Healthcare organizations across the globe have spent the last year and a half trying to navigate their team through the COVID-19 pandemic and its tribulations. What is clear, is that those organizations who coalesced around a common purpose, aligned around the patient, and managed obstacles with strong leadership weathered the crisis better. Those without were bogged down by stress, overwhelm, and burnout. According to Mental Health America, 93% of healthcare workers are still experiencing heightened stress during the pandemic. Likewise, a large majority reported experiencing anxiety (86%), frustration (77%), exhaustion and burnout (76%), and overwhelm (75%).
Physician and nurse burnout is a severe issue that’s been plaguing the healthcare industry for years. Recognized by the World Health Organization as a syndrome resulting from chronic distress, physician and nurse burnout is a serious occupational phenomenon that has been accelerated and intensified by the COVID-19 pandemic.
As a firm, we strongly support the notion that diverse leadership is critical for organizational success. A discrepancy between the prevalence of women in the pipeline and absence of equal representation in advanced leadership roles, highlights the need for organizations to correct the strategic, structural, and cultural components which impact diversity, inclusion, and equity.
As a firm, we strongly support the notion that diverse leadership is critical for organizational success. A discrepancy between the prevalence of women in the pipeline and absence of equal representation in advanced leadership roles, highlights the need for organizations to correct the strategic, structural, and cultural components which impact diversity, inclusion, and equity.
As a firm, we strongly support the notion that diverse leadership is critical for organizational success. A discrepancy between the prevalence of women in the pipeline and absence of equal representation in advanced leadership roles, highlights the need for organizations to correct the strategic, structural, and cultural components which impact diversity, inclusion, and equity.
As a firm, we strongly support the notion that diverse leadership is critical for organizational success. A discrepancy between the prevalence of women in the pipeline and absence of equal representation in advanced leadership roles, highlights the need for organizations to correct the strategic, structural, and cultural components which impact diversity, inclusion, and equity.
When our executive coaching client Jane* was appointed vice president and COO of a large community hospital of an academic health system, her new appointment represented an exciting milestone in her career trajectory.
