Today’s healthcare workforce is thinner, more mobile, and under constant pressure. That means organizations can’t afford leadership gaps. Building a strong bench from the ground up creates continuity, protects institutional knowledge, and reduces overreliance on costly external hires—while signaling to early-career talent that you intend to invest in them. When you ask Emerson Health why they invest in internships and a one-year fellowship—especially when budgets are tight—the answer comes back to strategy and values: grow…

Capital follows talent, but talent follows place. I first heard this statement from placemaking expert James Lima. Most of my time is spent helping organizations create great places to work. The ability to attract and retain talent is the difference between successful organizations and others. But is being a great place to work enough to ensure that people will accept a job offer and that a company can build a strong workforce? At one time, it…

Developing tomorrow’s healthcare leaders is vital. The sooner we can lure the best talent into healthcare administration, learn what drives them, develop and mentor them, and create cultures that help them thrive, the healthier our organizations and our entire industry will be. In a recent podcast interview, Dan Collard discussed this topic with Céu Cirne-Neves, MPA, FACHE, who has over 25 years’ experience as a healthcare executive and currently serves as a faculty member in the undergraduate and graduate…

Organizations work very hard to create and market a great brand for consumers. Their goal is to make sure their products and services are distinguishable from the products and services of others. I’ve seen a brand described as a perception in the mind of the customer, and as a promise of what they will experience. That brand promise is vital. It attracts customers and gives them a reason (the “why”) to use the product or…

In my workshops, I ask the question, “Do you have people who accept a job and then do not show up?” Hands go up and heads nod. In addition to measuring experience, we recommend that organizations track “no-shows” of people who accepted a job and didn’t show up. It could be that their current job convinces them to stay, or that another company realizes the person is open to change and hires the person. Rewiring Excellence: Hardwired to…