Because you've been a part of the Wiederhold & Associates Network, we wanted to share some exciting news with you first.
As you know, networking/connecting is essential to your success both while in transition and gainfully employed. Networking with a purpose is a vital component of anybody's career success but is often terribly neglected. Being intentional is necessary.
Therefore, we have formalized a streamlined process to make it easier for you to expand your network through Wiederhold Intentional Networking (WIN) program. Becoming an active WIN participant will enable you to:
The WIN strategy gathers key information from each premium active network member and targets meaningful matches within our client list. As an active member in our program, W&A will introduce you to key members of our current network, helping you gain significant connections that you would not otherwise have access to. Remember, most of our clients are Vice President through C-level executives.
Once you have made the connection, we will send you a short anonymous evaluation form. Each member's feedback will bring value to helping our clients grow their skills in effective networking/connecting as well as passing along current industry trends.
Here's to your success!
The Internet has changed the game for job seekers. The paper resume has been swapped out for a LinkedIn profile. Face-to-face meetings have been replaced with Facetime. Your local word-of-mouth reputation is small potatoes next to someone with a well-developed online presence. When it comes to the Internet, you are who Google says you are.
Fact: 92 percent of recruiters “Google” potential candidates according to a social recruiting survey. LinkedIn is the clear favorite, with 94 percent of recruiters searching it to find top talent. Potential employers also look at Facebook, Twitter, Google+ and really anything that search engines render when your name is entered.
Be Informed. Monitor your personal brand. The first step in protecting and building your online brand is by knowing what is being said or has already been said. It’s impossible to control everything that is written about you, but even though you can’t always control what is published, you can at least know and respond to it.
Monitoring your personal brand is a two-step process. First, you figure out what is being communicated around your personal brand currently. Second, create a positive plan to improve it, build upon it.
You’ve Googled yourself and found that there is at least one article that really gets in your craw. Perhaps it’s misleading, a lie, or just not flattering, and it is published on a website you have absolutely no control over. You want to wave your magic wand and just make it disappear. What can be done?
1) Get legal involved. You may have a case if:
2) Create and publish online through news publications and social media platforms such as LinkedIn. This is the most effective way to rid yourself of unwanted search results over time. How it works: Say you have a negative news article you want to push off the front page of the Google search results. The more content you publish with your name mentioned the more likely positive search results will be rendered when your name is searched. It should be noted that it takes time to push negative articles down the list and off the first page of results. This is due to a number of complicated algorithm factors, all dependent on Google’s rules surrounding credible content. For example, it will be much easier to bury an article posted by a local or regional paper than it would an article or video posted on CNN. Reason being is that the more credible or popular the site is, the more weight Google gives it. So your goal should be to match or overtake the negative article with your original content published on equally credible sites.
In prior articles, we have touched on many aspects of effective networking, whether in transition or not. Building a broad and deep network is so essential to one's success that it cannot be ignored.
What I have personally observed over a 28 year period and confirmed through colleagues is clear: We can't make it without solid key relationships. Many people will find expanding their network to be challenging, but with practice and effort, you can begin to make meaningful and fruitful connections.
If you are looking for career advancement, you must become the most effective networker you can be. Include these three components when you're expanding your network and I promise you will find success.
Here's to your success,
Developing one’s career is multifaceted and takes time, energy and intentionality. In a competitive market one must differentiate. Here are five ways to stand out and help your career develop over the long-term:
Respond on this blog what you would add to this list!
Remember that game, “Hungry Hungry Hippos”? It’s simple - s/he who collects the most marbles, wins. If you want to maximize your career opportunities, you must play this game well. How do you win? You must pocket as many network connections (marbles) as possible. 80% of jobs are found through networking (not online job boards). The more people you connect with, the more people you’ll connect with as networking has a compounding effect. This leads to opportunities.
It’s not just about talking with people- you must connect with them. Be inquisitive, learn about them personally and professionally. Find connection points between the two of you. Once people genuinely like you, they are more apt to help you. And, don’t forget to concisely communicate your brand (or calling card, value proposition, what you’re known for). Once they know your value (turnaround king, patient satisfaction guru, etc.) they can help connect you with organizations who have these needs.
