A critical responsibility of an executive leader is to build her or his leadership team for sustainable performance. Daniel Ek, CEO & Founder of Spotify, sums this up when he says, “It all comes down to the quality of your executive team. Building this team is your number one priority. It just makes everything else easier.”
The role of state hospital association president is a challenging and multifaceted one, requiring a balance between advocating for the needs of healthcare facilities and navigating an increasingly complex political landscape. A hazardous proposition at best.
Selecting a new executive is a complex process, requiring not only an understanding of the requirements of the role, but also the current state of the C-Suite team and the culture in the organization.
Working with healthcare organizations across the country, we’re seeing it every day — the expectations for healthcare C-suite talent are changing. Perhaps no role embodies this shift better than the CIO.
“Two heads are better than one.” We’ve all heard and used this adage as a rationalization for everything from forming working groups to adding team members.
Dr. Susan L. Glover, FACHE, Vice President, Consultant has had the privilege to be a healthcare executive for 25 years. Today, the C-suite is becoming more diverse. Achieving a successful interview is key to securing an executive position in the healthcare C-suite. Here are her five tips to turn an interview into a new executive position.
Dr. Susan L. Glover, FACHE, Vice President, Consultant has had the privilege to be a healthcare executive for 25 years. She started her healthcare career as a critical care nurse. At that time, nursing was a female dominated profession while the medical profession was primarily male dominated. This was her first experience of the gender gap in leadership at the bedside.
By Kurt Mosley, Associations Practice Leader The healthcare industry has been no stranger to turnover in the last several years. According to Becker’s Hospital Review
Finding the right executive candidate can be a long, expensive process. Or it can be an efficient, rewarding experience for you, your board, your organization, and the chosen candidate. Based on our years of experience working with hundreds of clients we’ve developed a model of the ideal search experience one that delivers results and creates a highly satisfying experience for everyone involved.
