Melissa Lin

The power of coaching! statistics show that coaching enhance leadership development, engagement and increase employees commitment. If you are looking to improve your skills and achieve great things make sure to work with a coach; someone that you trust, feel comfortable to speak too and who understands your needs and take you through a transformational journey.

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Industrial and Systems Engineering Magazine honored Vijay Govindarajan (VG) and my book, #Fusionstrategy, as the "Book of the Month" in June 2024. Felicia Sinusas ... As industries become progressively more digital, the strategic challenges are far-reaching. We hope our ideas provide a reference point as industrial leaders embark on strategic transformations.

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When I worked in the #manufacturing industry (Cummins Inc.), I frequently engaged my team and my peers in reading, reflecting, reviewing and learning from #leadership books. Such book-reading activities turned out to be an important and enjoyable part of #teambuilding. One such author whose books we enjoyed reading was Patrick Lencioni. Without a doubt, he is one of the best storytellers in the field of leadership lessons through his masterful way of illustrating ideals of teamwork through #leadershipfables. It has been a while since Patrick Lencioni wrote and published the book "Death By Meeting". As I was working on a patient flow initiative at my current work, I had an opportunity to delve deeper into the unit huddle design and structure with the intent of improving it. So, to refresh my memory, I picked the book and as always, Patrick Lencioni did not disappoint. In this book, he identifies one of the biggest sources of ineffectiveness and inefficiency in organizations - that is #meetings. With the help of a fictional story, the author wonderfully describes the core problem with meetings (they are boring and often improperly designed and poorly executed). Essentially, the problem generally is not that organizations have too many meetings, the problems that we have similar meetings structures for all varieties of meetings. Through "Death by meeting", the author defines four essential categories that an organization's meetings should be classified in and designed accordingly to match the objective / purpose of those meetings. The four kinds are: A. Daily huddle (check in) B. Weekly tactical C. Monthly strategic D. Quarterly offsite The structure, duration and guidelines for these meetings vary significantly - and therein lies the secret to making meetings meaningful, productive and suitable for their individual purposes. Together they form the glue of how organizations work. Check it out to learn more. #leadership #meetings #fable #organizationaldesign #meetingdesign Amith Skandhan MD SFHM FACP Waseem Mohamed MD FACP SFHM Shehzad Saeed Robert Kahn George Dellal Ziyad El Tagi Latonya Tomlinson (MBA) Dustin Kallhoff Bradley Bahneman Eileen B. Mark A. Johnston Travis Burkhead Peter Pronovost MD, PhD, FCCM

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I received a prompt on my phone today that made me pause, reflect, and feel inspired to share a few highlights from this week: * Strategic Planning: Filled with many hours of meetings, prioritization, and refining processes. * Soccer Coaching: Wrapped up the season for one of my teams and received kind words from players and parents who appreciated the fun, development-focused environment. * 3.2 Years Sober: the phone prompt was a reminder of how far I've come in aligning my life with my values. All three highlight the power of having a clear vision and mission: * In an organization: If a decision doesn’t reflect your values, don’t make it. * As a coach or leader: Define the values that guide your actions and behavior. * In personal growth: If you’re struggling with change—whether in habits, behavior, or addiction—find your “why.” Embracing a vision keeps us focused and inspired. What guiding principles keep you on track? #Leadership, #PersonalGrowth, #StrategicPlanning, #Coaching, #SobrietyJourney, #VisionAndValues, #PurposeDriven

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Not going to lie, LOVED this panel full of highly successful female #ortho leaders in a (no secret) male dominated field. Leslie Storms of Johnson & Johnson MedTech sharing that #ASC migration is more about a "switch plus", it's opening options for patients as IDNs get into the game, patients see familiar names on the buildings which may draw them in. But echoing many others, it's not just about targeting the ASC, it's about truly understanding their unmet needs and putting together product and service offerings that meet those needs. Sharon Vitti of ATI spoke fervently of the fact that we have all the tools to treat patients across the continuum of care, but we need to create a digital front-door for patients, aggregate the pre and post Surgical services at various sites of service and find a central care coordinator. The physical therapist, Sharon argued, can be this coordinator. For me, the question continues to be who will ultimately be the aggregator? A known ortho player, or a digital "outsider" like Hinge Health or Sword Health (who are doing a fantastic job). Laura Francis of SI-BONE began to tackle the question we all deal with... innovation adds cost in a world with "continuous downward pressure on reimbursement"... there's no easy answer. Traditionally you're trying to take cost out of the system, but our industry will need to rethink what value based care that enables innovation looks like. And finally Cheryl R. Blanchard, Ph.D. of ANIKA THERAPEUTICS S.R.L. spoke about successes and failures of M&A. While her advice of "don't screw it up" seems obvious, what she meant was to ensure that large strategics don't destroy the innovative culture and spirit that the target was acquired for. Thanks to everyone who made this panel possible Gary Stevenson Sabeen Shaikh Beth Best Kevin Plancher, MD, MPH, FAOA, FAAOS HealthpointCapital Ortho Summit

