Christina G. Hall, MHA, ACC

Fascinating. This type of work makes me want to shout out "YES!!!" I feel so validated when I read something that aligns so well. https://lnkd.in/gH5UtRvW "The purpose of this study is to present evidence for a new model of change management designed to create a continuous integrated alignment between ongoing external organizational change and the proven internal environmental factors related to employee emotional wellness and workplace engagement that in turn directly impact organizational performance, relationships within society and the human condition."

3

1 Comment

Staffing (workforce) challenges in the 9-1-1 profession are not a new crisis—they are an enduring struggle that requires a fresh perspective and urgent action. At the recent APCO International #APCOStaffingSummit, the focus was clear: how do we recruit, retain, and support our Emergency Communications Specialists (ECS) in a rapidly evolving landscape? Here are a few key takeaways that could shape the future of our field: 🔹 **Modernizing Staffing Models:** It’s time to move beyond outdated, one-size-fits-all scheduling. Flexibility and adaptability are not just buzzwords—they're crucial for creating a sustainable workforce that can handle the demands of the job. 🔹 **Prioritizing Well-Being:** The emotional toll of the 9-1-1 profession is undeniable. Incorporating support systems, resources for managing stress, and promoting resilience must be at the core of our staffing strategies. 🔹 **Embracing Technology:** Predictive analytics, smart scheduling, and data-driven insights can optimize resources and ensure we're better prepared to meet the needs of our communities. A data-centric approach can be a game-changer for efficiency and employee well-being. 🔹 **Investing in Talent:** Recruitment isn't just about filling positions—it's about building careers. Providing clear career paths, growth opportunities, and training that aligns with modern challenges can attract the next generation of professionals who seek purpose-driven careers. The challenges aren't new, but our approach can be. What steps are you taking to reshape recruitment and retention in the 9-1-1 space? Let’s share strategies to ensure our profession thrives—today and tomorrow. 👇 #911Professionals #EmergencyDispatch #APCO2024 #Recruitment #Retention #PublicSafety #TalentManagement #Leadership #WellBeing #TechIn911 #ThoughtLeaderThursday #APCO

17

5 Comments

How do you use AI and recruiting?

2

Accurate enough?

1

2 Comments

As an organizational development nerd I find this process and the practice emmensly useful in driving true development rather than just training. 1. Never assume you know exactly what your customers need. And that you will in fact learn as you go - so leave room to adjust. 2. Accept that as you hypothesize and build development experiences, processes, and toolset you WILL need to test them. Measure closely (quantitative & qualitative) 3. Be loud and proud that you don’t start with all the answers but are learning with your clients as you go. Bring people along. Make the learning and growth more about the journey and not simply creating a learning product with the expection of perfection at first. Thanks Mike Rother and the Toyota Kata for the roadmap for an excellent journey. Building the #MesaWay

33

2 Comments

How to figure out what your interested in when pivoting to a non-clinical role.. Start with self discovery Take an enneagram assessment Take the Streamahead assessment Two valuable tools that will give you a starting point For me i am an enneagram 2: Considerate Helper & I scored highest in Health Tech for the Streamahead assessment What enneagram are you & what industry did you score highest in for the Streamahead assessment? If you have no idea what I’m talking about I’ll put the link in the comments for the Streamahead & there are 1 million enneagram websites you can use .. I personally Truity

22

2 Comments

If you can find meaning in the work you do, it ceases to be a job and becomes a career. Stefanie Arp works in a niche industry removed from the front lines of care. But when Arp, a former ER nurse, saw the type of impact she could make in trauma registry, it turned what might have been a temporary stop into a lifelong passion. In the below clip Arp talks about the meaning she finds in her work, which includes improved outcomes for severely injured patients and ultimately less suffering. Listen to the full episode at the link below. *** Like this episode (or not) or have suggestions for future topics and guests? Or maybe you are interested in joining me as a guest? Hit me up in the comments or in my DMs (as the kids say). I welcome any and all input on Off the Record. We’ve cruised past 200 subscribers, average about 200 listens per show, and 10,000 plays is easily in reach this year.

