It’s lonely at the top. Though you are rich in experience, you are likely navigating uncharted waters as a healthcare leader. What’s more, other leaders in the organization are looking to you for answers to fast-evolving challenges that stand in the way of personal and organizational goals.
In our work with your peers, we’ve noted four common pain points that hinder progress for leaders:
- New executive leaders: Whether new to the role, organization, or the circumstances they’re facing, new leaders can’t easily find a trusted advisor to confide in or glean actionable guidance from. Is that you or someone you know?
- Stuck or changing teams: Lack of trust, high-turnover and conflict are common signs of teams that are stuck or having trouble navigating change. Given the shaky dynamics, each team member ends up doing things their own way and shrinking back into silos, in a constant state of disconnect that makes it impossible to perform at a high level.
- Hiccups in culture or change management: It’s tough for people at any level of the organization to behave in ways that run counter to the culture and the way things have always been done. You can’t reap a healthy harvest from a sick soil.
- Physician [mis]alignment: When there’s a rift between physicians and hospital administrators, how do you replace distrust and dissent with true partnerships?
Once you identify your greatest pain, how do you transform that pain point into progress?
The following seven scenarios are strong indicators that you’ll benefit from executive coaching:
-
Your personal brand’s taken a hit
Your brand as a leader is how others perceive you and what they say about you, often behind your back. If that personal brand is weakened or damaged, this three-step approach can help: [more] -
Your organization lacks a clear roadmap for the next generation of leaders.
Leadership transitions are high-risk situations. Succession planning will save you money and accelerate results in the long run. Here’s how we helped one hospital plan for a vacant CEO slot, and why you should broaden succession planning beyond the C-suite. [more]
-
You’re hindered by false or flawed narratives.
False narratives — the lies we believe and tell ourselves — often derail the best intentions and efforts of healthcare leaders like you. In this post, MEDI Coach and fellow physician Michael Hein shares how to avoid the traps of blind leadership. [more]
-
Teams under your leadership struggle to come together.
In their work coaching healthcare leaders, MEDI Coaches Bob Porter and Cheryl Foss often encounter groups made up of highly talented, dedicated members struggling to come together due to interpersonal dynamics. In this post, Bob and Cheryl share five practices to improve team interactions and outcomes. [more]
-
You’re torn on how to lead tough conversations without hurting relationships.
How do you address sensitive or controversial issues with your team without hurting relationships? MEDI Coaches Cheryl Foss and Bob Porter share five practices to lead tough conversations, improve team dynamics and performance. [more]
-
Burnout prevents your teams from doing their best work.
How do you recognize burnout in yourself and your team? Read on for signs of distress and how to help people under your care. [more]
-
Physician-hospital relationships are strained.
How do you rebuild trust, boost engagement and outcomes in physician-hospital relationships? Administrators at Conway Regional Health faced a pending physician exodus and the possibility of a 40% revenue loss. Here’s how the incoming CEO reversed physician dissent and replaced distrust with a thriving partnership: [more]
Take the next step
Talk to MEDI Leadership
Do any of the above scenarios reflect obstacles in your own experience? Though each leader and organization are unique, we have helped many of your peers overcome these very scenarios.
One conversation with a MEDI Coach can help you clarify next steps. Book a complimentary exploratory session now and avoid wasting time on doomed approaches.
