Vanessa Williams-Harvey, MSN, RN’s Post

The Top 10 Leadership Qualities of Hospital CEOs What makes a great hospital CEO? Health care management scholars have been grappling with this question for some time. Leadership in healthcare is about more than just strategy—it’s about integrity, communication, and adaptability. A decade ago, scholars compared the ten most essential leadership qualities of hospital CEOs from 2007-2012, basically capturing whether the Affordable Care Act (ACA, AKA "Obamacare") changed which qualities mattered most. In short, it didn't. The top ten qualities were the same at both time periods, pretty interesting, I thought. 🔹 Ethical Leadership & Integrity – The best leaders are ethical, honest, trustworthy, and act with high integrity. A decade ago, Cooper et al. emphasized integrity as a defining trait of effective healthcare leaders. Today, it remains just as critical. 🔹 Communication & Relationship-Building – Great CEOs communicate well, listen effectively, and treat others with dignity. In 2015, the ability to foster strong relationships and inspire trust was already a hallmark of high-performing leaders. 🔹 Adaptability & Reliability – With constant change in healthcare, CEOs must have the ability to adapt, remain dependable, and maintain a positive attitude to inspire their teams. As Cooper et al. noted, resilience and flexibility are essential for navigating industry challenges. Ten years later, the core qualities of exceptional healthcare leaders remain strikingly consistent. The question isn’t what makes a great leader—it’s how leaders evolve to meet new challenges. What leadership qualities do you think will define the next decade of healthcare leadership? #Leadership #HealthcareLeadership #HospitalCEOs #Integrity #Communication #Adaptability #HealthCareManagement Original Source: https://lnkd.in/ebzxCrus

Healthcare CEOs face numerous challenges related to budget, workforce, technology, and compliance. Seasoned leaders with years of experience were recently asked if they could go back in time 10 years, what advice would they give themselves. Their answers are great insights that we can use to benefit our leadership skills. -Rethink the decision to enter into a value-based care system. The challenges and difficulties can hurt your system more than help. -No matter how tight finances become, never cut the leadership development budget. -You won’t be able to put others first and serve them well at the expense of your health. -Apply adaptable management methods that develop collaboration, creativity, and speed. -Redesign the nursing care model and process for recruiting nurses. #HealthcareLeaders #LeadershipStrategies #LeadershipLessons

The Shift in Health Care - From Stuck in the Past to a Future-Focused Approach There’s a paradigm shift in healthcare leadership. From a "This is how we have always done things" attitude to embracing change with a future-focused approach. There is a massive opportunity for nursing leaders and their teams to proactively develop their people and empower them to make rapid, effective decisions in complex, high-pressure situations. But a few common misconceptions about effective leadership requirements hold most people back: Misconception #1: Traditional Classroom-Style Learning is the answer. This approach is missing two critical components: ➡️ 1. Personalization. It is not tailored to the individual leader or team. ➡️ 2. Coaching. Techniques that foster insight and not just rote memorization. Misconception #2: We already have internal professional development working on this. Senior nursing executives are struggling to get long-time leadership teams excited about professional development. The reason? Teams say its impact does not last long. Part of the problem is that many leaders do not fully trust these internal programs as they worry about objectivity and confidentiality. External coaching solves this problem. We take nursing leaders to the next level. Coaching for hospital executives: ➡️ goes beyond theory and provides practical, personalized guidance ➡️ focuses on shifting behaviors & creating insights ➡️ supports the specific needs and goals of the executive ➡️ creates a safe and confidential space Which in turn helps leaders: ➡️ Self-reflect more easily ➡️ Grow faster ➡️ Navigate challenges ➡️ Develop effective strategies ➡️ Maximize their leadership potential By combining internal professional development and coaching, executives can benefit from a comprehensive and holistic approach to enhance their leadership effectiveness and drive business performance. Here is only a handful of results we’ve helped clients achieve: ➡️ Eliminate bloodstream infections for more than two years, saving the organization approximately $900K ➡️ Successfully implement a governance model in 3 months after struggling to do so on their own for over 2 years ➡️ Reduce nursing turnover to single digits And much more. If you want to truly engage your nursing leaders and teams, external coaching is the answer you have been looking for. Book a call below to learn more. ⬇️ https://lnkd.in/gVYDa8iV #Healthcare #FutureOfHealthcare #HealthcareLeadership #NursingLeaders #HealthcareOnLinkedIn

The healthcare sector is a tough environment for managers for all sorts of reasons: 🛠️ The tools you’re trained in as a frontline clinician are not the tools you need to manage people ⚡️Power exists in different ways, based on qualifications, experience, tenure and formal roles ❤️ Everyone, regardless of role, is working towards patient outcomes. But compassion fatigue is a real challenge. Our research digs deeper into all these areas, and our upcoming healthcare-specific content enhances our existing performance support resources with targeted advice and recommendations for managers in healthcare. Check out the post below for more insights into the healthcare sector and drop me a line if you’d like to discuss how Mind Tools can help support your managers

I agree zach. There is an overemphasis on use of Theory X(productivity) as the KPI and almost zero application of Theory Y ( people based) KPIs. First question is why? Second, how do we help ourselves? There is little taught about the Michigan Managerial Grid in healthcare leadership. Why? Our annual reviews in AMCs are myopic and fail to see the big picture as to why physicians went into healthcare or joined a health system. We don’t have people based metrics built into are human performance cycles. The attached article is an attempt to swing the pendulum back to theory y. One wins in the marketplace when one wins in the workplace.

In the dynamic and high-pressure world of healthcare, leadership presents a unique set of challenges that differ substantially from those in other sectors. The pressure to perform is immense, and the emotional toll on your leaders can be overwhelming. In our new blog post, we explored the insights from our in-depth research interviews with US-based #healthcare professionals and our Building Better Managers research report to identify the unique challenges of healthcare #leadership. Read the full post here: https://ow.ly/nwn550Tp13n

Last chance – here's an impressive resource for rural healthcare leaders! ⏳ As you’re working to build a stronger, more engaged team - Sue Tetzlaff - Culture and Execution Catalyst at Capstone Leadership Solutions is sharing the “12-Point People Pillar Inspection” to help leaders drive better results and create thriving workplace cultures. It's one of the best tools I've seen - effective, quick, and helpful. I’m not sure how long Sue will keep this available - please feel free to get it now and make your leadership life a bit easier. 🔗 Grab the guide here before it’s gone: https://lnkd.in/g7vwiXg9 #LeadershipStrategy #WorkplaceCulture #OrganizationalGrowth

UWEC HCAD. The program speaks for itself. Building leaders, taught by leaders of the industry.

💥 The Hypocrisy of Healthcare Leadership: Are We Serious About Success? 💥 “Only 14% of healthcare executives actively invest in challenging their own biases, yet 91% acknowledge it’s critical for success.” This is the disconnect no one wants to talk about: leaders know their biases are holding them back, but most do nothing to fix it. 🚨 Here’s the problem: Biases shape every decision, from hiring to strategy, often reinforcing outdated practices. The refusal to invest in overcoming these biases creates blind spots that limit growth and innovation. 🤔 So why don’t more leaders act? >Fear of discomfort. >Overconfidence in their judgment. >A culture that rewards quick decisions over thoughtful ones. The result? A healthcare system stuck in the past, unable to meet the demands of the future. 💬 Is it time to confront this leadership failure? Drop your thoughts below. Let’s start the conversation that healthcare needs. . . . #BiasInLeadership #HealthcareInnovation #ConfrontYourBlindSpots #ExecutiveLeadership #LeslieKarmazinuk #KarmaCoachingInsights #RN #CanadianHealthcare #Nursing