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Performance improvement professionals love to implement change. However, sometimes, it is the things that we can "de-implement" that can have the greatest impact. Caroline E. Richburg, Cecilia Pesavento, Andrew Vastardis, Alexis Antunez, Valerie Gavrila, Anthony Cuttitta, Hari Nathan, Mary Byrnes and Lesly Dossett offer a great example of this in the Journal of Surgical Research by focusing on reducing unnecessary presurgical testing. #healthcareleadership #patientoutcomes #hospitalmedicine #bestpractices #patientflow #patientcare #patientsafety #nurses #physicians #hospitals #leanhealthcare #healthcarequality #healthcareleaders #nurseleaders #healthcareinnovation #healthcare

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If company culture eats strategy for breakfast... how to cook it? 🥐🍳 I just read this Harvard Business Review article on how to shape company culture. When managing organizational change, we often focus on tools and strategies during these transformations to guide and structure us, but this piece reminds me not to underestimate the 'softer' factors like culture and leadership. The highlight for me is the emphasis on connecting a company’s core values to reality. For example, if integrity is a core value, we should ask: when facing a challenge or difficulty in our company, what does it look when we act with integrity? What actions are connected to acting with integrity, what is a priority and what choices would we make? Do they indeed represent those core values? Additionally, Erin Meyer gives 5 other tips in how to build a culture that works. I highly recommend giving this article a read to anyone involved in leading change or interested in culture.

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This is a great article, and one that resonates and captures fully on how my mind operates. Think, plan and execute are the key elements. When thinking, one must respect the current process and understand its impact whether its direct and immediate or indirect and long or a blend. It should also fit with the organizational direction as well as mission, vision and values. One must also be mentally agile to allow for quick pivot and adjustment, which should have been somewhat expected as part of the planning process. A key part that the article doesn’t address is leveraging social and emotional elements sometimes interrogating these levers to support strategic success. It’s an interesting challenge to think and act strategically, and this article should instill some wisdom for aspiring strategist. #strategy #leadership #organization #changemanagement #leadingchange #organizationaldevelopment #professionaldevelopment #learning #insight #businessinsights #strategicthinker #brainstorm #ideas #innovation nycthehive

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Is cancelling work from home an indicator that a company's strategy is failing, or it's leaders are failing. It is disappointing to imagine that some top leaders consider that employees working from home is a factor in the underperformance of their organisation. I can only assume that this is a more acceptable conclusion than reflecting on their own performance. In my view, the fundamental driver of performance is culture. This is not some abstract fluffy nonsense, it is simply a workplace where mutual respect and collaboration is evident in everyday interactions, performance management rewards quality over quantity, and talent management is evidence based, not personality based. Get these things right and I am confident that where an employee works from will be of little concern.

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Creating a Culture of Change Acceptance: The Missing Ingredient in Successful Organizational Transformation In my experience working with hundreds of organizations navigating change, I've seen firsthand how standard advice on building internal support can fall short. Most often, we hear the same recommendations: communicate the why behind the change, show enthusiasm, and hope for the best. While these steps are important, they are far too simplistic and, frankly, inadequate for overcoming the skepticism that inevitably accompanies transformation. Research shows that a lack of proactive strategy can result in widespread cynicism, doubt, and disengagement — effectively derailing change efforts before they even begin. Simply put, leaders need to recognize that while some level of skepticism is natural, how you address it from the outset can determine whether your change initiatives succeed or falter. In my work with the most successful organizations, I've observed a crucial difference: these companies don't wait until the change is upon them to start building support. Instead, they embed a culture of change acceptance long before any major shifts are introduced. This approach ensures that when the time comes, the organization is ready — not just in terms of logistics, but psychologically and culturally. When leaders build a foundation based on these principles, they create an organizational culture that doesn't just tolerate change but actively embraces it. The result? A smoother, more sustainable transformation process that engages employees and drives lasting success. Change isn’t just about messaging; it’s about building a culture that expects and welcomes it. In a world that’s constantly evolving, this shift in mindset is the key to not just surviving change, but thriving through it. #changemanagement #operations #programsuccess

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A #Lean blog post from 13 years ago today... 🏥 Are we truly 84.7% certain we're in the 90th percentile? Let's look at why setting arbitrary targets might not be the best approach. Check out the full post for insights on using statistical process control to drive meaningful improvements. 📊💡 #Healthcare #QualityImprovement #SPCThinking https://lnkd.in/gA_XMY7Y

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"Disruptive innovation" has become a buzzword, often tossed around without understanding its meaning. However, not every cutting-edge technology qualifies as disruptive. Disruptive innovation, a term coined by Harvard's Clayton Christensen, refers to products or services that start at the bottom of the market—less expensive and more accessible—and slowly rise, eventually displacing established competitors. It’s about more than just being new or exciting. True disruption involves reshaping industries by reaching underserved markets and, over time, upending market leaders. Misusing this term can lead to misplaced strategies and it is very costly! 🔗 Want more insight? Check out the full explanation here: https://lnkd.in/euDX49FR 💬 Have any thoughts on how we can better understand disruptive innovation? Share in the comments! 🔗 Found this helpful? Share this post with your network to spread the knowledge. ➡️ Follow me for more healthcare innovation posts! #clevelandclinic #ClevelandClinicInnovations #healthcare #healthcareinnovation #disruptiveinnovation #ClayChristensen #innovationframework

