Disclaimer: This is not scientific. I can, however, tell you I believe this notion to be true based on the hundreds of leadership conversations I've had, or haven't had.
How do you continue to be a strong leader when you are feeling personally attacked or hurt by another person who claims to be a leader? It's a great question to ask your work teams. Answers are not easy to give or judge.
The people you trust the most, hopefully, are the ones that can lay the heaviest of truths on you. In other words, they can point out your weaknesses in a way you will respond to. Sure, it might hurt, but you know without a doubt it's coming from a good place, and ultimately they want you to become a better person or leader by sharing with you.
Federal lawmakers often seem to look down on aging care professionals, but it might not be long before they're looking up to them to learn how to get things done.
It's OK to admit it: Competition, even if it's with yourself to do better, be a better leader, is encouraged and we should embrace it. So here are my confessions about it.
As we circled in the air over Chicago on Wednesday to hear, "Sorry, folks, we have to go back to Indianapolis because the rain is too heavy for us to get into Chicago," I thought to myself, "Great, this is where the hangover begins."
To build a courageous pathway for their organizations, long-term care leaders need to have a clear vision of what they want the future to be — for themselves and those they want to lead. Then, they have to remove what appears to be "fabricated evidence" that tends to snap a person back into usual patterns or decisions.
Too often we study, coach, teach, but then do we practice and make leadership a habit? I would argue that holding ourselves and others accountable is the most difficult challenge we face, and one that we all face every day.
Sure, in our field we deal with life and death. There are days that we are dealing with tough stuff. There are also those days, however, when we take ourselves and our work way too seriously. We need to step back, pause and even laugh to get through the day.
Sometimes a true leadership conversation is all you need to get yourself back on track.
As leaders, if we don't give our teams the ability to dream bigger than they ever have before, they never will. I hate the word "permission." It's more than granting them permission — it's challenging them in a way many of them have never expected to be challenged before.
Every once in a while a leadership principle that you have held on to tightly for years gets turned on its ear.
I started my nursing career in a very busy teaching-hospital operating room. I loved the excitement, the anticipation of the surgeon's needs. But what I didn't love was the utter disrespect many of the surgeons had for the nursing staff.
Here is my "I was just on vacation" blog. What could this possibly have to do with leadership? Well, everything.
It seems that now more than any other time I can remember, people younger than I am are getting a bad rap. Is it deserved? Some thoughts on that, and how we can be good leaders to work around such problems.
Not everyone who works in long-term care considers himself or herself a leader. This begs us to ask the next question: Is this OK?
While I couldn't be everywhere during LeadingAge, to the best of my knowledge new executive and president Katie Smith Sloan didn't walk across the stage to the tune of a Chimamanda Ngozi Adichie quote and a backdrop that said feminist, a la Beyonce.
A trip back to high school this week helped me remind myself, and students, of three of the most important leadership principles for anyone in any profession.
If there were a bucket full of all the leadership lessons in the world and you could pull out only one skill to master, it should be the ability to listen. I used to think early in my career the number one skill to be an effective leader was to talk or communicate well. Wrong!
I think we've all had days where we come home from work and want to hide under the covers. We've also had days when we feel on top of the world. They key, I recently learned, is knowing how to become a resilient leader.
Being a leader means allowing the work to happen in an environment that's exciting and fun. I believe too many people simply choose to be miserable.
Have you ever considered leadership a negative word? Chances are no. All of the books we read, articles we Google, and leaders we aspire to be like are positive. So what about those days where people are just stupid? How do you motivate them when you don't feel very motivated yourself?
Anyone who knows me knows that coaching and mentoring are joys of mine. Spending time with our teams and encouraging them to become self-reflective and more self-aware is something I live and love to do. Recently, I was reminded I need to take my own advice.
I find the show "So You Think You Can Dance" interesting. Wait, "interesting"? Maybe that's not strong enough of a word. I love to dance. I love to dance in a safe environment, and when I say safe, I mean I have an appropriate amount of liquid courage in order to have "Moves like Jagger."
A number of internal promotions and a few staff acquisitions from a Health and Human Services' insurance unit highlight a series of leadership changes at the Centers for Medicare & Medicaid Services, it was announced on Monday.
Working too long and too hard is a common occurrence, but it's quite simply wrong. The number of hours you put in on the job does not measure your passion or commitment to your work.
We recently joined an ACO with the hopes of delivering a collaborative health care model that will bridge the gap between physicians, hospitals and skilled nursing providers to offer high-quality coordinated care to area seniors.
If there's one critical tool to becoming an exceptional leader, it's not drive, smarts or even likeability. It's the ability to listen.
What type of nurse leadership style works best, and how does it affect quality of care and outcomes?
Every year, the Centers for Disease Control and Prevention publishes a list of the leading cause of death in men and women in the United States. Presumably, one goal in publishing the data is to alert us of the hidden dangers, and ultimate outcome, certain lifestyle choices can have on our life. After assisting with the recruitment, training, and development of over 100 administrators-in-training in recent years, I've had an intimate view into what leads to their successes and also what has led to failures.