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How Do Healthcare Leaders Profit From Coaching with Crystal?

“It’s hard to get and keep the right kind of people to work in healthcare.”  ~ Roxanne LaCroix, Director Medicaid Learning and Development, Aetna

Uniquely Challenging

picture of money for profiting from coaching

With its high stakes, rapid changes, and tight regulations, healthcare is a uniquely challenging profession.

Not everyone does well under such stress, and it’s easy for employees to burn out quickly.

With its high stakes, rapid changes, and tight regulations, healthcare is a uniquely challenging profession.

Not everyone does well under such stress, and it’s easy for employees to burn out quickly.

Yet, people mostly quit bosses, not jobs

Surveys of tens of thousands of people, including reports from Gallup clearly show that when people leave their jobs, it’s not to pursue other interests, or to chase more money, they’re escaping bad managers and poor leadership.

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Why Is Coaching Managers, New and Emerging Leaders Worth the Investment?

The Future of Leadership

“Six in 10 Millennials are open to new job opportunities.”

“Half of Millennials do not see a future with their current employer.”

~ Gallup survey results

The Cost of Ignoring the Elephant in the Room

Millennials will soon make up over 50% of the workforce, and they are changing jobs more than any generation before, reports a Gallup survey.

It costs 50% to 150% of an employee’s salary to replace her, depending on her level in your company. With turnover as high as it is, this adds up fast.

More than Money

Beyond the immediate cost of the turnover, is the cost to morale and productivity, not to mention the loss to innovation when your teams have high turnover.

Going forward, savvy employers know that they must take deliberate action to attract, retain and fully engage top talent who can lead your company into the future.

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How Much Time Does Coaching with Crystal Take?

“I Don’t Have a Lot of Time”

clock for time for coaching with crystal

This is what Sophiea told me when we had our first coaching session.

Sophiea is a Nurse Manager, and her Director signed Sophiea up for coaching because she was struggling with her new promotion.

Sophiea was getting caught up in all of her new responsibilities and every day felt she had more and more to do and less and less time to do it.

Although both Sophiea and her Director assured me Sophiea wanted Coaching with Crystal, her biggest concern was “Where do I find the time???”

Where Does All the Time Go Now?

According to the Bureau of Labor Statistics, employees admit to wasting 2.09 hours a day.

Unless they work in the insurance industry. Then, they admit to wasting 2.50 hours a day.

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Why Now? The Urgent Need for Healthcare Companies to Keep Up, Attract, Retain and Engage Employees

“I skate to where the puck is going.”
~ Hockey superstar Wayne Gretzky’s response to “Why are you so successful?”

Urgent Need for Healthcare Companies to Keep Up, Attract, Retain and Engage Employees

ACT - Action changes Things

For your company to be successful in this highly competitive industry, leaders need to inspire full engagement among employees.

Gallup reports: “With change permeating healthcare organizations, optimizing employee performance is more important than ever -- for both patient outcomes and organizational effectiveness.

It's alarming, then, that just one in five U.S. employees strongly agree their performance is managed in a way that motivates them to do outstanding work.”

Millennials Already Considering Job Hopping

Sixty percent of Millennials, soon to be the biggest part of the workforce, are currently looking for a new job opportunity that will satisfy their needs.

In the words of Gallup’s article “Why Healthcare Leaders Should Build a Culture of Development” “Millennial employees . . . are looking for a coach, not just a boss. They want ongoing feedback, a rich sense of purpose, and continuous personal and professional development -- starting now.”

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Why 60% of New Managers Fail in the Healthcare Industry Within 2 Years – Part 8 Coaching

New Managers and Emerging Leaders

For New Managers, The Struggle Is Real

60% symbol for healthcare managers who underperform or fail

Percentage of new managers who fail or underperform within the first two years.

Beck and Harter of Gallup report in Harvard Business Review report 82% of companies make the wrong choice when promoting new managers.

And, according to surveys by The Ken Blanchard Companies® 51% report they felt unprepared for their first role.

“Front-line managers can have the single largest impact on your organization.”  ~ HR Professionals Magazine

Front-line Managers Interact Daily With Their Direct Reports

Individual contributors notice and care if their direct supervisors are good at their jobs, and if they aren’t then productivity, attitudes and profitability suffer.

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Savvy Senior Leaders See The Need for Coaching Their Healthcare Employees – Part 7

Savvy Senior Leaders See The Need

men and women health care leaders functioning well in high performing team

Great leaders know that they don’t typically inherit high performing teams when they get promoted.

Poor team performance naturally reflects poorly upon leaders.

Great leaders know high performing teams are made.