Once you pocket these connections, take care of them. Help them every chance you get- don’t always make it about you. Help them solve problems, introduce them to others, listen, and always follow up.
Be like the hippo - pocket network connections and take care of them!
In its 2016 global CEO survey, Price Waterhouse Coopers reported that fifty-five percent of CEOs think that a lack of trust is a threat to their organization’s growth.
Stephen M. R. Covey, in his book: “The Speed of Trust,” asserts, "The ability to establish, extend, and restore trust with all stakeholders – customers, business partners, investors and coworkers – is the key leadership competency of the new, global economy."
Paul Zak, in the January/February 2017 issue of Harvard Business Review and the feature article: “The Neuroscience of Trust,” states that employees in high trust organizations are more productive, have more energy at work, collaborate with colleagues and stay with their employers longer than in low trust cultures. Regardless of industry, your job as a leader is to create a culture of trust.
In our work with clients, we coach them around the following five behaviors which are scientifically proven to promote trust:
While not always easy, leaders who are committed to creating a culture of trust will continue to be disciplined around these 5 behaviors- especially in hard situations. As employees become more emotionally engaged with leadership, productivity and retention will naturally increase.
Joy W. Goldman RN, MS, PCC, PDC
Executive Director, Leadership Coaching
Wiederhold & Associates
Physician alignment, integration and engagement in integrated delivery systems are essential elements in navigating the complexity of healthcare service delivery. Healthcare organizations need a simplified approach to realize organizational vision of comprehensive and successful alignment and integration strategies. Creating a common Vision is essential. Thomas Edison is quoted as saying “Vision without execution is hallucination.” My expertise in leading physician alignment and integration strategies leads me to believe: “Vision without execution is worse than having no vision at all.”
A vision of developing highly integrated, well-coordinated and person-centric care is essential to success in today’s healthcare market. Best practice in integration and alignment will begin with key stakeholder engagement in executing organizational vision. Physicians, as key stakeholders in care delivery, respond well to a establishing a common vision. Healthcare organizations that focus on a vision of “maximizing success in the ever-evolving healthcare industry through physician alignment and integration” will ultimately build capability to meet and exceed consumer expectations in navigating the path to value-based care.
As previously highlighted, multiple organizational gaps may contribute to not fully realizing a vision of success in a high performing integrated delivery system. This article expands on development of a philosophy of performance excellence to achieve a vision of success. The schematic shown above provides a roadmap for navigating the performance excellence journey toward becoming a fully integrated and well-coordinated care delivery system, focused on the value-based equation of healthcare.
Today’s ever-evolving healthcare industry requires a comprehensive vision of performance excellence:
More importantly execution of that vision is imperative. Most healthcare organizations have developed a vision of service delivery that meets the value-based equation of operating/financial, service and quality excellence. Direct employment of physicians and other providers is one model of integration. Other models, including developing a Clinically Integrated Network, create other opportunities for integration and alignment. Either way, it is essential to build a culture of inclusion.
Execution of an organization’s vision for the future is best achieved through fostering and developing a culture of comprehensive performance excellence. Measurable results are achieved when time and energy are devoted to:
Physicians, as irreplaceable key stakeholders in care delivery, should be engaged in decision making and in charting the course for success. Physicians and other key stakeholders can quickly become disenfranchised when the vision of integration is not well executed. Having physicians actively engaged at the table to participate in decision making is essential. Whether healthcare organizations are focused on growing and developing an employed physician network, or seeking to align and integrate through other means, physicians should be formally and informally engaged in:
This article focused on physician engagement in Governance of a Physician Enterprise Organization. The article in this series will focus on establishing Leadership and Management Structure to execute the organizational vision.
Hospital organizations have been inviting physicians to be members of governance structures for many years. In addition to representing medical staff activities, physicians can help foster a physician friendly culture at the board level. Gaining the physician perspective of hospital operations and embracing input will contribute to an environment of high performance. Physicians are typically viewed as customers of hospital based services.
