Sherrington Associates | Certified B Corp’s Post

As if you haven't been eagerly counting down the days - today is World Otter Day. Sea otters are very social animals that often form groups called rafts. When they sleep, they hold hands with each other to prevent drifting apart.  In similar fashion, let me ensure you are not swept away in this turbulent job market by holding your hand throughout the process! Looking to speak with #HealthOutcomes professionals with over a decade of experience looking for their next challenge. A boutique market leader is looking to bring on an Executive Director for their #ClinicalOutcomes pod. Also - #HealthEconomist 's with a penchant for economic modeling - a Senior Director opening combining tactical and strategic duties with an organization right at the start of their growth trajectory. #HEOR #HealthEconomics #PatientCenteredOutcomes #OutcomesResearch #EconomicModeling

𝗦𝘂𝗰𝗰𝗲𝘀𝘀 𝗗𝗼𝗲𝘀𝗻’𝘁 𝗖𝗼𝗺𝗲 𝘁𝗼 𝘁𝗵𝗲 𝗖𝗮𝘂𝘁𝗶𝗼𝘂𝘀 The healthcare leaders who win are those who aren’t afraid to move—even when they don’t have all the answers. Hiring the right staff is crucial, and waiting for the perfect scenario will leave you stuck. Sure, you might stumble, but getting back up and moving forward is what counts. While others are still figuring out their next move, you could already be filling positions and building a stronger team. 𝗔𝗿𝗲 𝘆𝗼𝘂 𝗿𝗲𝗮𝗱𝘆 𝘁𝗼 𝘁𝗮𝗸𝗲 𝗮𝗰𝘁𝗶𝗼𝗻?

Effective governance is essential

Country Director

The biggest reason you’re not finding the healthcare leaders you need…. You’re focused on finding the experience you want instead of focusing on what the candidate needs to be successful. Thinking one-dimensionally about required experience can severely limit your candidate pool. And cause you to lose out on some amazing talent. When the healthcare executives I work with share details of their job requirements, I like to challenge them to question what it is about the experience they’re listing that is going to make someone successful as a leader. We prioritize the non-negotiables and discuss reasonable viable alternatives for other requirements. Being flexible on how you view needed experience can also save you some dollars while getting you the candidate you need. Of course, some things are non-negotiable but if you take the time to evaluate the why behind the experience you’re seeking and be open to thinking outside the box, you just may find there is a little more flexibility to find an amazing leader for your team.

Omolara as we'll call her for this story, joined a new company as a manager with high hopes for making a positive impact. She brought years of experience and a commitment to excellence, but quickly found that her ideals clashed with the reality of the company’s culture. The Chief Executive Officer, a charismatic but unprofessional leader, had hired four of his close acquaintances, creating a complex dynamic. These hires, all with personal ties to him, disrupted team cohesion and contributed little to actual productivity. What made things worse was the open-door policy he encouraged, allowing employees unrestricted access to his office at any time. While such policies often promote transparency, in this case, it led to unfiltered gossip and unnecessary drama. The CEO not only tolerated but actively participated in it, sometimes even stoking rumors and creating divisions among teams. Omolara found herself in a challenging situation, managing her team while navigating office politics that became an ever-growing distraction. Despite numerous attempts to create a collaborative environment and lead her team with integrity, Omolara ultimately recognized that her principles and career goals could not thrive in such an atmosphere. Frustrated and disillusioned, she decided to resign, prioritizing her professional well-being and integrity over an unhealthy workplace. Lessons from Omolara’s Experience: 1. For Job Seekers: Company culture is crucial. During your job search, look beyond the job description. Seek out insights about the workplace environment, leadership style, and values. Sometimes, even the most promising position may not align with your personal and professional values. 2. For Leaders and CEOs: Remember, the tone you set impacts everyone. Respect, professionalism, and transparency aren’t just words – they’re the foundation of a healthy, productive work culture. Avoid favoritism and foster a workplace that encourages positive growth and genuine collaboration. Omolara’s story is a reminder that a job should not compromise your values or well-being. Choose a workplace that aligns with your goals, and as leaders, always be mindful of the example you set. #Reality #StoryTeller #Workplace #Management #Jobs #Abujajobs #LagosJobs #Nigeria #Career #Professionalism

head to head

Leaving a key executive position open can have far-reaching effects on an organization’s performance and culture. When an executive seat remains vacant, it’s not just about covering tasks temporarily—it’s about the missed strategic direction, decision-making and leadership that drive a company forward. The ripple effects of a prolonged vacancy can be felt across departments, from deferred projects and delayed initiatives to a dip in team morale as employees manage additional responsibilities without stable guidance. Eventually, it hits the bottom line—in other words, it costs you money for not having a key person in the role. At VXZON, we understand the importance of timing. We work closely with clients to enhance the search process, balancing speed with precision to secure top talent. Our approach is designed to reduce downtime and help businesses maintain continuity, so they’re not only hiring the right leader but also minimizing the risks of a long-term vacancy. Because for us, it’s not just about filling a position—it’s about ensuring a transition that supports growth, continuity and your long-term vision. #VXZON #ExecutiveSearch #TimeToHire #BusinessContinuity #LeadershipImpact

🌟 **Are You Managing People or Processes?** 🌟 After spending a few months job hunting for the first time in 37 years, I've observed a significant shift in how candidates are shortlisted. Many roles now emphasise diversity and innovative thinking, yet the essential skills often seem to limit the talent pool to familiar candidates within specific fields. For instance, why must all manufacturing roles require an engineering degree, or NHS positions demand medical experience? As a senior manager, I’ve always focused on people, not just processes. I might not fix machines or perform heart surgeries, but I excel at managing the teams that do. My strength lies in developing people, organising logistics and managing finances—skills that are essential across various sectors. If we genuinely want to attract diverse talent, let's prioritise transferable behaviours and trust that senior roles can guide those with process expertise. What are your thoughts on evolving hiring practices to foster true diversity? #DiversityInHiring #Leadership #TalentManagement #PeopleOverProcesses #JobMarketTrends