They partner with Crystal for a number of reasons, including:

  • Newly appointed managers are floundering and that’s having an impact on morale, productivity and turnover
  • To turn around a team which is underperforming or worse, dysfunctional
  • To develop a core group of informal leaders to positively influence the team
  • To reward and retain those with highly specialized knowledge
  • To create a high performance team
  • To develop their own replacement and build a high performance team, so the senior leader can move up to higher levels of leadership within the company
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Why Coaching? Because Your New and Emerging Leaders Need Specialized Skills-Part 6

Because Your New and Emerging Leaders Need Specialized Skills and You Don’t Have Time to Teach Them

“Nearly 60% of frontline managers underperform in their first two years . . . driving performance gaps and employee turnover across their entire front line.” ~ CEB Global

“Entirely Unprepared” For Leadership

Pie Chart showing that 60% of employees are under performing

Management and leadership require unique skills qualitatively different from individual contributor skills.

“As a result, many new leaders and managers find themselves in roles for which they are entirely unprepared,” writes Guy Winch, PhD, in Psychology Today.

Winch notes, “New leaders feel leadership is a quality one is born with, and they weren’t, so they’re likely to feel uncomfortable and intimidated and to focus on the mechanics of their role, avoiding human and managerial elements entirely.”

This, of course, is what leads to their failure and causes the ripple effect of low morale, less productivity and higher turnover.

Most millennials, soon to be over 50% of the workforce, are already considering leaving their current jobs.

And, since Gallup's survey of millions of employees proves that most people quit bosses, not jobs, savvy companies feel the urgent need to keep up, and know the value of giving new leaders the training and coaching they need.

Leadership Requires Specialized Skills

Being a great individual contributor doesn’t necessarily translate into being a great leader.

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Coaching for Healthcare Employees? Part 5-Transform Top Talent

Transform Current Employees Into Top Talent

Do you Know Where Your Next High Potentials and Future Leaders Will Come From?

men & women for why coaching

In the highly specialized, stressful and often turbulent world of the healthcare industry, savvy leaders know there’s a war for talent, and top talent, wisely developed, are the key to leading the competition.

C-suite executives expect their senior leaders to coach their managers to recognize and foster high potentials and to prepare for the next levels of leadership.

Leaders who haven’t developed their own replacement are not indispensable, they are unpromotable.

Typical Problems with External Hires

When you must, you may find going outside of your own company is the only way to recruit your next high potential or manager.

As you know, hiring a new employee costs time, money and energy best spent elsewhere. Replacing an entry level worker typically costs 50% of that person’s salary.

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What Leadership Style Attracts Millennials to Healthcare?

Is Your Talent Pool Drying Up?

puzzle pieces for melenial blog on healthcare employee coaching

The healthcare industry is high stress, tightly regulated and turbulent.

Because of this and the fact that there are increasing demands on employees, it’s getting more and more challenging to attract and retain highly specialized talent that makes your company competitive.

Millennials Need a Different Kind of Leadership

If you’re looking to develop your employees, your biggest group likely to become future leaders are your Millennials. They will soon make up 50% of the workforce, and will quickly be the majority.

Are you changing your leadership style to attract, retain and develop this group?

How Are Your Millennials Doing?

Are they committed and loyal? Independent and innovative?

If you’re like other healthcare industries and other organizations, 6 in 10 of your Millennials are open to changing jobs this year. Only 50% see any future with their current employer, according to Gallup polls.

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Why Healthcare Coaching? – Money, Morale and Motivation – Part 3

Ever Higher Expectations

The healthcare industry is highly competitive, with members, customers and stakeholders continually raising their expectations.

Savvy senior leaders seek real world training and coaching for their employees to attract, retain and engage employees, so they can capture and retain the competitive advantage.

Dollar sign for healthcare coaching


The Bureau of Labor Statistics notes employees admit to wasting eight hours a week. Think about that for a minute. If they’re admitting to wasting 20% of their time, isn’t it possible they are wasting time in ways they aren’t even aware of?

Working on low priority items, while more important, (probably harder) projects go unfinished, coming to you with problems they could solve themselves, or being engaged in gossip and drama all cost time. And of course, money.

“One of the ways Coaching with Crystal helped us was in using our time more wisely. A process that used to take us 12 to 14 weeks, now takes us 5 weeks. This has freed up our time to take on new initiatives to serve our members. This innovation makes our company more attractive in a highly competitive market.”

~ Roxanne LaCroix, Director Medicaid Learning and Development, Aetna

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Top Complaint About Managers of Millennials – Coaching for Healthcare Employees – Part 2

Stressful Problem With A Clear Solution

Got Talent Healthcare coaching

Senior leaders in healthcare, do you have as many talented, positive and productive employees as you’d like to have?

If you don’t have the right people to do the work, the work simply won’t get done.

Major Problems With Undeveloped Leaders

Gallup reports that most employees have left their job to get away from their managers.

In addition to losing talented people that want to work in healthcare, undeveloped leaders foster underperformers on their teams.

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Coaching for Healthcare Employees Part 1 – Underperforming Employees Reflect On Leadership

Underperforming Employees Reflect on Senior Leadership

reclining man showing underperformance at work

When employees underperform, top leadership assumes those who lead them are the problem. Are your employees performing as well as they could be?

One of the biggest reasons coaching for your employees is such a great idea is that sometimes your team needs a quick and dramatic course correction.

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