Governance within a physician enterprise organization (employed model or clinically integrated network) requires a very high level of engagement among physicians. Physician enterprise organizations have a profound impact on a physician’s practice and physician’s entire livelihood. A high level of governance to oversee and provide direction is needed. A physician led governing board is recommended. Physicians should be viewed as key stakeholders and leaders in care delivery.
While physician governance is recommended, organizations may adopt a formal governing body with corporate bylaws which define scope of responsibility and accountability, or less formal governance oversight in an advisory capacity. Scope of responsibility and accountability of the physician led governance and reserved powers of higher governing authority at a system-wide level must be clearly defined. The majority of governing body membership should be comprised of physician members with predetermined representation from medical and surgical specialties from within the group. Administrative leadership is tasked with facilitating and directing physician governance through a high level of trust and credibility.
The Governing Body of a physician enterprise organization may be structured to include the physician led board, as well as several sub-committees with defined functional oversight as defined by committee charters:
Sub-committees of the governing board are recommended to foster a broader level of engagement and participation among physician members of the group. The board may consider delegation of oversight to subcommittees to create focus and subject matter expertise through measuring, monitoring, reporting and improving performance. Sub-committees to consider include:
Connect with Mike on LinkedIn.
Everyone has a passion for something. When networking with others, make it a point to find the other person’s passion. Why? People like talking about what’s important to them. How do you find out what’s important to them? Ask them. Ask what they do for fun. Ask about their family. Ask what they would do if they weren’t in their current job. Ask where they volunteer. Then simply listen. Many times you will find what’s important to other people is also important to you. That’s your connection.
When discussing yourself be sure to include information that could be potential connecting points- spouse’s name, children’s names, where you grew up, where you went to school, what you like to do, etc. Recently I was speaking with an individual about adding this type of connecting information so I mentioned my wife was from the Twin Cities area. I explained the rationale for sharing such information by stating this would be our connection if his wife happened to be from the Twin Cities. What did he say next? His wife is from the Twin Cities- that is now our connection.
People instinctively want to connect with other people. Listen for people’s passions, make meaningful connections and you’ll network successfully./p>
Last year your employer gave you a bunch of money- what did you do for it? If you cannot clearly answer this question, you are vulnerable. In today's competitive market it is imperative to create value for your employer. Employers have problems- executives are hired to solve these problems. You must be able to clearly demonstrate a ROI on your salary- otherwise you are simply unnecessary overhead. If you cannot measure improvement in profit, sales, quality, customer satisfaction, efficiency, or cost reduction from a year ago I guarantee your employer is wondering if they are getting commensurate value with the money they are giving you.
How do you create value for your employer? First, make certain you completely understand your boss's goals- they are your goals. Second, make sure these goals are quantifiable. Third, achieve those goals. If you rinse and repeat this process year after year you will continue to create value for your employer. In turn your employer will keep giving you fistfuls of cash.
As an executive it’s easy to lose touch with staying marketable in today’s competitive environment. We all get busy doing our own jobs- it’s easy to forget about maintain and growing our network, keeping a current resume, and understanding the needs of employers. Here are a few tips on staying marketable:
If you need to sharpen your competitive edge, contact us at www.wiederholdassoc.com to learn more about staying marketable in today’s competitive environment.
After six years of partnering with Jim Wiederhold in growing Executive and Physician Leadership Coaching within Wiederhold & Associates, Joy W. Goldman RN, MS, PCC, PDC, has been named as Executive Director of Leadership Coaching.
"We not only want our clients to find their next job; we want them to excel and grow into the best leaders they can be," states Jim Wiederhold, Founder of Wiederhold and Associates.
"Now, more than ever, our world needs effective and values-driven leaders. Joy is a person that naturally embodies those characteristics and is passionate about passing on quality leadership characteristics to others."
Coaching is a natural complement to Wiederhold & Associate’s strong reputation for providing transition services to Healthcare Executives across the nation.
In 2017, Joy has the privilege of serving as the President of the International Coach Federation (ICF)-Maryland Chapter. She will be leading ICF MD’s board in connecting coaches throughout Maryland; supporting their professional development, and promoting the coaching profession to those who can most benefit. She will be working with regional and global coaches to support ICF’s mission of leading the global advancement of the coaching profession. As part of this effort, she will be partnering with over 200 coaches throughout the globe when she attends the ICF Global Leaders’ Forum next year in Warsaw, Poland.
