Differences in opinion, ideas and beliefs are all a part of a healthy workplace. But how do you differentiate between differing beliefs and negativity?
Negativity can be seen in attitude, the way one communicates, and their behavior towards colleagues. Negativity in the workplace can affect—and infect—the entire team, decreasing productivity, attention and performance.
Here are a few ways to eliminate negativity and help your team excel!
Intelligence can be measured in many ways: academically, socially, culturally and emotionally. Emotional intelligence is defined by one’s ability to be able to monitor the emotions of others as well as their own.
Here is a guide to help you see if you are emotionally intelligent.
The relationship between hospitals and physicians is complex to say the least. What appears to be a seamlessly working relationship from the outside often feels more like a tangled web to those intertwined within the healthcare system.
You’ve been hyper-focused on physician engagement, and as healthcare finds its home in a value-based system, encouraging physician engagement is more important than ever. With that said, physician engagement isn’t the only piece of the puzzle when it comes to integrating physicians into your system, and one of the key pieces you might be missing is physician leadership development.
What do successful people eat for breakfast? What time do they wake up? What do their days look like from there?
We’re all fascinated with the daily routines of successful people, wondering if there’s anything they’re doing that we should be doing, too. When it comes to being an exceptional leader, though, it doesn’t always matter if you have a protein-packed breakfast every morning or if you start every day with an hour of yoga. Sure, these things help, but here are the real daily habits of highly exceptional leaders.
Valentine’s Day is fast approaching, and everyone’s talking about love and passion. At Coors Healthcare Solutions, we’re talking about those things, too…especially when it comes to finding people who love their jobs and are passionate about what they do.
Hiring people who love their jobs and are passionate about what they do starts from Day 1: in the interview.
Over the past few months, we’ve been talking about just culture this and just culture that. We’ve told you what it is, why you need it and who should implement it. But one of the things we haven’t touched on is what you can expect from a just culture, especially when you’re conducting an error investigation.
Even with a just culture, a simple error investigation isn’t always so simple; it’s not always as cut and dry as figuring out what happened and responding. Error investigations under a just culture will require a group of insightful leaders who can look beyond their normal bias to understand the error, respond appropriately, and move forward, stronger than before.
If you’ve already implemented a just culture and are preparing for your first error investigation, here are a few things to keep in mind.
So you think you need interims.
Interim leadership is our bread and butter—it’s something that we know a lot about!—and our interim professionals are impact candidates, with experience in all facets of healthcare.
The truth is, not every lapse in leadership demands interim support. For instance, if the position will be easy to fill, you might not need an interim leader; if finding a permanent replacement is going to take some time, however, interims might just be the answer.
It might take a village to carry an organization, but it only takes one weak leader to bring the entire thing crumbling down.
Think back. Regardless of where you are in your career, by now you’ve probably experienced bosses who have changed you for the better, as well as those who have, well, made life seem worse for the wear.
But today, we want to talk about those bosses that change you for the better. Maybe you have one, maybe you are one, and maybe you’re trying to learn how to be one. Great bosses are those who can see untapped potential in employees, even when they can’t see it themselves. Great bosses know that actions speak louder than words, but that both are important for inspiring trust and motivation among their employees. And most importantly, great bosses are believers. They believe in people, especially the people on their teams, and it’s this driving belief that makes them good leaders in every area of their work.
Here are 5 more qualities every great boss has:
We’ve discussed in the past the parameters of a just culture for patient safety, but a topic that we haven’t touched on yet is why HR leaders should develop one. You know that creating a culture of patient safety is important, and in this article, we’re going to cover why HR leaders need a just culture in today’s healthcare environment.
Here’s why HR leaders should develop a just culture within their organizations:
At the end of each year, we analyze the existing and emerging trends in healthcare, as well as the direction the industry is headed, in order to provide you with the most important things you need to know to prepare for the upcoming year.
Here are a few of the market trends being projected for healthcare in 2017: