On Best Practices

From an oversubscribed podcast fan

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If you’re a podcast listener like me, you probably have subscribed to a lot of different podcasts. You get a recommendation from a friend or colleague, somehow you hear about a new podcast on a topic of interest, so you search for it and subscribe. At least that’s what I do. It results in being way oversubscribed. Let’s be honest, you can only listen to so many different podcasts regularly whether on your commute, when you’re working out, or walking the dogs.

It’s no secret that I’m a huge fan of the This Week Health channels. I subscribe to all three – Newsroom, Community, and Conference. I am a regular listener of the Daily News shows on Newsroom to keep up and because they are nice and short – about 10-15 minutes each except for the Monday show. I listen to many of the Community Town Hall interviews and humbly note that I’m one of the hosts committed to doing one a month. My interviews so far this year have included John Glaser, Kisha Hawthorn, Lisa Stump, Scott MacLean, and Pamela Arora – leaders in our industry you probably recognize.

Since it’s conference season, Bill Russell and his team at This Week in Health have been doing the Interviews in Action series again – 10-15 minute interviews with many health IT leaders which can be found on the Community channel.

If you want to keep up and learn from others, check them out and encourage your team to listen as well. As in past years, Bill will be doing the end of year highlights shows – they are a great way to introduce others to these podcasts. There will even be one with all the Town Hall hosts covering highlights from our interviews this year. And as Bill has done every year for the past 5 years (congrats Bill on an awesome 5 years!!), we can count on tweaks to current channels and maybe some new programs in the coming year.

Back to the oversubscribed challenge and a bit of a diversion. Continue reading →

Reflections on recent career conversations

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I’ve often written about career advice. After talking to several people in transition while I was at the CHIME 2022 Fall Forum last week, I decided it’s a good time to revisit the topic. Here are some of those interactions – anonymized of course – followed by my general advice given the common themes:

  • I asked a colleague who I knew was unhappy with their situation a few years ago how things are going these days. I got the same response as before – still unhappy. I say, time to do something about it. No one should stay in an organization or position where they are truly unhappy if there are options out there.
  • I met a CIO whose position was eliminated due to a merger. While actively looking for the next position, there are concerns that lacking Epic experience at the CIO level is an obstacle. Yes, there are benefits to having worked with a particular vendor and understanding the challenges and issues with their products and services but as I like to say, the CIO is not doing report writing in the tool so in the end, does specific vendor experience matter?
  • I met a CIO who is concerned about ageism. Will they be given a chance if they are 60 years old? There are laws against age discrimination but unfortunately, we know it’s a reality. I say go for it and focus on your experience.
  • I spoke with someone who is mid-career and unhappy in their current organization given cultural issues and limited opportunities. They are actively looking at a wide range of options as they should be.
  • I got an email from someone at a vendor whose position was eliminated and wanted help networking. I connected that person with someone who is well connected in that specific part of our industry.
  • I spoke to a couple CIOs who have retirement dates set. They will be thinking about the next chapter and whether to go cold turkey or stay involved in some way. The beauty of that phase is you can pick and choose, say “yes” to what you are passionate about and “no” to what you no longer want to do.
  • I spoke to a CIO who isn’t ready to retire but is open to working less and considering alternatives. This may be a growing trend after the pace and demands of the past few years.

And I spent time with some of the people I have formally coached in recent years. Hearing how they are doing and seeing how they have grown in their roles and careers is very rewarding. I’m honored that I helped in some small way. Continue reading →

CHIME Fall Forum 2022 – it’s a wrap!

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This week was my first in-person conference with CIO colleagues since Spring 2019. The CHIME Fall Forum is an annual gathering of health IT leaders, and this year is the 30th Anniversary of CHIME. Prior to the pandemic, I’ve attended CHIME fall forums almost every year since 2000 when I first joined CHIME. It was so good to again see friends and colleagues I’ve known for decades and finally meet in-person new colleagues and connections I’ve only known via Zoom for the past few years. There is nothing quite like in-person events for networking and informal conversations with colleagues. Kudos to the entire CHIME staff and board who did an excellent job once again!

