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Bowl Leader
Anyone out in Philly? 25 M Here
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Additional Posts in Healthcare Administrators/Healthcare Leadership
Bowl Leader
TotalCare is looking for an Operations Manager to help our clinics run smoothly. This is an entry level health care administration role at one of the top medical groups in Southern California with significant growth potential as we expand. #hiring #healthcaremanagement #socal
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totalcarenow.com/careers/
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Taking things personally. Needing to be friends with their coworkers. Not able to consistently follow up. For some reason, I see a lot of people in management who can't even handle the basics of a job, much less help other people do their job. I don't know how they get into the role.
People who react emotionally.
Bowl Leader
One of the things I think you need early on is the ability to work through ambiguity. Are you willing to hustle and grind to find the solution to a question or at a minimum exhaust all resources. Additionally, I think curiosity is needed for a leader. If you are unwilling to ask why things are done a certain way, I just don’t believe you’ll be able to be a successful leader. I think people can mature over time in a leader role, so if it’s not an extreme attribute you can work with them on that. I also think if you’re a senior leader bringing them up the ranks, you owe it to them to help with their professional development. You have to invest in leaders to ensure their success.
I think communication skills are a big one. I've seen so many people get into management/leadership positions that don't know how to communicate with their direct reports.
I have see a lot of leaders become leaders because they have the technical skill set but I think that really only gets you so far and works if you are a working supervisor but if you move up the ladder you need to grow in other knowledge and relationship building skills and not just” I know how to do your job (the person under the leader)”.
Building off the previous comments and adding some (based off experience as a Supervisor and working under some bad ones...)
1) Reacting emotionally/defensively. If you're managing a team, you have to give them the benefit of the doubt when they come with suggestions. They're not implying that you're stupid for not thinking of it first, they're offering a different perspective from someone who is actually carrying out those tasks on a daily basis.
2) Not being able to work the areas you're managing. I'm going to use the lab as an example, but it applies everywhere. If you are over a certain "bench", you should be a main resource for your techs. Know the instruments, be able to troubleshoot, be able to handle the workload. Never ask your subordinates to do something you can't or won't do yourself. It's hard to respect someone who has no idea what they're talking about.
3) Not respecting their subordinates. Last I checked, we are all adults. Stop micro-managing.
4) Holding grudges. Sometimes people have a bad day/week/month and we all know how much working in healthcare is a dumpster fire these days. Just because they snapped one day doesn't mean you need to sabotage they're whole life by getting them in trouble/fired.
5) Not being upfront. No one likes being confrontational, but as management, you have to be sometimes. If you catch someone doing something they aren't supposed to or if there's an issue, just pull them aside and talk to them. 9/10 times they didn't realize it was wrong until you pointed it out. That gives the opportunity for a redirect. If they do it again, then you know it's intentional.
6) Don't assume. Once I was reported for "using work computers for personal internet use" Due to a previous job, I would never do that. I insisted I wasn't, but was told I was lying. I asked them to bring up my search history and proved that I was actually on the site my job provided for us to do our CE credits, which we are encouraged to do during downtime. If the 'supervisor' who reported this had just walked up and said "whatcha looking at?" I would have shown them and we wouldn't be wasting everyone's time.
Honestly I could go on but these are my biggest ones...
Agree with everything except 2, although I’m sure there are management role that would require it to be a successful manager I don’t think all fields and management roles do.
In general my stance is that leaders are there to lead a team of people who are experts in their role and provide them the tools and resources to be successful. That does not mean a leader needs to be able to do every job of someone they lead. Some can, but I don’t think it’s necessary to be a successful manager/leader.
For instance, when I was at primary care my administrator obviously couldn’t have stepped into any role there, it was about ensuring those being led and managed were provided the tools and resources they needed to be successful as well as being able to navigate arising issues throughout the department and facilitating process improvement.
When someone cannot take accountability. A great leader takes control of the team. They assess what needs to be fixed and find solutions, not throw tantrums and point the finger.
Does anyone have advice for when a manager or direct report is nearly impossible to get consistent face time with??
Anyone who gets frazzled/stressed out easily.
Anyone who reacts emotionally, is reactive, has an ego….
Taking out personal life problems on subordinates. Inability to effectively communicate and delegate tasks. Not possessing the proper credentials for the industry or type of company one is attempting to manage. Or not knowing enough about the project being managed. Lacking the fundamentals and experience needed or lacking professional work ethic. Not having a professional understanding if business ethics and fundamentals of business management. High turn over rates are a big red flag. Micromanagement is another huge one. This is the main reason I decided to take a break from healthcare to take a job in sales. It’s the same or higher pay and less effort. I figure if management is gonna suck anywhere might as well make more money for less effort if I’m gonna deal with bad bosses either way.
Being passive-aggressive or overaggressive instead of assertive.
Unable to solve problems with the team. Sometimes they believe that they can solve problems that affect the team without consulting with the team. Sometimes you need to ask your team.
Some people believe that they deserve a leadership role because they've been with the company X amount of years.