Quickly To Get Rid Of Bad Hires
http://www.eremedia.com/tlnt/why-you-really-should-move-quickly-to-get-rid-of-bad-hires/
Everyone knows that the average hiring process is less than perfect.
In fact, most selection processes have high failure rates (i.e. even after months or even years of “assessment,” nearly 60 percent of the marriages in California end in divorce).
So it shouldn’t be a surprise that as many as 46 percent of new hires fail within 18 months, according to Leadership IQ. Research also reveals that 61 percent of new hires are unhappy because they feel that they had been misled during the hiring process, according to Harris Interactive.
The Recruiting Roundtable similarly reports that 50 percent of the hiring organizations or the new hires themselves regret the decisions they made. Shifting to non-exempt workers, research by Humetrics reveals that 50 percent of all hourly employees quit or are fired within their first six months.
Given this high rate of mishires, it’s surprising that most corporations don’t even track mishires who must be terminated or encouraged to resign. Even fewer organizations have a formal “early release process,” like a no-fault divorce for identifying bad and frustrated hires and releasing them as soon as possible.
What Is Organizational Integrity?
Clearly, organizational integrity is broader than individual integrity, but what does it include? It seems to me that taking the concept of individual integrity to the organizational level, organizational integrity would mean full alignment in what an organization thinks, says and does.
When an organization demonstrates full alignment, all company messages, actions, decisions, leadership and rewards align. It’s not enough to just ensure alignment, though, because alignment without values can lead an organization away from ethical decisions and actions.
HENRY KOTULA 