From the DEI retreat on Monday to the League of Women’s luncheon and track sessions on Tuesday, to the somewhat creepy humanoid robot interview that CHIME CEO Russ Branzell so patiently did as the keynote on Tuesday, to the insightful “CHIME 30th Anniversary – Past, Present, Future” keynote panel on Wednesday, to the inspiring keynote from Carey Lohrenz on Thursday, and all the track sessions and receptions in between….it was a great few days in San Antonio.

I’ve been involved in the CHIME DEI Committee for the past two years. The panels at the DEI Retreat on Techquity and Next-Gen Leadership generated lively discussion amongst the diverse group of attendees. Kudos to Sheree McFarland, CIO West Florida at HCA, and Cletis Earle, SVP and CIO at Penn State Health, who co-chair the DEI Committee with support from the CHIME staff.

The CHIME League of Women track sessions covered a range of topics aimed at encouraging women to lean into leadership roles and take career risks. These were standing room only sessions – a diverse, multi-generation group of women attended with many male allies. Personal journeys and challenges faced were openly shared by the panelists. Kudos to Sheree McFarland and Sarah Richardson, SVP & Chief Digital and Information Officer at Tivity Health, for their leadership to the League of Women.

Past board chairs in attendance took the stage at the opening session to be recognized.  I am grateful for their contributions and leadership over the years. 25 of the past board chairs over CHIME’s first 30 years are white men. Seeing them on stage together was a stark contrast to the diverse group at the DEI retreat and the League of Women’s sessions. Change is happening and health IT leaders are becoming a more diverse and representative group. Continue reading →

Importance of community for health IT leaders  

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I am a fan of Bill Russell and his multi-media company This Week Health – today is no exception. Bill had a very insightful and spot-on episode last Friday on isolation and the importance of choosing community –“Isolation Destroys Leaders – Choose Community”. It is worth 15 minutes of your time to listen!

Bill starts with a neighborhood community analogy post Hurricane Ian and goes on to talk about the importance for health IT leaders to fight isolation and be part of a sharing and learning community. He talks about checking your ego and being willing to learn from everyone comparing his 16-hospital health system CIO experience with that of a small community hospital CIO with a staff of less than 10 people. As CIOs they both dealt with the same regulatory environment and set of issues.

He encourages health IT leaders to consider getting a coach and uses a sports analogy to distinguish between a coach and a consultant. And he encourages people to find small peer groups to be part of for ongoing learning and sharing.

One of the common goals Bill and I share is developing next generation leaders. There are many ways to do that, and Bill’s podcasts are one of them – thanks Bill for another great episode!

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Paying it forward with career advice

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I get a lot of calls, emails, and LinkedIn messages asking for career advice. Knowing that people have been very supportive of me over my career, I try to pay it forward. I do a short call, find out where the person is at in their job search and career transition, ask some key questions, and give whatever advice makes sense for their situation. For people I know well and keep in touch with during their search, I often share useful articles that I find. These may include resume writing and layout, prepping for the interview, how to follow-up after the interview, dealing with rejection, how to identify red flags, or building your personal brand.

Many of the resources I have found and shared are from LinkedIn which as we all know is the “go to” for professional networking and content.

A Fortune article by Jennifer Mizgata in March of this year addresses a key question many people are faced with – “Should I take a fancy new career opportunity or stick with the old job I still like?”.  In it she references a great HBR piece, “A Scorecard to Help You Compare Two Jobs”, written in 2017 by a former colleague of mine from Mass General, Allison Rimm. It includes a scorecard tool similar to one I have used when doing career coaching.

I’ve written a lot on career management over the years. My post, “Career advice revisited” from May 2021 has links to most of them. Check it out and share with anyone you know who might find it helpful. In other words, let’s pay it forward!

Note – I am taking a short break from writing new posts over the next month. With all the blog posts I’ve written over the past 8 years, I’m using this break to share some of my “classics”. Thank you for being a subscriber – I hope you will encourage your colleagues to subscribe in the coming year.

Living a balanced life?

