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 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. CEBGlobal.com

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

Money 

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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Less Stress with 5 Easy Task and Time Management Tips

How to Manage Your Time Better Fast!

Picture on reality check to manage your time quickly

ONE for a reason

Do you have way too many priorities? Time to rethink what that word means.

When the word priority first came into the English language in the 1400’s, it was a singular word. As in ONE priority. It meant “the right of precedence over others.”

It stayed singular for about the next 500 years.

And then, stealthily at first, perhaps, and then all out and in your face, priorities entered our language.

We won’t even begin to dive deeply into the myth of multitasking here.

Let it be enough for now to feel validated in your opinion that you cannot, in fact multitask. You can only task switch.  And that takes tons of energy and focus and delivers little for your efforts.

Get ready to take control of your time and tasks with these five easy task and time management tips for less stress and better results to show for your efforts.

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How You Do Anything is How You Do Everything

Not Candy Colorblind

 

“Absolutely NO brown M&Ms”

You would only have seen this demand if you’d read to page 40 of rock band Van Halen’s 53-page rider. A rider is a contract between the band and the venue and lays out everything from how to set up the stage to what snacks to put backstage.

Most bands in the 80’s, Roth said, would have riders the size of pamphlets, about six pages long. Not Van Halen.

Van Halen’s showmanship, along with great music, combined to make them one of the most popular bands of the 80’s and 90’s.

A lot went into making their show stand out, and it was important that all the details from load bearing capacity of the stage to how electrical was set up to physical space around the entire show, was set up just so.

Detail after detail filled the pages of their rider. When it got to the “Munchies” section of the rider, the band wrote specifics about which meals would be served to them on which days.

And oh yes, M&M’s, of course. But clearly stated in the rider was when it came to the candy-coated chocolate, they were to have ABSOLUTELY NO BROWN M&M’s.

Roth laughed when he recalled this years later, saying that people assumed they were messing with people and being that picky because they could be. The band let people think it was all part of the mystique.

The real reason no brown M&M’s

Roth explained that because their band was doing things in their show that other bands weren’t, they had a higher need for attention to detail so that the stage and light fixtures could carry the load.

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