Lead As If All of Your Employees Are Volunteers

By Kristen Brady

The majority of companies aren’t startups, and even amongst the ones which are, most won’t have IPOs which make the founding talent rich. Many businesses just have staff, which it pays. Therefore, this vesting period often isn’t a problem. Talent, instead, is poached by social networks or recruiters or, heck, talent will take the initiative to discover something better. It’ll happen all year long, each year.

Guess what? As our economy picks up, this process too, will speed up.

Money always will be a factor for some individuals, and no matter what you attempt, some of the most talented performers are going to leave for a better offer financially. You probably can provide someone a 20 percent increase in pay to keep them; you more than likely can’t offer them a repeat amount of IPO riches.

 

However, for the majority of us, money only begins the conversation. It’ll absolutely get our attention. Offer someone too little, and they’ll take it as a slap in the face, or even that you are not serious. You will not get that initial interview.

However, there are so many more critical reasons to want to be employed with a company, and even more to remain with one that we have grown to love!

Team leaders, CEOs, and all people in between: if your employees do not love your company after 4 years of employment (or 4 months, or 4 quarters…), that is on you.

Does your company have the pick of the employee litter? Are your top employees dying to remain on board? If the answer is no, it is not that they are ungrateful, and it is not that your competition is luring them away. It is that, as a leader, you suck.

Act like every employee is a volunteer. Because basically, they are.

Leading Management Solutions is a healthcare management solutions company providing consulting and resources to healthcare managers. Contact us today at (407) 674-1916. Visit our website at www.lmshealthpro.com.

About the Author:

 

Kristen Brady is the founder and owner of Kaboom Social Media, your social media marketing and content specialists! Follow her on Twitter: @kb54927

Emotional Intelligence Among Healthcare Leaders

Originally published on August 31, 2016 at www.lmshealthpro.com. By Anita Hardidat, Ph.D

Within the past several years, there has been a renewed interest in the concept of emotional intelligence (EI) since it can play a role regarding performance, competencies and overall outcomes in an organization. When leaders use their EI abilities, high quality care can be served to patients and there is an allowance to align with other employees in a positive and beneficial manner. In essence, the definition of emotional intelligence is looked at as an ability to recognize others and manage the emotions and actions within a person’s self.  In practical terms, when individuals are aware of their own emotions, this can drive the impact of other people.

In today’s society, the use of applicable EI is often accepted as a primary attribute of success among any field. Specifically, within health care, leaders are required to have intellectual capabilities, but if they go the extra mile and strive for interpersonal competency, performance levels may be impacted since emotional intelligence is associated with factors such as change tolerance, communication skills, time management, decision making, trust and accountability. If these concepts are not applied in a proper manner, there is a strong susceptibility for failure which can be detrimental for each individual that is involved.

 

Emotional intelligence if often looked at as a balance that occurs between the rational and emotional portion of the brain. With repeated training, the brain can generate new pathways in order to make the EI behaviors ultimate habits that can be used each day.  For example, it is beneficial for health care leaders to facilitate a strong sense of self awareness. This means that emotions should be recognized and then managed in a proper way.  Once this takes place, there is a need to have self-regulation. Although emotions may fluctuate on a daily basis, successful leaders are aware of potential ramifications. They understand how to manage impulses and how to maintain professional standards among the employees within an organization.  Upon successful self-regulation, staff members may feel a sense of trustworthiness and it is likely that they may take responsibility for their own actions as well. The idea of applicable social skills is another main factor that is associated with emotional intelligence. For any leader, there is an ability to influence others, but this can only be done when there are levels of proper communication, understanding and collaboration. Successful leaders build strong teams by using their own EI skills and they create a positive synergy where collective goals can be managed.

For beneficial effectiveness, leaders must understand how their emotions and actions impact the people that surround them on both a personal and professional level. For those individuals who use EI on a daily basis, he or she can work well with others and there is a strong likelihood that the level of relatability can increase as well. Furthermore, when employees feel valued, the level of success can increase tremendously as time progresses.

Leading Management Solutions helps medical practice leaders identify ways to improve operations to increase revenue, employee engagement, and patient satisfaction. Learn more about us at www.lmshealthpro.com.

About the Author:

Anita Haridat has her Ph.D in healthcare/business administration and her master’s degree in clinical nutrition. She has several publications in sources such as EGO Magazine, Natural Awakenings Magazine, Syosset Patch, Our USA Magazine and many more. Her passion for health and wellness has created multiple stepping stones for paving the way of creating a positive well being. Her first book can be found here:

A Ph.D Takes Your B.S to a Whole New Level: Survive Grad School with the Right Mentality