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As summer comes to an end, I hope you find yourself renewed and more relaxed. And that you’ve made some great memories with family and friends. The time between Labor Day and the end of year holidays can be a very busy and intense time in healthcare systems. I recall a VP colleague from my Brigham and Women’s Hospital days who would say after Labor Day – tell your family that they won’t see you much until the holidays as new initiatives would start ramping up at an intense pace.

Whether you are consistently busy at work or dealing with peaks and valleys throughout the year, it’s important to keep trying to achieve that elusive life-work balance. I’ve written several posts in the past that might be worth revisiting:

Renewal, big rocks, and the elusive work life balance

Managing priorities and maintaining balance

Family first

Do you know your big rocks?

Note – As part of my life-work balance, I am taking a short break from writing new posts over the next month. With all the blog posts I’ve written over the past 8 years, I’m using this break to share some of my “classics”. Thank you for being a subscriber – I hope you will encourage your colleagues to subscribe in the coming year.

 

Best employers for women – is your organization on the list?

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It’s Getting Harder to be a Woman in America by Claire Suddath, senior writer at Bloomberg Businessweek, is a powerful, must-read piece for anyone concerned about what is happening to women in this country.

I have long been a champion for women and a proud feminist. Doing what I can while in leadership roles to support women, not being afraid to speak out on women’s issues, and voting for candidates who are truly pro-women’s rights. I encourage you to do the same.

It was good to see the recent Becker’s story “30 hospitals, health systems and biomedical companies on Forbes’ top 100 list of best employers for women” that listed all 30 and their rank within the top 100. According to the Forbes article, “America’s Best Employers for Women”, the survey respondents were asked to rate their organizations on criteria such as working conditions, diversity and how likely they’d be to recommend their employer to others. These responses were reviewed for potential gender gaps. Female respondents were then asked to rate their employers on factors such as parental leave, discrimination and pay equity, and to nominate organizations in industries outside their own. Representation at the executive and board levels were also factored into the final score.

If your organization didn’t make the list, ask yourself what you can do. Are you in an HR leadership position and able to directly influence employee policies and benefits? Are you an IT leader who consistently creates a supportive culture and values diversity? Regardless of your position, do you help create a supportive work environment?

We’re all in this together – at home, at work, and in our communities.

Related Posts:

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#BreakTheBias

Generational differences at work

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A recent Becker’s article got me thinking about generational differences at work. Scott Becker wrote the article, “Working with younger generations – 7 thoughts”, focusing on millennials and Gen-Z. He acknowledged that if you label entire generations with broad cliches you may not understand any real differences or similarities between generations. He noted that the state of the economy when you graduate can influence your view on work and career the rest of your life. He goes on to comment on work-life balance, social consciousness, job hopping, tech savviness, and mental health. I encourage you to check out the article.

I am passionate about developing next generation leaders and spend a lot of time informally mentoring and advising people as well as providing both leadership and career coaching services. As a baby boomer, the “next generation” for me includes Gen X (born 1965-1980), Millennials (born 1981-1996), and Gen Z (born 1997-2012). And then there is that micro-generation called Xennials born in the late 1970s or early 1980s. That is where my two daughters and their husbands fall – I can see how they aren’t quite Gen X or Millennials when I think about the general labels. Xennials are described as having an analog childhood and a digital young adulthood.

I have decades of experience to draw on in leading and teaching others, but I also consider myself a continual learner and learn every day from the generations coming behind me. The book “Wisdom @ Work, The Making of a Modern Elder” by Chip Conley is an excellent resource. As the description says, “The secret to thriving as a midlife worker: learning to marry wisdom and experience with curiosity, a beginner’s mind, and a willingness to evolve, all hallmarks of the “Modern Elder.” Continue reading →

What can we learn from sports – part 2

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If playing pickleball is considered playing sports, then I can actually draw on my own personal experience for this part 2 post. I didn’t play sports when I was young – Title IX was passed the year after I graduated from high school. As young adults, my husband and I played a lot of volleyball with friends. But that was it until I took up golf about 20 years ago playing with girlfriends on weekends for a few years and then sporadically after that.

