Perspective - Leadership Enablement
The problem:
The current process to recruit a new Heart Center leader entails unnecessary RISK for the Recruit AND the Heart Center
From the perspective of the Recruit:
Decades spent developing clinical skills rarely include sufficient experience leading a large team
> New leaders may find themselves insufficiently prepared and without support in their new role
It is difficult to fully assess the problems that will be faced in a new leadership role
>Recruitment interviews are typically focused on the upside and may not fully describe every new challenge
Does the current recruitment process create a ‘setup for failure’? The stakes are high – and it is very difficult to recover a career after taking on a role which was inadequately supported for success
From the perspective of the Heart Center:
There is a limited time window/data to assess the Recruit
>Typical assessment is limited to several interviews, perhaps a presentation, word of mouth, and several phone calls
If the recruit cannot deliver on leadership skills in a team-dependent environment, outcomes suffer and clinical volume drops
>Heart Centers are typically the primary financial engine for an entire hospital
Does the current recruitment process create a ‘setup for failure’ for the Heart Center? The stakes are high – and it is very difficult for a Heart Center to recover from the social and financial disruption after leadership failure
We need a better recruitment process to mitigate risk for the Recruit AND the Heart Center
The accompanying graphic displays details of a better recruitment process. The three phases of recruitment are improved through engagement of a consultant with deep content expertise and commitment to support the perspectives of the Recruit and the Heart Center. The key to this innovation is the extensive engagement of an expert with accountability to mentor, mediate, and promote the success of the entire Heart Center Leadership Team.
