I am regularly reminded how much young working couples with children need family support systems. Even with the new more flexible work arrangements and the ability to work from home occasionally or on a permanent basis, working parents need help from time to time.
We have four young working parents in our family. They balance the demands of their jobs and raising young children. That’s my two daughters and our sons-in-law or as my husband called them on Father’s Day, “active duty dads”. And he of course is an “active duty grandpa” when needed.
My oldest daughter is a nurse practitioner who works three 12 hour shifts a week and a fourth shift one week a month. She has an hour plus drive each way to the hospital. She leaves the house before her 1-year-old and 2-year-old children are awake. She gets home in time for bath and bedtime stories.
On the days she works, my son-in-law gets the children up, dressed, fed and off to the day care center. He is a senior loan officer at a mortgage company with an office in downtown Boston. He takes the train in and out and works from home a few days a week. Continue reading
There continues to be a lot of focus on telecommuting and open office space for knowledge workers in large organizations. Both are important yet not everyone agrees they are good – a lot depends on the organization and the culture.
But I want to focus on another “space planning” topic, co-location. As health care organizations grow, administrative departments including IT often end up being spread out in many office buildings, sometimes at great distances from the hospital with a lot of traffic in between.
The investment needed to centralize all the administrative functions in one building often takes backseat to investing capital in clinical space. No surprise. Video conferencing is always an option for bridging the miles. This technology continues to advance and become more of a commodity. National and global companies must leverage technology but health care systems are mostly local or regional.
In my many years of health IT management, I’ve experienced a variety of space situations: Continue reading
Remember those first few days on a new job? You were officially onboarded, and signed a lot of forms. You learned all the basic processes and policies that new employees need to know. And you got the big picture of the organization’s mission, vision, values and culture. Your head is spinning by the end of day one and even week one, but everyone is patient with you. They recognize that it is a lot to take in.
In that early period when you are introduced to lots of people, everyone is so happy to see you. Everyone is offering to help you get up to speed, and do whatever they can to make your onboarding smooth.
And then you realize they all need something from you. They all think you can solve all the problems. But you are still given some time before you start waving your magic wand.
You’re on a honeymoon. It will be measured in days or weeks but usually not months. You must drink from the firehose, get to know all the key people and start adding value. “Proving yourself,” as they say.
You may have relocated, so you’re also getting to know your new town.
It can be exhilarating and overwhelming all at the same time. Continue reading
It was a year ago that I did just that. I decided it was time to make a major life change professionally and personally. Since then, many people have wanted to learn how I did it. In fact, I spoke just this week with a former mentee about her next professional move.
My advice was basic. Look at your last few professional moves. Why did you want to stay somewhere and why were you willing to leave? What were you looking for in the next opportunity? And what isn’t there today that you’d look for in the next opportunity.
I told her if she looks carefully at this, she’ll see a theme as to what makes her happy and what frustrates her. Then there will be more questions:
- What kind of work do you want to do?
- What kind of team do you want to be part of?
- What mission will keep you committed and passionate?
But I told her not to get caught in the “grass is greener” trap. Because it’s not. Every organization has its crazy. You just need to figure out what that is and how to work effectively within it. Continue reading
Holiday gift lists, baking lists, family fun lists while kids are out of school and “honey do” lists while off from work…..we have personal to do lists everywhere. But as the year ends, it’s interesting to look back on some of the industry based 2016 lists and look ahead at what to expect in 2017.
I’ve compiled some of the most interesting health care and technology lists to share as we approach this annual turn of the year. You’ve probably seen some of them already.
There are the best places to work lists where we can all learn best practices to attract and retain talent in a competitive market: Modern Healthcare’s Best Places to Work in Healthcare 2016 and Becker’s 150 Great Places to Work in Healthcare 2016. And more specific to IT, there is Healthcare IT News’ Best Hospital IT Departments 2016. Check out their profiles and possibly get some new ideas to apply in your own organizations. Continue reading
It’s that time of year. With the holidays upon us, you may have a slightly more relaxed schedule at work. And you may be taking stock of where you are in your career and what might be next.
