By Joanie White-Wagoner
Often managers and directors are hired because they have become known as experts in their departments or they have been with the organization for several years and want to advance. But are you setting these great employees up for success with this new advancement in their career?
By Joanie White-Wagoner
So, you’ve finally had the ribbon-cutting ceremony on your new hospital or health clinic.
You’ve wrapped up all the media events and private tours with major donors and community leaders. Now it’s time to get to work.
Through all of the market studies, building planning and ongoing construction, you’ve dreamed of this day – when your capital project is actually providing care for patients.
This is where the rubber meets the road: Integration.
By Joanie White-Wagoner
Launching a major capital project is a challenging and rewarding undertaking, especially in health care, where your new facility will transform and save lives. Whether a new hospital, clinic or urgent care, it is critical that you have a strategic plan in place as you navigate the difficult nuances of following a capital project through to completion.
As a longtime hospital CEO and COO, I have seen firsthand what it takes to make the dream of a major capital project come to reality and the challenging path of bringing that project to life. Through the years, I have been involved in more than 15 capital projects and served in a range of capacities from planning and design to work-flow development, equipping and staffing and day-to-day operations after opening day.
By Joanie White-Wagoner
It’s January 2020. Do you know what that means? It means succession planning. If you do nothing else this month, start your succession planning. Succession planning is one of the most important parts of leadership development. Why? Because you are going to lose people this year. It is inevitable. The baby-boomer generation is retiring at alarming speeds and people are leaving for a variety of reasons, whether voluntarily, involuntarily, or in some dreadful cases, tragically.
Things happen; life happens. And when they leave, all that intellectual capital leaves with them. Are you prepared?
How are you taking care of your employees during the holidays?
The holidays are considered a time of year when families gather the most. Consider this: are your newer employees able to enjoy this time with family? Is the time off policy equitable in your organization or are you, as a leader, shackled to the “way we’ve always done things” mentality of your organization’s culture? Are new employees offered the same time off considerations as those with seniority, or are they just the “low man on the totem pole” and have to wait for another new employee to come before enjoying the luxuries of seniority? Are you having problems retaining employees?