22

1 Comment

Hiring a Director of Surgical Services? It’s one of the most critical—and most challenging—roles to fill in healthcare leadership. Turnover averages every 18 months, making it one of the most recruited positions in hospitals. In this quick-start guide, we’ll walk you through everything you need to know, from identifying top candidates to asking the right questions during interviews. Whether you’re in HR or a hiring executive, this video is packed with actionable tips to make your search successful. Watch the video to learn: • Why this role is pivotal to your hospital’s success • Key metrics to evaluate candidates • Pro tips to streamline the hiring process Let’s make your next hire a game-changer. #SurgicalServices #HealthcareLeadership #HospitalRecruitment #HealthcareHiring #DirectorOfSurgicalServices

10

I have reviewed 157 resumes since January Observation #1: Many candidates are struggling to highlight their transferable skills for non-clinical roles. -This challenge often stems from not fully understanding how their clinical experiences relate to the skills and competencies required in the new position they’re pursuing. -It’s crucial to make these connections clear to potential employers, showcasing how your background can bring value to their team. Observation #2: There’s often not enough emphasis on data points and metrics in your non-clinical resume. -Candidates frequently miss the opportunity to include specific achievements that demonstrate their impact. Highlighting quantifiable results is not easy to do - no one has taught us how to do this so it doesn’t come naturally If you are working on your resume right now, I would: - list the metrics for the role you are going for - list how you drive revenue for the business - list the tech stack you use / are familiar with Feel free to share if this is helpful 😊

48

22 Comments

🚨 Breaking the Barrier: Addressing Ageism in the Workforce 🚨 As we strive for diversity and inclusivity in the workplace, it's crucial to address the issue of ageism that still prevails in many industries. While progress is slow, I'm heartened to see some companies taking steps to create opportunities for retired-age workers. 1. Ageism in the workforce limits opportunities for experienced individuals who still have much to contribute. 2. Building a multi-generational workforce leads to a more dynamic, innovative, and balanced workplace. 3. Recognizing the value of older workers fosters a culture of respect and appreciation for all employees. Let's challenge ageism in the workforce by: 1. Advocating for age-inclusive hiring practices and policies. 2. Supporting initiatives that promote mentorship and knowledge-sharing across generations. 3. Encouraging dialogue within our organizations to raise awareness and create a more supportive environment. Thank you to #Chowking on how you are opening the doors of opportunity for our retired workers. 🫶We can break down barriers and create a workplace that celebrates the diverse skills and experiences of all individuals. Share this post to spread awareness! Together, we can make a difference. 🫶#InclusionMatters #BreakTheAgeBarrier #DiversityandInclusion #WorkplaceEquality #Ageism Let's amplify our impact! 🌍🤝 📷Picture credits to the owner