I talk with a lot of people looking for career advice. It might be millennials early in their career who are thinking about their next opportunity. It might be mid-career management positions who are looking for that next step up. Or it might be people late in their career who are thinking about stepping off the permanent track for a less than full time work situation and a more balanced lifestyle to spend time with family or travel.
Regardless, the questions to consider are similar for everyone:
- What are you passionate about?
- What are your key strengths and areas of expertise?
- What new skills do you want to develop?
- What new areas do you want to learn about and develop expertise in?
- What kind of organization and culture do you want to work in?
- What family situations do you need to consider? Are you starting a family, do you have young children at home or teenagers who need a different kind of support? Are you caring for elderly parents? What are your spouse or partner’s work hours and flexibility?
- Do you want to and are you able to relocate to another part of the country? Are you open to anywhere or specific regions?
- And last, but not least, what are your financial requirements?
“You need to go beyond puppies and rainbows”. That’s the advice this week from a search firm expert. I’m part of the search committee for the new president of a non-profit organization where I am a board member. The search expert was telling us to go deeper in our questioning. Get past the fluff and canned responses. He said it’s ok to make candidates uncomfortable.
I’ve done a lot of hiring in my management career for direct reports. And I’ve been on search committees for executive positions. I’ve also been on the other side of the search process being interviewed for CIO positions.
You review resumes, you listen to the search firm’s summary comments on each candidate, and then you finally meet the candidates in the first round of interviews. It’s a process. And you only have an hour or so to get to know each person.
What you see on paper are the qualifications. In the interview you get to know the person. I said in one of my first blog posts, hiring the right people is one of the most important decisions managers make. For executive positions, the process is more rigorous with more people involved. After all there is much more at stake when you are choosing one of the top executives.
You are all working off the same position description and the organization’s mission and strategy. Yet search committee members come to the process with different perspectives. Continue reading
I had my Academy Awards host moment this week at our IT department all staff meeting. It was great fun! Our Medical Center Information Technology (MCIT) department is over 600 people strong and we gather together twice a year. We present the annual employee awards at our fall meeting.
The STAR and Golden Mouse Awards are staff-to-staff awards – that means all nominations are submitted by fellow staff members. Nominations are reviewed and the winners are selected by members of the MCIT Appreciation and Recognition Team (ART).
The ART team was established to help MCIT develop and sustain a culture where contributions are recognized and accomplishments are celebrated. We are building an environment which recognizes MCIT staff who make a difference and ensures that their contributions are valued. We are creating a culture where employees are valued through events, programs, communications and awards. We measure success by increased employee engagement scores in the areas of appreciation and recognition. Continue reading
Last week I wrote about how to stand out in the interview for a new job. I promised that I would write about what to do when you don’t get the job. I’ve been there before and it’s not easy.
You think you’ve nailed the interview. You’ve met with lots of people. You like them and your potential new boss. You think it’s a great opportunity and you are excited about the prospects. You anxiously wait for “the call”. And then it comes. The hiring manager, HR person, or recruiter says “we’re going in another direction” – that common euphemism to say that someone else is getting the job. They go on to say some nice things about you and that you interviewed well but all you hear is that you didn’t get the job.
Your friends and family are supportive. They may say “it wasn’t the right one anyway”. Or “something better will come along”. They tell you how to feel but what you want to say is what my youngest daughter would say to me – “you can’t tell me how to feel, you’re not inside my body!” Continue reading
Interviewing for a new job? Remember when you interviewed for your current position? Any way you slice it, job interviews will cause stress but they can also be a growth opportunity.
In recent weeks I have interviewed several candidates for three different positions. I am hiring a new executive assistant who will work closely with me as a partner for day to day tasks, so I can be more effective and efficient. On a different level, I’m on the search committee for our University of Michigan Chief Information Security Officer – a critical leadership role at a time of increased security threats. I’ve also interviewed a candidate for a key director position in our IT department at the request of the executive director who is doing the hiring.
No matter the role, there are some common themes: the first impression you make, your engagement during the interview, your core skills, and your previous experience all come into play.
Group interviews are especially challenging. They can seem stilted and scripted as the interviewers take turns posing questions. Interviewers need to balance common questions/scenarios with each candidate for consistency while creating a lively discussion where they get to know the person. Candidates need to adequately cover each question without getting off track and still let them get a feel for the person. Continue reading