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Group of three physicians
Development
Kurt Scott

Three Crucial Reasons Why Physicians Must Develop Leadership Skills Early

In the dynamic realm of healthcare, physicians are increasingly required to possess more than just clinical expertise. Early in their careers, physicians need to prioritize the cultivation of leadership skills to navigate the complexities of the medical field effectively. This article delves into three crucial reasons

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employee retention
Employee Engagement
Sermo Teams

How physician leaders can improve employee retention

As an executive physician, you know the concerns surrounding unsustainable healthcare staff and leadership turnover.

High turnover rates have serious financial, professional, and patient-care implications. In 2023, 40% of healthcare professionals flat-out resigned, resulting in low employee morale and hundreds of millions in lost revenue.

Physicians applying for executive positions must understand the impact of employee turnover and prepare solutions to gain confidence from hiring committees. Understanding the healthcare staffing ‘leaky funnel’ will also help you secure a long-term leadership position.

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The B Better 2 B Free Project
Conflict Resolution
Amanda Brisebois MD

THE B BETTER 2 B FREE PROJECT: Creating Highly Functioning Teams through Effective Management of our Differences.

Conflicts are deeply affecting healthcare environments, and it is time to reflect on how we can transform concerns into opportunities and how to work through our in the moment differences to minimize disruption. Effective teams, and their leaders, need clear communication regarding managing differences that occur in the workplace, and working through concerns that are in process.
This article will bring forward relevant literature with respect to workplace conflicts and model for readers an effective way to pause in the moment when disagreements are going wide of the mark. It will also overview a 6-step method, based on mediation principles, of resolving conflict once the in-the-moment opportunity has passed.

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Crystal Ball
Career counseling
Kurt Scott

For Physician Leaders – On Being Recruited… cont.

Physician leaders being recruited into new leadership positions go through a long and detailed process, allowing the organization to evaluate, pontificate, and eliminate… whittling down their candidate pool to their top finalists. At this point, all the candidates who remain standing are qualified and considered strong potentials for the position, right? What motivates them to select one over the others? Often, it may come down to personality, “fit”, chemistry or some other intangible. What we are laying out for you is a way to give the search committee and C-Suite something tangible to base their decision on. You are going to present to them, the thing they wish they had… a crystal ball. It’s called the “Vision Statement.”

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Very Bad Candidate
Development
Kurt Scott

For Physician Leaders – On Being Recruited

My last article was to help organization’s look at a new process to help them evaluate their top three finalists. This time, let’s look at it from the candidate’s point of view. How do you as a candidate create your best chance of getting into the top 3 finalists?

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Development
Michael Brown

How Lean Leadership Relates to Burnout

Dr. Paul DeChant is a thought leader to C-level executives pursuing organizational well-being. He is an authority on reducing physician burnout by fixing dysfunction in the clinical workplace. He is co-author of the book, “Preventing Physician Burnout: Curing the Chaos and Returning Joy to the Practice of Medicine”, speaks internationally, and blogs regularly at www.pauldechantmd.com.

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The Power of Coaching
Career Coaching
Laura Suttin, MD, MBA, MCPDC

The Power of Coaching

I began working with a professional coach approximately 10 years ago. At the time, I was a newly divorced mom of a young daughter, a practicing physician, a new medical

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Quint Studer - Focus on Retention
Employee Engagement
Quint Studer

Focus on Retention: Questions to Ask a New Employee

When I hear from leaders, staffing is almost always at or near the top of the biggest issues they are facing. It seems we are constantly asking ourselves, Do we have enough staff? This question usually centers on the number of staff. If we are fortunate enough to have the needed numbers, then the discussion moves to items like, What is the experience level of our staff? Usually it is both. One, there’s not enough staff, and two, there’s a lot of inexperience in the staff.

There are no easy answers, or no answers at all.

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Social Media

More From Quint Studer

Find What’s Right and Recreate It.

Find What’s Right and Recreate It. (Some Questions That May Help)

Have you ever noticed that when things don’t go well, there’s always a meeting afterward? It’s typical for companies to do a deep dive, analyzing step by step what went wrong and how to fix it. We spend a lot of time, energy, and heartache focusing on what goes wrong.

There is nothing wrong with this: troubleshooting problems, creating solutions, and infusing them into your processes and procedures is critical to helping your business get better and better. However, it’s only one side of the story.

Quint Studer

What blocks us from getting things done? 9 barriers and how to overcome them| Quint Studer

I’ve been fortunate to meet and work with all kinds of people over the years: entrepreneurs, leaders and employees in companies of all different sizes and industries, elected officials and citizens in cities and towns across the country. And since I love to learn, I’ve paid attention to what separates people who regularly meet their goals from people who don’t.

Studer: Tips for new leaders

This week I received a note from someone who just was selected to a leadership position and wanted to create a great culture at his new stop.
So I sent the first tip I always give to new leaders.
Ask your employees questions. Conduct a survey.

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Crystal Ball

For Physician Leaders – On Being Recruited… cont.

Physician leaders being recruited into new leadership positions go through a long and detailed process, allowing the organization to evaluate, pontificate, and eliminate… whittling down their candidate pool to their top finalists. At this point, all the candidates who remain standing are qualified and considered strong potentials for the position, right? What motivates them to select one over the others? Often, it may come down to personality, “fit”, chemistry or some other intangible. What we are laying out for you is a way to give the search committee and C-Suite something tangible to base their decision on. You are going to present to them, the thing they wish they had… a crystal ball. It’s called the “Vision Statement.”

Very Bad Candidate

For Physician Leaders – On Being Recruited

My last article was to help organization’s look at a new process to help them evaluate their top three finalists. This time, let’s look at it from the candidate’s point of view. How do you as a candidate create your best chance of getting into the top 3 finalists?

Run TO a new job not FROM

It’s Better to Run TO a New Job Than FROM a Current One

A person reached out to me sometime back about a potential job change. A company had called him to recruit him. It is always exciting to know a company feels highly enough about us to reach out. The conversation made me think about how employees approach new job offers. Are they excited about moving on to a great opportunity? Or are they mostly relieved to be escaping bad circumstances? And what role has the current company played in bringing them to this decision?

Rejected

For Physicians – on getting your first leadership gig

It’s difficult for potential employers to pull the trigger on someone for a leadership role without a history or track record of success. With that in mind, you have to demonstrate to them you have the drive and passion that’s helped you prepare and execute a plan to get you the experience and skill sets needed to be successful in a leadership role.

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