In the fast-paced, ever-evolving business landscape, the role of leadership has become increasingly critical. Transformational leadership, which drives change and innovation, is more essential than ever.
The health ecosystem, encompassing both providers and pharmaceutical sectors, presents unique leadership challenges. Navigating complex stakeholder relationships, regulatory environments, and rapid technological advancements requires a robust set of leadership skills. As a leadership development firm specializing in coaching senior leaders within this ecosystem, we examined the coaching goals of nearly 100 TLD Group coaching clients across 13 unique provider and pharmaceutical clients, exploring patterns and trends that could inform targeted coaching interventions. To view the study in its entirety including research methods and limitations, click here.
At The Leadership Development Group, we’re experts in executive coaching. And, we recognize that if you haven’t been fortunate enough to experience coaching yourself, you may fall prey to some common misconceptions. In this blog, we’re debunking some of the most common myths surrounding executive coaching and providing a few ways to maximize your coaching experience.
There’s a reason the American Nurses Association calls nurses the “backbone of healthcare provision in the United States.” Nurses provide critical health care services, are often a patient’s first or primary point of contact throughout their care journey, and help promote overall health and wellness in the communities they serve through education and practice.
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.
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.