In the future, we look forward to sharing success as told in stories that are co-created with you, our clients. Nothing makes us happier than to celebrate YOUR victories.
Here's to your success,
Do you have years of experience or one year of experience, repeated each year? We want to grow each year and create real, tangible value for our employer. Now is the perfect time to write down and record the value you created in 2016. I’m not talking about serving on committees, task forces or anything that is activity based or simply spending time. I’m talking about real results- the kind your employer pays you to produce.
Take a look at improvements over the year in the following areas:
Any noted trends or themes (especially across multiple years) become your value proposition. This is what you’re known for - your personal calling card.
As you look forward to 2017, make sure to build on your successes in 2016 while working on any developmental gaps. We want to continuously grow and develop as this helps shape and improve the value we bring to our employer.
Happy New Year!
The time to kick your transition work into high gear is right now, while everyone is celebrating. The minute you finish reading this get out your list of healthcare executives you know.
Why? December is the very best time to raise your visibility and re-establish connections, personal AND professional. Don’t bring an agenda, apart from extending cheer and good will. Hand write a short note in a holiday card, even if it is just to say you hope they have a prosperous new year. And don't forget to hand address the envelope too. Don’t ask about job opportunities, instead sincerely ask about them. If you only know their email address send them a personalize note that way. But send something so they know you are thinking of them.
If you are asked about your work or your search, be ready with a short, honest and upbeat answer. Of course, follow the conversation if your colleague wants to talk about work, but don’t press it. This is networking of the joyful kind – strengthening bonds to your family, friends and community that will nourish you the rest of the year.
I suggested this a few years ago and here is what one of my clients experienced.
Try it and see what kind of response you get!
When I picture a great leader, I picture someone who never lets their temper get out of control, no matter what problems they are facing. I think of someone who has the complete trust of their staff, listens to their team, is easy to talk to, and always makes carefully informed decisions.
Emotional intelligence is the ability to be keenly aware of your own emotions, and the emotions of those around you. These individuals are aware of the root cause of their emotions and how their emotions affect those around them.
To be effective, leaders must have a solid understanding of how their emotions and actions affect the people around them. The better a leader relates to and works with others, the more successful he or she will be. The good news is, Emotional intelligence can intentionally be developed.
We are facing a critical era of transformation in healthcare and success is entirely dependent upon strong leadership. As you rise through the leadership ranks you must master Emotional Intelligence as a key component if you hope to become a great leader.
Every journey starts with the right attitude, passion, and confidence.
Many people find networking to be challenging. Most people find a way to do the things they are passionate about. If you're not passionate about networking, it is possible that you simply do not see the wealth of value that comes from developing a healthy network.
I've interviewed over 1500 people in the last 23 years. Not just a surface interview, but an in-depth interview. I always ask the question, "Where did you find your current job?" In 70% to 80% of the cases regardless of level, people found their next opportunity through their network, a relationship built over years.
Now that you understand why it is important to have a solid network, it should be easy to get passionate about expanding it. If you are unsure about where to begin, below are a few ideas to get you started
Enjoy the Journey
Not everyone will want to join your network, and that is ok! Keep trying. Expanding your network is a learned skill that will improve with practice. Develop a system that will help you recall information from past interactions and keep you on track to follow up in the future. As long as you are moving relationships forward, YOUR EFFORTS WILL BE SUCCESSFUL.
If you would like more tips of how to add value to your network including in-depth training on what makes a great network call, then let me know. I am ready to share my secrets to success!
Leadership is such a broad subject with many important subcategories.
We are in a time of great challenge to our leaders both inside and outside of healthcare. Great challenge creates great stress. Our leaders live and work in a fishbowl and must realize that every move they make whether it's verbal or nonverbal will be noticed and analyzed.
Good leadership, as with anything else, starts with character. Everybody wants it, but it has so many definitions. Everybody sees a lack of it in others but not in themselves.
I'm in the process of reading the book, "Louder than Words," by Andy Stanley. I'm not finished with the book but I'm enthralled with the subject matter. It focuses on the definition of character. Because I'm faith-based, I will adhere to Andy's following definition:
Character is the will to do what is right, as defined by God, regardless of personal cost.
