Last November, three professional healthcare associations co-wrote and published an open letter to the American public. In the letter, the AHA, the ANA and AMA pleaded with us to follow recommended COVID-19 infection control protocols. Back then, eight months into our pandemic, the associations expressed what many of us across the health ecosystem felt and feel: “We are all weary,” they wrote.
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Today's workplaces are responding to never before seen challenges and scenarios, all while adjusting to a virtual work-from-home environment. It's clear that solving these new challenges will require individuals and teams to think differently than they have in the past, which begs the question..How can leaders and teams establish a culture of virtual innovation?
Taking the time for Mindfulness
With the abundance of uncertainties facing us in present day, it can be challenging to remain focused on one task at a time. Our minds are riddled with thoughts of responsibilities to take care of, meetings to attend, changes and adaptations that need to be made, and the like. When so many thoughts and concerns are circling around our mind all at once, it can feel like we are going through the motions on autopilot without truly experiencing life as it is right now in the present. Taking the time to focus and to mindfully live your best life in both your work and personal life is a critical component of long term satisfaction.
Critical Areas of Focus for Health Ecosystem Leaders
We often learn the most about leadership during times of crisis. As people around the world grapple with the ambiguity and potential impacts of a virus that has spread to more than 100 countries, sickened more than 100,000 people, and caused over 4,000 deaths to date, Health Ecosystem leaders are being asked to step up to the plate. With many of our clients out on the front lines of the pandemic, TLD Group has canvassed leadership experts across the globe on three critical areas of focus for leaders navigating these challenging waters……
When asked to reflect on your best experience with leadership, often the request conjures up the image of a great boss, role model, or historical figure. Commonly these images reflect the idea of a single leader. While we agree an individual can certainly serve as a meaningful representation of leadership incarnate, we know that leadership is a team sport.
A recent report from the Harvard Institute of Coaching states that a coaching culture emerge when leaders, managers, and staff engage and develop their people in ways that create increased individual, team and organizational performance. TLD Group Coach, Loren Margolis, offers the following advice to organizations looking to move toward a coaching culture.
The beginning of a new year is often a time of great organizational ambition and optimism. After months of year-end planning, new strategies and budgets are in place and teams are ready to hit the ground running on a new set of goals and objectives. Despite this optimism, research shows that most of these strategic goals and objectives will never come to fruition. In fact, the statistics range from a dismal 3% to 33% of companies whose executives say they are successful at executing their strategies. With those odds, many wonder if all the planning is worth the effort.
A Time for Reflection
The holidays are the time of year when loved ones gather together to celebrate festivities, give gifts, and create lasting memories. It’s also a great time to reflect on what you’ve accomplished over the year and think about who you want to be in the new year.
