Preventing The Most Common & Expensive Hiring Mistake
Joy W. Goldman RN, MS PCC: CEO SixSEED Partners
SixSEED Partners was approached about providing coaching and leadership development for a tenured leader in an academic medical center who was two-three years away from retirement. The executive was concerned, however, in allocating resources for the leader, who had an immediate need for development but would be leaving the organization in a relatively short period of time. His question was how he could best use his resources so that both immediate and longer-term needs were met.
Upon further exploration, we discovered that the senior leader of advanced practice clinicians had not designated any successors for his role. The organization needed to mitigate some immediate development needs while also investing in leadership development for current high performers. The organization was also concerned about attrition given the extraordinary demands that had been placed on this department during covid 19 and beyond. The aging workforce coupled with high degrees of burnout and exhaustion were contributing to a perfect storm that could result in a crisis at the same time the leadership transition would occur.
As we have done in past engagements, we challenged the executive to consider investing in expanding the thinking capacity of high potential leaders as compared to identifying one or two individuals as a potential successor. They could do this through a blend of individual and group coaching and facilitation where the leaders were invited to progressively move out of their comfort zones of being technical experts and more into leading with others in unfamiliar multi-department systems’ issues. Through a multi-year team development effort, the senior clinical leader received time-limited coaching on immediate development needs along with ways to further mentor and develop her staff. The high potential advance practice leaders were offered training on both/and thinking (Barry Johnson thought leader); leading above and below the line (the Conscious Leadership Group); the Empowerment Dynamic (David Emerald and Donna Zajonc); and conversational intelligence (Judith Glaser).
The senior clinical leader improved her performance and appreciated an opportunity to safeguard her legacy. There was less turnover in the department as the high potential leaders felt that they were being given an opportunity to learn and grow, and in the moment development occurred with support for mistakes instead of being placed in roles with heightened pressure to perform. If you’d like to learn more, contact us at SixSEED Partners.
If you’d like to learn more, contact us at SixSEED Partners. Reach us at: SixSEED Partners.