So easily stated, it's so difficult to achieve. Perhaps it's like mastery, we strive for it, but never get there. For others who are not faith oriented, I would suggest defining what the right thing is but not changing the second half of the definition.
Secondarily, leaders did not get to where they are today without utilizing strengths that have made them successful. But under stress, those same strengths can become weaknesses. Beyond that, everyone has certain "derailers" that can be triggered by stress as well as other influencers. By giving into these triggers, the ability to keep good character intact becomes difficult.
Recognition, or awareness, of the "derailers" is not always present within the leader. Leaders should develop feedback mechanisms that they can rely on and will accept. Gaining awareness of these triggers/influencers is a highly valuable personal investment. Once these triggers are identified, passionately pursue how to change them.
In stressful challenging times, these two components are essential to successful long-term leadership.
The famous question, “Tell me about yourself.” This is not an open invitation to incessantly talk for minutes on end about your life from start to finish in exquisite detail. I used to think everyone else thought my life was as interesting as I thought it was - wrong! The fact is, no one really cares (that much). You have two minutes to answer this question. And, it needs to be a structured answer that includes the following:
If you only remember two things, simply be brief (around two minutes) and clearly communicate your value proposition. What are you known for? What is your calling card? Remember, organizations have needs and people have skills. Be clear about your skills and match them with the organization’s needs.
Coaching comes in many forms but the goal is to help you become the very best version of yourself as a leader, executive, and whole person.
As you know, I have been coaching executives for years to help them become their best. Through the power of technology, my coaching capabilities have been extended into a new dimension. I am excited to present the 2016 Webinar & Telebridge Series.
Once a month, Wiederhold & Associates will be inviting renowned speakers to address leadership topics in healthcare in this interactive online series. The next scheduled webinar is in April and will be free to ALL registrants. Beginning in May, we will continue to offer these webinars free to only our Premium Active Network Group members and current clients. There will be a nominal registration fee for everyone else. There are limited spots for each session so make sure you register early and take advantage of this opportunity to learn from national experts! Email us to request topics and dates.
As a new benefit of our Premium Active Network membership in 2016, Wiederhold & Associates will implement the following program each month. I am hosting a Telebridge (conference call) meeting with any of our premium active network members who want to participate. In that meeting, I will answer questions you may have related to your career, whether you are gainfully employed, in transition, or thinking of looking for a new position. This is sure to be a time of enrichment that will aid you in developing a lifetime of success.
Before each TeleBridge meeting, we will announce the initial topic of discussion. Once we conclude that topic, we will move on to other subjects relevant to the group. Our first meeting was an excellent discussion of interim work in the healthcare Industry from both sides of the equation. This will be the initial subject of our next TeleBridge Premium Active Network meeting. After the initial topic is addressed, any subject that the group wants to talk about is fair game.
I will facilitate these meetings as well as disseminate a summary to the participants from these sessions. The Telebridge calls are an excellent opportunity to learn and engage with relevant healthcare subjects.
Through these programs, you are sure to make valuable connections & gain critical industry insights throughout the year. I look forward to connecting with you.
Here's to your success,
I constantly hear the statement that nothing happens between Thanksgiving and New Year's day. That idea becomes a self-fulfilling prophecy that can prevent you from moving forward in the new year.
The time between Thanksgiving and New Year's day is what I referred to as Relationship/Gratitude month.
It is the perfect time to build and solidify relationships by giving thanks to those that have helped you in the past year as well as those that will help you in the new year. This show of gratitude, when done without an agenda and with great sincerity, will strengthen business partnerships that can carry you into the new year and beyond.
As you all know, the opposite of gratitude is ingratitude. When you don't express gratitude and you assume the other person understands your perspective, what you really are expressing and certainly not intending to, is ingratitude.
Call up those people that have given you so much over the past six months to a year and just say thank you. Use the holiday season to send out cards to those you don't call. Individualize each card with a note and your own signature. Make your audience feel special. Remember, this is about quality not quantity.
Here's to a prosperous new year!