A “short list” of priorities placed on physicians today looks a little something like this…
Increasing revenue
Attending committees
I was eating dinner while awaiting my flight at the Philadelphia Airport and a sign unexpectedly caught my attention. It read,
“It will get brighter…OPTIMISM, pass it on!”
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Over the last 15 months many perspectives on what makes a “good job” have changed in the workforce.
The virtual world leaves talent wide open to opportunities no longer limited by geography.
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Challenger safety satisfies the basic human need for people to use what they’ve learned, contribute ideas, and make things better.
As the final state in the 4 Stages of Psychological Safety™, once challenger safety is realized, you become a company that inevitably unleashes innovation.
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You can access more joy and fulfillment in your work life as a leader...And you get to align your company culture to make this your day to day way of being. All it takes is a commitment from you to get clear on your values and passions. Once you do, you must choose to use them as your barometer while performing the duties of your leadership role.
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States of being are temporary. They’re often narrowly focused and reactionary.
Traits of being, on the other hand, are how you naturally “show up.” No matter what the circumstance, people can anticipate your behavior based on the values you’ve demonstrated as important in the past.
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Everyone has their own frame of reference for the reality they live. Experiences that shape their beliefs. Thoughts that create their habits.
Because of that, when conflicts arise, it’s not always easy to maintain an observer’s perspective. Instead, disagreements get personalized.
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Miscommunication happens, both at work and at home. The good thing is, you can actually reduce its frequency.
To deliver a message the way you plan for it, pay close attention to these three things...
Intention, mode of delivery, and perception.
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Remember inclusion safety, also known as Stage 1 of Psychological Safety, is owed to all team members. Stage 3, contributor safety, is not...In fact, it’s earned.
As a leader who enables innovation in your company, however, allowing for Contributor Safety is critical.
Contributor Safety for a team member satisfies a basic human need to make things better. In that place of safety, you feel able to use your skills and knowledge to make meaningful contributions. Which, in turn builds confidence and self-esteem.
But the twist is this...Team members are not entitled to Contributor Safety. The price of entry is not only your knowledge and skill set, but also depends on your ability to deliver results.
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Power and precision are the dominant psychometric traits that drive leadership behaviors in physician leaders, especially when under stress.
So says SurePeople, a data-analytics company that used their Prism psychometric assessment to create a portrait of over 2,500 physician and healthcare leaders.
And, stressful is more the norm than the exception when it comes to describing the leadership scene in healthcare systems and academic medical centers across the country.
Why is that?
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Making mistakes at work is not as horrifying as you might think. Once a team member feels included, step one of psychological safety, they’ll want to know if learning “on the job” is part of the work culture they can expect.
More specifically, if they make a mistake while fulfilling their job duties, they want to know if they’re supported to learn from it. A company that values learning from mistakes instead of taking a punitive approach harbors growth and development of its team. Abiding by this approach is key to establishing psychological safety.
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Without inclusion safety, this may be your everyday scenario.
Imagine you lead a team made up of high-level, licensed professionals. People who need to meet several benchmarks, including passing a team panel interview to even be considered for their roles.
Now imagine losing close to 40% of them before their 90-day probationary period expires.
It’s enough to make you think you’re just mis-hiring. But, given the extreme measures each person had to meet to win their position, you’d be missing the mark to count it as poor placement.
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