Consider the changes in the health industry this past year, ranging from an increased focus on health equity, to new collaborations between diverse partners and a search for a solution to the burnout problem. It’s clear that massive shifts are taking place in the health ecosystem and beyond, and leaders across industries are experiencing the shockwaves of disruption.
As we look back on the past two years and plan for 2023, I am amazed at the significant transformations our clients experienced as they built their capacity to survive, and in many instances thrive, during the pandemic.
At TLD Group, we’ve spent a lot of time this year thinking about how to drive success in a continually changing, somewhat chaotic health ecosystem. How can leaders drive innovation and promote wellness when barriers to success come up at every turn?
While Thanksgiving is traditionally a time to reflect on giving thanks. At TLD Group, we believe that gratitude is an important daily practice for individuals and team members.
On October 20, the U.S. Surgeon General Dr. Vivek Murthy released a new framework on workplace well-being that does more than offer simple guidelines. It demonstrates how the country’s leaders are placing a new emphasis on healthy employees and workplaces as a result of the changing nature of work.
Leaders, if it feels like guiding your organization is harder than ever right now, you’re not alone. After all, factors including high turnover, increased demand for emotional intelligence in the midst of complicated workforce well-being challenges, and societal unrest are all contributing to making your role more complex — and more draining.
Leadership turnover has remained high over the past few years in the health ecosystem, with recent research by the American College of Healthcare Executives reporting an 18% turnover rate for CEOs. As executives leave, human resources (HR) leaders are left with tough questions around who will take their place. What does success and growth look like for their organization? How does a company find, and hire, an executive who wants to create the workforce of the future - diverse, technologically competent, and global? Who, whether they are inside or outside of the company, is in a position to replace the incumbent?
You’ve likely heard leaders being described as either having or lacking “executive presence.” You might even agree that it’s important to have, yet uncertain about how to define it. If this rings true for you, know you are not alone. In a survey of more than 350 human relations (HR) professionals, 92% agreed that executive presence is an important part of leadership, but 51% of respondents also said that it’s difficult to define.
Interested in Executive Coaching? Our 4-Step Guide to Advocating for Your Own Leadership Development
Many leaders take a passive approach towards their own development, often waiting for their manager or someone else in the organization to offer the opportunity for professional growth. Why wait? Advocating for your own development demonstrates a core leadership attribute — proactive interest in expanding your skill set in support of your company’s success. And, one of the most proven and efficient ways to enhance your effectiveness as a leader is to partner with an experienced executive coach.
As we grapple with the chaos of the past two years, it’s become clear that strategic decision-making is an important skill for leaders in all industries. The ability to analyze situations, data, and personal experiences to reach a solution keeps leaders prepared for even the most unexpected events — like a global pandemic.
