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Are You The Leader Your Staff Needs?

As someone who’s been an executive, a management consultant, and a leadership coach, I know that there are all kinds of effective leaders out there.

Some styles are more effective in certain situations than another. Great leaders do share some important traits, and I talked about four of these in a recent post; resilience, ambition, openness to opposing ideas, and staying grounded by listening to “the common man/woman” for their point of view. To these I’d add a good dose of humility, and another of self-awareness, because without understanding your own strengths and prejudices, and your leadership style, you literally don’t know what you’re missing.

The same organization will need different kinds of leaders at different points in its development. A startup company needs a Risk Taker.  A leader whose tolerance for risk is sky-high; someone daring, confident, and decisive. But once success is achieved, this kind of personality can get bored...

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Recruiting Management at the Executive Level

So - your CEO is leaving, and you’re faced with the challenge of finding a new leader who’s the right fit for your organization. This may have been a planned exit, or an unexpected change of course: In either case, getting the right CEO/ED is key to the health of any organization, and no more so than in hospice, where mission is such a critical piece of the work we do.

In the past, hospice leaders most often came from the clinical world - nursing, counseling, or social work - with a business background. Today’s CEO needs a good grasp of not only the increasing emphasis on the business side of the organization, but also the clinical operations. While candidates don’t necessarily have to have MBAs, they must understand financials, profit and loss statements, and gross returns on investments. And with the new challenges we’re facing, entrepreneurial experience and attitude is as important today as it was at the beginning of the hospice movement.

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