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Exciting insights from a recent HBR article on A/B testing hybrid work at Trip.com! In a groundbreaking study, researchers Nicholas Bloom, James Liang, and Ruobing Han explored the impact of hybrid work schedules on productivity and employee satisfaction. By comparing a traditional five-day in-office model with a three-day hybrid approach, they found no significant difference in productivity—but a remarkable 35% reduction in employee turnover! Key takeaways for leaders looking to optimize their workplace strategies: 1. Performance Management: Trip.com implemented a rigorous performance review system, ensuring that employees receive consistent feedback and support regardless of where they work. 2. Clear Scheduling: A coordinated in-office schedule helps avoid frustration and promotes collaboration, ensuring that employees are present when their teams are. 3. Leadership Support: Strong backing from the executive team is crucial for the success of hybrid models, as seen in Trip.com’s approach. The results highlight that hybrid work not only enhances employee satisfaction but also significantly reduces turnover costs—potentially saving millions. This study serves as a powerful reminder of the value of A/B testing in management practices. Continuous experimentation and data-driven decisions can lead to sustainable improvements in employee engagement and business outcomes. For companies navigating the post-pandemic workplace landscape, embracing hybrid models and experimenting with policies could be the key to unlocking their full potential. #HybridWork #EmployeeEngagement #Leadership #DataDriven #ContinuousImprovement https://lnkd.in/eANEjAJ4

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This is the best talk I’ve encountered on the misapplication of quality improvement efforts. Russ Ackoff masterfully explains the necessity of systemic application for true progress. Don’t miss out on this transformative insight. #RussAckoff #SystemsThinking #QualityImprovement #LeadershipInsights

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When the focus of a strategic planning initiative is to develop a "product", then that's an opportunity lost. Here, I suggest another way of thinking about strategic planning. Please tune in next week when I begin a series of interviews with well known industry experts. I'll begin with David Storto discussing Medicare Advantage... the advantages and... yes, the disadvantages. This week's episode: https://lnkd.in/gKcarhzw

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The Four Disciplines of Strategic Leadership The recent HBR article, "The Most Strategic Leaders Excel in 4 Disciplines," highlights a fascinating study of 77 C-suite executives over four years, revealing the key traits that distinguish the most effective strategic leaders. 1. Visionary Thinking: Strategic leaders are adept at envisioning the future and setting a clear direction. They see beyond the horizon and align their teams with a compelling vision. 2. Systemic Perspective: They understand the interconnectedness of organizational components. This systems thinking enables them to anticipate ripple effects and craft holistic solutions. 3. Adaptability: Change is a constant, and these leaders are not only resilient but proactive in adapting strategies to shifting landscapes. They thrive in ambiguity and navigate uncertainty with confidence. 4. Relational Intelligence: Building and maintaining strong relationships is crucial. These leaders excel in empathy, communication, and influence, fostering a culture of collaboration and trust. #Leadership #Strategy #VisionaryThinking #SystemicPerspective #Adaptability #RelationalIntelligence #HealthcareInnovation #Wellstar https://lnkd.in/egZF35za

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What is happening to the workplace and our relationship with work? While the pandemic may have accelerated the pace at which employees became less interested in the grind, it would appear that.this has been building for some time and is now entrenched. Many articles, like this one from Fortune, offer similar suggestions to remedy the challenge, but I wonder if this is too little, too late. I would imagine that productivity is/was closely linked to personal ambition, with employees accepting the investment required to move through the ranks. I wonder if this unwritten contract is no longer being signed up to, impacting productivity. Perhaps the future of work requires a new unwritten contract, where the productivity gains of new technologies, facilitate more flexible working hours and reduced working weeks for all employees.

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Podcast link in the comments. In the latest episode of the Healthcare Leadership Excellence podcast, I welcome Adriano Pianesi, an adjunct faculty member at Johns Hopkins University. Adriano brings a wealth of experience in leadership and organizational change. He shares his journey from Italy to the U.S., discussing how his diverse background has shaped his expertise in adaptive leadership. Adriano emphasizes the importance of understanding that many modern challenges in organizations require more than quick fixes. He advocates for a deeper understanding of the systems at play and the patience required for meaningful change. Adriano explains that leaders must focus on creating robust systems to achieve their goals. We also delve into the necessity of embracing conflict as a productive force for change. Adriano highlights the value of running multiple experiments to discover effective solutions and learning from failure. He shares insights from his teaching, illustrating how acknowledging and addressing losses can facilitate smoother transitions. Throughout our conversation, Adriano's reflections on his immigration experience provide a powerful backdrop for his teachings on change and leadership. His emphasis on resilience underscores the broader theme of embracing complexity and staying open to different perspectives. This episode offers valuable insights for healthcare leaders striving to navigate and lead through change.

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