Leadership Develop – To do or not to do..

During one of the most critical times in healthcare recently, we saw the impact of a full
blown crisis on our staff, our leaders, our clinicians, and on our systems. This was a
huge test to see who in our organization had the foresight and ability to lead through the really
tough times, think outside the box, make wise decisions, and empower their team to take on
some of the day-to-day decisions, and support the organization as it moved through a
historic challenge. We had some inspiring results and some catastrophic results. The
the message was clear that we needed to make sure we are continuing to develop our
leaders, not on just 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 the sustained success and growth of
organizations and their leaders. A recent article I read indicated a survey
completed by hundreds of companies, over 50% do not have an initial leadership
training, and that drops to around 10% have 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.

1. 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.

1. 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.

1. 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.

1. Improved Organizational Performance

• Efficiency: Well-developed leaders drive operational efficiency and productivity.
• Competitive Advantage: Strong leadership maintains a competitive
  edge in the marketplace.

1. 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.

1. Building a Learning Culture

• Encouraging Development: Leaders who invest in their growth encourage a culture
  of learning within the organization.
• Knowledge Sharing: Promotes knowledge sharing and collaboration, enhancing
  overall organizational intelligence.

1. 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.

Strategies for Effective Leadership Development

• Formal Training Programs: Structured courses, workshops, and seminars.
• **Mentorship and Coaching: ** Personalized guidance from experienced leaders and
  coaches is even better if you have an internal mentor and an external coach. So many
  leaders are 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. Allowing leaders to do new projects and learn new skills.
• Feedback and Reflection: Regular feedback and opportunities for self-reflection. To
  follow up on last week’s article, staff 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. This 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 significantly increases your leader and staff retention rates, which we know can cost up to 100,000 per individual who leaves. Investing time and money in your leadership team seems much more manageable when looking 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.
I would bet that most of you would not have invested more than the cost of one
employee leaving, maybe two. But I also would guess more than two

Please reach out to us at info@firstqualityconsulting.com or visit our website at www.firstqualityconsulting.com