2,430

52 Comments

Don't fall into the 𝗧𝗵𝗲𝗼𝗿𝘆 𝗫 𝘁𝗿𝗮𝗽 of leading healthcare. If you start to think your colleagues… • dislike work and will avoid it when possible • need constant supervision and control • will break if you implement a change • are primarily motivated by security and money 𝘠𝘰𝘶 𝘮𝘢𝘺 𝘣𝘦 𝘤𝘰𝘮𝘱𝘳𝘰𝘮𝘪𝘴𝘦𝘥. If you find yourself… • controlling the agenda • micromanaging • focusing on task completion over professional development • using a carrot-and-stick approach • persuading rather than listening 𝘠𝘰𝘶 𝘮𝘢𝘺 𝘣𝘦 𝘤𝘰𝘮𝘱𝘳𝘰𝘮𝘪𝘴𝘦𝘥. 𝘛𝘢𝘬𝘦 𝘢 𝘱𝘢𝘶𝘴𝘦. Such thinking and behavior: • leads to low morale • results in high turnover • creates a culture of mediocrity • stifles creativity and innovation • typically produces short-term results at the expense of long-term engagement • gets in your own way 𝘗𝘦𝘳𝘩𝘢𝘱𝘴 𝘺𝘰𝘶'𝘳𝘦 𝘣𝘶𝘳𝘯𝘦𝘥 𝘰𝘶𝘵. 𝘗𝘦𝘳𝘩𝘢𝘱𝘴 𝘺𝘰𝘶 𝘩𝘢𝘷𝘦𝘯'𝘵 𝘭𝘦𝘢𝘳𝘯𝘦𝘥 𝘢 𝘣𝘦𝘵𝘵𝘦𝘳 𝘢𝘱𝘱𝘳𝘰𝘢𝘤𝘩. 𝘗𝘦𝘳𝘩𝘢𝘱𝘴 𝘺𝘰𝘶 𝘩𝘢𝘷𝘦 𝘧𝘦𝘢𝘳𝘴 𝘢𝘯𝘥 𝘸𝘰𝘳𝘳𝘪𝘦𝘴 𝘢𝘣𝘰𝘶𝘵 𝘢 𝘥𝘪𝘧𝘧𝘦𝘳𝘦𝘯𝘵 𝘢𝘱𝘱𝘳𝘰𝘢𝘤𝘩. The good news? Awareness is the first step to change. The greatest barrier to your team's potential might not be them - it might be 𝘁𝗵𝗲 𝘀𝘁𝗼𝗿𝗶𝗲𝘀 𝘆𝗼𝘂 𝘁𝗲𝗹𝗹 𝘆𝗼𝘂𝗿𝘀𝗲𝗹𝗳 𝗮𝗯𝗼𝘂𝘁 𝘁𝗵𝗲𝗺. It's time to 𝗲𝘅𝗮𝗺𝗶𝗻𝗲 𝘆𝗼𝘂𝗿 𝗮𝘀𝘀𝘂𝗺𝗽𝘁𝗶𝗼𝗻𝘀 and 𝗯𝘂𝗶𝗹𝗱 𝘆𝗼𝘂𝗿 𝗹𝗲𝗮𝗱𝗲𝗿𝘀𝗵𝗶𝗽 𝘀𝗸𝗶𝗹𝗹𝘀.

27

3 Comments

Yikes. Wildly disappointing, to say the least. Imagine if healthcare organizations announced today that healthy equity is no longer a focus, when it’s the crux of advancing justice work in our industry. Equity is achieved when our outcomes are no longer determined or significantly influenced by our social markers of identity. Equity in healthcare means Black women will no longer die at twice the rate of white women in childbirth. Equity in education means a student’s socioeconomic status will no longer a be a huge predictor of their enrollment, retention, and graduation. Equity in employment means that people with “ethnic” (read: non-white) sounding names aren’t screened out at higher rates than their white counterparts for positions they are highly qualified for. Eliminating the focus on equity is troubling. Employment inequities are a huge contributor to the racial wealth gap. It’s unfortunate that this will no longer be called a priority by a leading HR professional organization. Looking forward to seeing how other organizations respond. https://lnkd.in/dpMdbtVG

19

3 Comments

Navigating the Recruitment Rapids: Keeping Your Candidates Afloat In the ever-changing currents of healthcare recruitment, I've come to realize that our role is less about steering the boat and more about keeping it stable. Here's a thought that's been swirling in my mind lately: "We're not just recruiters; we're lifeguards in a sea of career opportunities." Too often, we get caught up in trying to direct candidates' careers. But here's the thing - the best candidates are already swimming towards their goals. Our job? To keep them afloat, not to change their course. Consider this approach: 1) Provide a life vest of information: Equip candidates with clear, concise details about opportunities. 2) Be a buoy, not a rudder: Mark the path, but let candidates navigate themselves. 3) Throw a lifeline when needed: Check in regularly, especially when you haven't heard from a candidate in a while. 4) Watch for riptides: Be aware of industry changes that might pull candidates off course. Remember, every candidate's journey is unique. Our role is to support, not to steer. By focusing on keeping candidates afloat in their chosen stream, we create a smoother recruitment process for everyone involved. So, the next time you're tempted to redirect a candidate's path, ask yourself: "Am I steering the boat, or am I keeping it steady?" #HealthcareRecruitment #CareerSupport #RecruitmentStrategy #TalentAcquisition

