Leadership Training – To Do or Not to Do Part 3 of our Series

During one of the most critical times in healthcare, we recently saw the impact of a full-blown crisis on our staff, leaders, clinicians, and systems.? This was a huge test to see who in our organization had the foresight and the ability to lead through the really tough times, think outside the box, make wise decisions, empower their team to take on some of the day-to-day decisions and support the organization's as it moved through a historic challenge.? We had some inspiring results and some catastrophic results.? The message was clear that we needed to make sure we were continuing to develop our leaders, not just on how to order supplies, schedule staff, and finish off time cards, but the less task-based parts of their roles.

?Ongoing leadership development is crucial for organizations and their leaders' sustained success and growth. A recent article I read indicated that a survey completed by hundreds of companies indicated that over 50% do not have initial leadership training, and that drops to around 10% having an ongoing leadership development program.?

This investment in your employees and in your company is critical.

?Here are key reasons why it is essential:

?1. Adaptability to Change

Evolving Markets: Leaders must adapt to rapidly changing market conditions, technologies, and competitive landscapes.

- Innovative Thinking: Continuous development fosters innovation and the ability to think creatively in problem-solving.

2. Enhanced Decision-Making

- Improved Skills: Regular training enhances critical thinking, strategic planning, and decision-making skills.

- Data-Driven Decisions: Leaders learn to leverage data and analytics for informed decision-making.

3. Employee Engagement and Retention

- Empowered Teams: Effective leaders create empowered, motivated, and engaged teams.

- Retention: Leadership development fosters a positive work environment, reducing turnover and attracting top talent.

4. Succession Planning

- Future Leaders: Ongoing development prepares the next generation of leaders, ensuring smooth transitions and continuity.

- Organizational Stability: A pipeline of capable leaders helps maintain stability and performance during leadership changes.

?5. Improved Organizational Performance

- Efficiency: Well-developed leaders drive operational efficiency and productivity.

- Competitive Advantage: Strong leadership contributes to maintaining a competitive edge in the marketplace.

?6. Personal Growth and Satisfaction

- Self-Awareness: Leaders gain insights into their strengths and areas for improvement.

- Fulfillment: Continuous learning and development lead to personal and professional fulfillment.

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?7. Building a Learning Culture

- Encouraging Development: Leaders who invest in their growth encourage a learning culture within the organization.

- Knowledge Sharing: Promotes knowledge sharing and collaboration, enhancing overall organizational intelligence.

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?8. Resilience and Crisis Management

- Preparedness: Developed leaders are better equipped to handle crises and unforeseen challenges.

- Resilience: Continuous learning builds resilience, helping leaders stay composed and effective under pressure.

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## Strategies for Effective Leadership Development

- Formal Training Programs: Structured courses, workshops, and seminars.

- Mentorship and Coaching: Personalized guidance from experienced leaders and coaches, even better if you have an internal mentor and an external coach. ?So many leaders are just tolerated because they have been with us a long time or are stagnant in their role, as they are not getting needed development opportunities and essential growth-focused feedback.?

- On-the-Job Learning: Practical experience through challenging assignments and projects. Giving leaders the opportunity to do new projects and learn new skills.

- Feedback and Reflection: Regular feedback and opportunities for self-reflection. To follow up on the article last week, staff would like to meet 1:1, ideally weekly, with someone to get feedback, but at minimum every two weeks.? So many senior leaders are so overwhelmed with their charges that if they get to meet with their leaders monthly on a 1:1 basis, that seems like a win.? But many times, those meetings are just focused on the to-do list.?

Networking and Peer Learning: Engaging with peers and leaders from other organizations to exchange ideas and best practices was one of my favorite things to do as a young leader. It still is today, but many organizations no longer send leaders or staff to conferences due to the cost.?

Investing in ongoing leadership development is a strategic priority for organizations aiming to thrive in a complex and competitive business environment. It ensures leaders are well-equipped to guide their teams and organizations toward sustained success.? This investment also greatly increases your leader and staff retention rates, which we know can cost up to 100,000 per individual who leaves.?? Now, investing some time and money in your leadership team seems much more manageable when you look at the big picture.? Calculate how many people have left your organization in the last 2-3 years.? Also, calculate how much you have invested in them in ongoing growth, coaching, formal mentoring, and education experiences focused on leadership.?

Most of you would not have invested more than the cost of one employee leaving, maybe two. But I also would guess that more than two people have left your organization in the last few years.?

If you are ready to increase your investment and address the needs of your leaders, then reach out at any time to set up a call with us. We can share some of the options we have available right now. We also have two new programs launching later in the fall.?

www.firstqualityconsulting.com

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