In the rapidly evolving landscape of healthcare, cultivating strong leadership is vital not only for organizational success, but also for ensuring high-quality patient care. Healthcare professionals have a responsibility to nurture and empower the next generation of leaders within their teams. Here are some examples of strategies that healthcare organizations with strong leadership development programs are using across the U.S.
Identify Potential Leaders
Recognizing potential leadership qualities early gives you the opportunity to nurture and develop strong performers. Be on the lookout for employees who demonstrate initiative, problem-solving skills, empathy, and a commitment to continuous learning. Oftentimes, candidates with these qualities are natural candidates for leadership roles.
Invest in Training & Development
Offering leadership training programs tailored to healthcare professionals will help your staff gain the skills they need to propel their careers. Focus on programs with essential skills like communication, conflict resolution, decision-making, and strategic thinking. Provide opportunities for staff to attend workshops and conferences that enhance leadership capabilities.
Provide Mentorship Opportunities
Mentorship offers invaluable guidance, encouragement, and perspective that emerging leaders might not gain otherwise. Consider following a program similar to that of Stanford Health Care: their Nursing Mentorship Program aligns nurses who have specific goals with veterans who have already achieved those objectives. The program aims to strengthen working relationships, promote professional development, increase retention, and promote succession planning.
Prioritize Diversity & Inclusion
Diversity enriches decision-making and promotes the organization’s ability to meet the needs of a diverse patient population. Acknowledge the value of diverse perspectives in your healthcare organization, especially in leadership roles. Encourage staff from underrepresented groups to pursue these roles and ensure organizational policies promote inclusivity. Look to Lakeside Medical Center in Palm Beach County, FL, as an example: it was named the most racially inclusive healthcare system in the U.S., and has many people from underrepresented groups in leadership roles.
Recognize and Reward Your Leaders
Recognition is an excellent motivator for both existing and aspiring leaders. Acknowledge and celebrate leadership achievements through recognition programs, and publicly commend individuals who demonstrate strong leadership qualities and contributions to your organizational mission. University Health, for instance, has multiple programs to reward leaders and other top performers, including an Employee of the Quarter and Employee of the Year award, as well as on-the-spot recognition programs.
Encourage Feedback
Soliciting feedback from staff allows your organization to recognize and act on opportunities for growth. Create a culture of open communication where feedback is welcomed at all levels. Specifically ask for input on leadership development initiatives, and seek ideas for improving processes. Consider following BJC HealthCare’s lead: The St. Louis-based healthcare system recently began giving staff members surveys to provide input, in addition to hosting monthly town hall-style meetings where nursing teams are invited to share their views.
Leadership development is one component of building a strong workforce in your organization, but filling open roles can be a persistent challenge amid healthcare staffing shortages. If you’re seeking NNPs for your healthcare organization, turn to Ensearch for assistance. We specialize in filling openings with qualified full time or locum professionals for hospitals looking to expand their workforce. Start your search by scheduling a consultation with Ensearch today.
