Most of the searches that we conduct require candidates who have already been successful in the role. They can “hit the ground running.” However, there is evidence that hiring for potential has benefits as well.
An article by Dr. Heidi Grant points out an interesting study revealing that we naturally have an unconscious propensity to prefer someone with potential over someone who has already achieved success. …
Have you ever noticed certain situations that seem to have caused you to put on your “personal brakes”? Sometimes we do not realize it is happening, but we see our results change because we are not our true selves.
We feel different and behave differently in certain situations without understanding the reason. “Personal brakes” can be a good thing when making a decision that could lead to trouble. However, it can be detrimental to our life if circumstances inhibit our performance, and we do not recognize it take control.
This is a message my Mom had attached to some documents that were left for my sister and me to go through after she passed away. She was a role model for success – besides being the very best Mom that we could have hoped for, she was the first female attorney in our hometown of Morristown and the third female Sessions Court Judge in Tennessee. All of her accomplishments were in the spirit of helping people.
It is interesting how attentive we become when someone unexpectedly asks us about something we love, especially if it is within a business context.
I recently had a call set up with a potential client and, when I called him at the designated time, the first question he asked was what kind of dogs I have. My first reaction was to smile and start filtering through my mind to figure out how he knew I had dogs. While I love my pets, they are the last thing I am thinking about when I am on a business call (unless they start barking downstairs).
Suddenly, it dawned on me that he had read the introduction on my website. I talk about my husband and my two adorable grown sons, my two dogs, Etta James, a French Bulldog, and Emmy Lou, a Cairn Terrier (mixed with something else). I also have a beta fish named Wulfy (can’t leave him out).
Most people would agree that in many ways, the internet has changed the world for the better. That is not necessarily the case for executive job seekers or employers, however.
Relying on the online application process to fill executive leadership roles presents significant limitations for getting the right person, primarily because you are only selecting prospects from the talent pool who raised their hand and leaving out the possibility of attracting passive candidates.
As a leader, nothing will guarantee your success like having the right people around you. It does not matter how strong you are, a weak link can delay progress and wreak all kinds of havoc. When you have the opportunity to fill a void on your leadership team, there are crucial steps that you should take to guarantee a successful hire. It is not easy because it goes beyond titles, number of years of experience…it takes a focused approach to identify precise needs and find the person who can do the job AND fit into the culture of the organization.
Healthcare leaders often look for ways to boost employees’ morale and decrease burnout. Today’s healthcare environment is exciting and fast-paced, but the serious nature of the work can be extremely stressful and leave little time for peer to peer communication.
Several Professors at Penn Medicine researched clinician burnout and determined that the imbalance of serious consequences for a medical mistake compared to the lack of recognition for day to day performance is a major contributor to burnout.
Psychological safety is important in the work environment where creative thinking and innovation are essential for progress. This is an interesting article from The Nashville Business Journal that addresses the value of considering psychological safety in teams, especially when selecting the team leader.
I have always used the technique described in this article to get into some great conversations with candidates. Walking through their resume from the start of their career gives me the opportunity to hear how they got into healthcare and where they want to go. This information is crucial in finding the best candidates/client match.
This is an interesting article pointing out the importance of understanding the organization that candidates come from in order to fully measure their successful track record against what you need in your organization. If their accomplishments were in a totally different environment, it would be wise to consider other reasons to hire them instead of expecting the same result in a different scenario.