I played my first pickleball game in April when visiting friends in Florida. They had gotten into it a few months earlier and said I had to try it. They are addicted and play almost every day. Now I’m getting addicted and meeting people who play whether at the YMCA we recently joined or in the townhouse community we live in. And my husband even tried it this past weekend and liked it. That opens the potential for us to find other couples who play. A good thing!

Unlike the “bottom of the 9th” pressure that I described in the post, “What can we learn from sports?”, back in 2018 after seeing a couple of Red Sox games, pickleball is about having fun and trying to get better each time. It has become a popular sport for all ages in recent years.

From my pickleball playing friends, I’ve been told we’re there to have fun. I’ve been told you never have to say that you are sorry when you miss the ball or have a bad serve. The regulars I play with at the YMCA who are quite good are incredibly reinforcing and affirming when I do something well and give me tips and advice as we play. Two of the best ones played elsewhere recently with people who were so competitive it shook their confidence. That’s unfortunate. So far everyone I’ve met playing pickleball has been nice and just there to have fun.

For people my age, it’s also about not falling. That’s my mantra – don’t fall. Everyone I play with and have learned from says don’t back up, that’s when you fall. I also tell myself, don’t get so competitive that I hustle in ways I shouldn’t and end up falling. Not sure what happened, but I did fall on Sunday when I was playing. I backed up a bit to hit a low ball and lost my balance, stumbling backwards and landing on my bum against the fence surrounding the court. People were at my side immediately checking if I was ok. I was. I got right back up and kept playing. When I got home few hours later though I realized I had bruises on both forearms and a sore thigh. Could be worse. Continue reading →

Leadership lessons from Nana Camp 2022

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My husband and I recently had the joy of our first ever “Nana Camp” – four days with our four grandkids ages 6-9 at our house. One family is two girls ages 9 and 7. The other family is a 7 year old girl and 6 year old boy. I have been talking with my daughters about doing nana camp since I reduced my work hours this year making more time for family.

We now live in a townhouse in Plymouth, Massachusetts, with a couple swimming pools in our development, nearby beaches, and history rich field trip opportunities. A perfect setting for nana camp! Not until we were on our field trips (Plimouth Patuxet Museums including the Patuxet Homesite, 17th-Century English Village, Mayflower II and Plimoth Grist Mill) did I realize they have missed school field trips the past few years due to the pandemic which made these outings even more special.

After the four cousins spent July 4th together, my two daughters and I came up with the framework for nana camp rules which started a few days later. The first night they were all here, I had the kids write out the rules and post them on the refrigerator door. Just the act of writing them together tested some of the rules. It was their idea to each sign the rules like a contract.

Don’t get me wrong, all four of them are awesome and well behaved but get them all together and there’s bound to be what we later described as “silly fights”. So much so that on the last day we joked about making silly fight badges for them and how many they would all get.

Siblings have their day-to-day routines at home, but all four cousins together can disrupt that. Arguing and jostling over who takes the first shower at night, which row they get in the mini-van, who gets to walk the dogs first – you get the idea. The oldest had an astute observation a few days later when we had just her and her sister here for a short mini-camp. With just two of them they didn’t need to have silly fights – there were two showers to use so both could be first, there were only two kid seats in our car so front vs back row wasn’t a fight, and there were two dogs to walk.

These were the rules we agreed on with “be safe and have fun” underlying them:

  1. Be kind
  2. Be inclusive
  3. Respect privacy
  4. Work it out
  5. Clean up after yourself
  6. Let others sleep

Kindness should go without saying but in a period where we see so much bullying in our society, we must emphasize it. For these kids it was ensuring silly fights didn’t turn into mean words. Inclusiveness is critical to teach on so many levels. For these kids it was about taking turns and not excluding someone from a game or activity. Respect privacy meant if someone needed alone time, let them have it. Work it out meant don’t come tattling to us – try to work it out themselves. We learned over the days that these rules could conflict with one another and that there were times when they needed adults to help them work things out together. Continue reading →