7

6 Comments

What's the Best Way to Negotiate Your Salary as a PMHNP? Salary negotiation can feel intimidating, but it's a crucial step in advocating for yourself and recognizing your value as a PMHNP. You've worked hard to get where you are, and now it's time to ensure your compensation reflects your skills and contributions. Here's how to approach it with confidence: Do Your Research - Know the market rate for your experience, region, and specialty. Being informed gives you the leverage you need. Highlight Your Value - Focus on the unique skills, experiences, and outcomes that set you apart. Emphasize how you bring value to the organization. Practice Your Pitch - Rehearse your negotiation points to feel more comfortable during the conversation. Confidence grows with preparation. Remember, negotiating isn't just about money— it's standing up for the value you bring to your role. It's time to get paid what you deserve! #SalaryNegotiation #CareerAdvancement #PMHNPLife #NegotiationTips #MentalHealthProfessionals

3

1 Comment

A great system of continual improvement is concerned with these two basic questions. First, are we doing the right things? And, second, are we doing things right? The answer to both of those questions is constantly changing and evolving to match the constantly changing and evolving environment. But they are also rooted in the mission, vision, and guiding principles and values. So the question is, how do we take the constantly changing and evolving answers to those two questions and effectively change what we actually do? Organizationally, it's consistency of communication, human interaction in positive ways, connection, community, and compassion. That consistency by leaders, setting the example, sharing the heuristics, stories, and examples, is what inspires the change needed to adapt effectively in organizations. #complexity #healthcare #mentalhealth #systemsthinking #humility

7

2 Comments

***FRONTLINE LEADERSHIP AND COMMUNITY PLANNING: ADDRESSING WORKFORCE TRENDS AMID AN AGING UNITED STATES*** After participating in a thought-provoking webinar hosted by the American College of Healthcare Executives (ACHE) titled "Frontline Leaders in Focus: Executive Strategies for Top Workforce Trends", it’s clear that the trends shaping our healthcare workforce are closely connected to the broader challenges posed by an aging population in the United States. As our nation grows older, the urgency for innovative solutions in healthcare, community planning, and economic development becomes increasingly apparent. Supporting Junior Frontline Managers: With an increasing number of junior managers stepping into leadership roles, their success is crucial for maintaining continuity of care, especially as the demand for healthcare services grows with our aging population. Investing in their development is not just about filling roles—it's about ensuring that our healthcare system can meet the needs of a rapidly aging society. Innovating Around Managerial Spans of Control: As healthcare managers take on larger, more complex teams, the challenges are compounded by the demographic shifts in the United States. The growing strain on healthcare services, especially in high-acuity areas, necessitates the use of AI, automation, and streamlined workflows to maintain quality care and enhance job satisfaction. Preparing for the Next Retirement Wave: The healthcare sector is on the cusp of a significant retirement wave, particularly among RNs in surgical specialties. This trend, reflective of the broader aging workforce, underscores the urgent need for proactive recruitment, career transition programs, and comprehensive community planning to ensure that we can continue to provide essential care for our aging population. The importance of community-driven initiatives with a holistic approach to community revitalization, centered around senior care and integrating healthcare, housing, transportation, and economic development cannot be understated. The challenges of an aging population also present unique opportunities to reshape our communities and economies by placing elder care at the heart of our economic strategies. The trends highlighted in the ACHE webinar are not just about addressing immediate workforce challenges; they are about building a sustainable future for all generations. The time to act is now. Let’s harness innovative thinking and collaborative efforts to transform the challenges of an aging population into opportunities for growth and revitalization. #HealthcareLeadership #CommunityPlanning #WorkforceInnovation #AgingSociety #HealthSystems #Longevity #SeniorCare #SustainableDevelopment #ACHE

1