top of page
  • Writer's pictureThomas J. Hoehner, JD MBA

How do Executives in Healthcare stay on top of their Leadership game?

Over the past few years, leadership has been evolving as more people work from home. We had the pleasure of speaking with Jana Zacher, a leadership coach who focuses on middle management for both onsite and remote teams in healthcare on her advice for leadership through these changes.


With 10 years of experience as a people manager and 15 years in process improvement, Jana is on a mission to assist leaders in creating happy and productive teams. She’s passionate about supporting people to be their best and creating a positive team culture.


How do you define a great leader?

I truly believe that to lead is to serve. Great leaders support their team, and the individuals on the team, to be successful. They focus on listening, advocating for their team, communicating, and being flexible.


What are some of the things that great leaders do?

One thing great leaders do is listen to their team members. They listen for understanding and encourage dialogue. They also thank their team members for speaking up, which creates an environment where people feel safe to provide feedback.


But that’s just the first step. Based on what they learn from their team members, effective leaders take action. They make changes, advocate for their team, and escalate issues when appropriate.


What are the top tips do you have for leaders?

Leaders, please communicate more than you think you need to, and be careful about filtering communications for your team. Communicate what you can even if you think it isn’t interesting. It may resonate with someone on your team, and it connects them to what’s happening across the organization.

Also - the best leaders know the value of being flexible. You never know what challenges a person may be struggling with, so take the time to listen, understand, and work with them. This could include adjusting their hours or working location. Doing so will lead to their success and ultimately, your success as an awesome leader.

What do leaders need to do for remote and hybrid teams?

Staying connected to team members working remotely requires a little extra effort. For them, schedule video/conference calls for one-on-one updates and team meetings on a regular basis. Also, set reminders to send team members IMs or emails to keep the dialogue going and stay engaged. If possible, periodically meet for a team lunch. Or if people aren’t able to meet in person, schedule a virtual happy hour. Connect on a personal level by not talking about work.


What are the specific ways for organizations to develop leaders?

Developing leaders within an organization requires a comprehensive and ongoing approach. Here are some steps that can help:

1. Identify Potential Leaders: Start by identifying potential leaders within your organization. Look for individuals who have demonstrated leadership qualities, such as the ability to motivate and inspire others, take ownership of tasks, and solve problems.


2. Offer Training and Development Programs: Provide training and development programs that focus on leadership skills, such as communication, decision-making, strategic planning, and team building. These programs can be conducted internally or through external training providers.


3. Give Leaders Opportunities to Apply Skills: Provide opportunities for potential leaders to apply their skills in real-world situations. Assign challenging projects that require them to work collaboratively with others, manage budgets, and make critical decisions.


4. Provide Feedback and Mentorship: Provide feedback to potential leaders on their performance and offer mentorship. This can help them understand their strengths and areas for improvement and provide guidance on how to become better leaders.


5. Encourage Continuous Learning: Encourage potential leaders to continue learning and developing their skills. This could involve providing access to resources such as books, journals, and online courses, professional coaching and mentoring, as well as offering incentives for ongoing professional development.


6. Recognition and Rewards: Finally, it is important to recognize and reward leaders who demonstrate exceptional leadership. Acknowledge their contributions and provide incentives to keep them motivated and engaged.

Remember, developing leaders is an ongoing process, it requires a long-term investment in your people, time, and resources.

About Jana Zacher

Jana Zacher has over 10 years of experience as a people manager and 15 years in process improvement. Jana’s focus is on thoughtful ways to increase team success while bringing humanity to the workplace. She assists leaders with creating happy and productive teams without stressing themselves out. Jana is passionate about supporting people to be their best, reach their goals, and still make it home to dinner on time. She offers one free call for up to 60 minutes to understand your needs and how to help you reach your goals faster and with more ease. Connect with Jana on LinkedIn or via email.

56 views0 comments
bottom of page