Intercontinental Executive Search’s Post

Executive succession planning plays a vital role in ensuring stability during periods of change. In this blog, our transition experts share how identifying and developing leaders with the right skills and vision can position your organization for long-term success. https://bit.ly/3V95Nqq #ExecutiveLeadership #StrategicPlanning #HealthcareInnovation

The Post-Acute Leadership Institute (PALI) is laser-focused on the unique needs of post-acute leaders. It’s a different world from acute care. The care environment is different. Also, the trust factor is even more crucial: When patients are in the hospital or having an outpatient procedure, a family member is with them, but in post-acute, this is not the case. That’s why we’re not taking leadership tools from the acute-care world and trying to make them work for post-acute. They’re personalized for this group of leaders. Read the full article, published by Healthcare Plus Solutions Group, for additional information on how PALI is addressing the needs of post-acute leaders today and empowering them to succeed.

Succession planning in healthcare is more than just filling vacancies—it's about developing leaders from within and building for the future. The harsh reality is that many healthcare organizations often overlook this crucial initiative, leaving them vulnerable to unforeseen leadership turnovers and limiting career growth opportunities for their staff. The key to a robust succession plan? It's not a one-size-fits-all strategy. Effective succession planning requires a delicate balance of empathy, objectivity, and discipline. By taking a proactive approach to succession planning today, you can prevent a leadership crisis tomorrow. Here are our best practices for a succession plan that will ensure future seamless leadership transitions: https://loom.ly/wlDidaA #businessintelligence #humanresources #executivesandmanagement

I'm excited to share that I recently completed the Inspired Leadership specialization offered by Case Western Reserve University. Participating in this program has reaffirmed my dedication to fostering innovative, resilient, and inclusive workplaces. The five courses covered new material and provided refreshers. Throughout the program, there was a strong emphasis on creating an inclusive environment to engage staff and improve the work experience. The Essential Role of Inclusive Leadership Creating an inclusive environment requires strong leadership, continuous learning, and a dedication to excellence. Diverse perspectives, the courage to innovate, and strategic approaches that effectively engage and empower all organization members are all essential. Leading the "Breakthrough" program, which used Lean management principles to make significant changes within a major hospital, was transformative. Lean's focus on respecting people and continuous improvement reduced operational waste and improved patient care and service, demonstrating that inclusivity is crucial for transformation. We used the Lean approach to implement organization-wide programs, including one focused on improving the patient experience. This involved 21 team-led projects with over 500 participants from diverse disciplines, departments, and levels. The events included patients, community members, and student interns, and we openly discussed successes and failures to maintain transparency about our performance. The outcomes led to substantial, visible, measurable improvements shared and recognized at international and national conferences and webinars. However, the Lean approach also carried hidden benefits. It helped us develop and strengthen a culture of inclusion and engender a sense of belonging and psychological safety. We embraced each person’s contribution and offered opportunities to strive for the best performance. Lessons in Leadership and Inclusivity We learned and worked together, regardless of our positions on the organizational chart. We collaborated to solve problems, innovate, and experiment in search of solutions. Sometimes, we failed, and other times, we succeeded. We built trust through transparency, honesty, and respect, emphasizing the value of each person's expertise, suggestions, and comments. Our journey has demonstrated that change requires more than new theories, technology, or workflows. It also demands the courage to commit to personal and professional growth. Inclusion is the key to success. Leslin's foundation is built on inclusion. Our culture prioritizes learning and respect for all individuals while embracing diverse opinions. We aim to spark a movement driven by dialogue and innovation that makes meaningful contributions to the future of the workplace. How important is inclusion for you in the workplace? What lessons, if any,  have you learned about the power of inclusion to drive effective change?

Excited to share my latest blog post on upskilling a clinical workforce, highlighting strategies to equip clinical leaders with effective tools as they balance maintaining excellent patient care and managing a team.   This topic's relevance surfaced during Sendero's Healthcare Cocktails & Conversations event last evening, where we heard from panelists Brett Stauffer, Sarah Way, MD, JD, and Kavita Bhavan, and facilitator Vishal Ahuja. Kyle Cavin posed a question related to the similarities in #leadership and #patientexperience, as both happen one conversation at a time. In response, the panelists shared a few highlights that relate to the key messaging in this blog. Kavita highlighted the significance of a shared purpose and mission, Brett emphasized the importance of intentional leader rounding on both patients and your staff, and Sara elaborated on the impact of connection through conversation.    Equipping clinical teams with leadership skills is a critical aspect of the patient and workforce experience. Follow the link to read more of this perspective in my blog!

Traditionally, clinical education and training focuses on patient care and role-specific skills, offering minimal exposure to business concepts like operations management, budgeting, and strategic planning. As clinicians climb the leadership ladder, how can healthcare organizations start to bridge this competency gap? Consultant Brooke Przilas, MBA shares her strategies for upskilling a clinical workforce in her latest Sendero blog.

Don't miss the Healthcare Expert Panel: Exploring Transformative Onboarding and Leadership Training Webinar - June 18, 2024 at 1pm EST. In the turbulent world of healthcare, the challenges of recruiting, nurturing, and advancing care providers and clinician leaders are unparalleled. With compelling evidence suggesting that superior onboarding processes can boost new hire retention by 50% and a staggering 70% of employee engagement linked to managerial relationships, the stakes are high. Effective leadership, cultural alignment, and seamless interdepartmental collaboration are beneficial and essential, directly influencing patient satisfaction and clinical results. Gain insight into: - How Stanford Healthcare and Southeast Georgia Health Systems think about the unique challenges of training in-facility personnel. - The limitations of existing healthcare LMSs and in-person training and how to overcome them. - Why large care providers are adapting online social learning to drive organizational alignment, build amazing cultures, and deliver excellent clinical care. Find out more here: https://hubs.la/Q02zSKLh0

Large companies face more challenges in implementing talent initiatives and prefer in-office approaches for development and culture. They're investing heavily in training and mentorship programs while seeking concrete ways to measure the returns on these investments. https://ow.ly/4ju250UinLF #TalentDevelopment #WorkplaceCulture #LeadershipDevelopment #TalentManagement

Most organizations don’t question the value of learning and development. What organizations should question, however, is whether the training they invest in helps people leaders meet business goals. https://ow.ly/zL9G30sCXZO

Most organizations don’t question the value of learning and development. What organizations should question, however, is whether the training they invest in helps people leaders meet business goals. https://ow.ly/qeK350RTUJZ