Kristina L.’s Post

I started working in healthcare about a year and a half ago, not as a clinician but in a support role. New industry to me so, because I LOVE learning about new industries, I immediately started networking, making connections with folks all around the world who work in this space. I curate my feeds (news, social media, etc) to bring me stories about these spaces, because I want to understand. I have pivoted a few times in my career, most recently having been in higher ed... more on that in a minute. This is how I get up to speed. In addition to my "day job", I've been a consultant for a while now, and because I talk openly about workplace challenges, a LOT of people reach out privately to hash out personal frustrations with work, and I'll be honest, two industries dominate those convos - healthcare, and education (shocking, right?). So I'm not saying I'm an expert, but I do my homework, and have the privilege of very broad exposure, beyond the one or two companies I've worked in. I come from that broader exposure when I think, speak, and write about these spaces. Trends emerge, and I'm deeply professionally (and personally) concerned about both spaces. We cannot effectively outsource or automate either of those skill sets. We NEED nurses, doctors, lab techs, etc. We NEED teachers. We need them to be prepared to do the job. We need them flexible to adapt to the insanely varied humans they work with daily. We need them to be compassionate because humans are weird, messy, unpredictable, amazing critters who are only marginally standardized (if that). We need them to be decisive because literally and metaphorically our entire collective hearts, minds, and lives depend on them and their expertise. We need them well-rested, and excited, able to learn and grow themselves. We need to acknowledge that while YES the human race doesn't seem to be at risk of extinction, there IS a finite pool of talent who can actually do any of the jobs in those spaces adequately, and an even smaller subset who can do it excellently, and "purpose-driven" only gets you so far. There is a huge disconnect between the people in the trenches, and the people making decisions for those folks. Even the leaders with the best intentions are often very unaware of foundational needs that have been unmet. Not "because of Covid", not "because of the economy". These needs have been unmet for a LONG time. Current crises just make it harder to pretend things are ok, and the result is... well, it's what we have now. And it's not good. It's also fixable, but we have to be willing to change the status quo, and actively work to do better, be better, serve better. And I'm not talking about one school, one facility, one organization. This is a social challenge. And come on, we put people in space - for FUN! I think we can change how we approach the crucial industries of health and education. Do "we" want to? I'm not sure. I'm also not sure we have much longer to decide.

Hospitals are implementing sophisticated ROI models to recruit employees. These models demonstrate a program's cost-effectiveness when considering factors like reduced training costs and staffing turnover. The financial benefits are also clear. Studies show a 100-job reduction in turnover can save hospitals millions and keep the focus on patient care. Imagine the savings and innovation potential with a larger, more sustainable talent pool of people engaged in patient care. The programs outlined in this article, with a $250 million investment from Bloomberg Philanthropies, are designed to address a critical need: filling the 3,000 annual openings at hospitals and a clear path to a stable career. #Healthcare #Career #Policy #workforce

I'm going to say something unpopular. Although the workplace dissatisfaction of many physicians stems from moral injury caused by structural issues in our healthcare system, in a few cases it seems to stem from individuals choosing the wrong specialty and feeling that they're stuck forever in that role. I often tell medical students that selecting a specialty is deceptively challenging. In your clinical rotations it's easy to be swayed by inspiring personalities or discouraged by unhappy souls. The decision is based on limited information, and there’s no way to predict how the healthcare industry or our personal lives will change—whether it’s our health, family responsibilities, relationships, or where we want to live. We make career-defining decisions in our youth that can impact us for the next 20+years. Unfortunately, the path to retrain in a different specialty can be long and challenging if we later realize that our initial choice isn’t the right fit. Despite feeling unfulfilled in their chosen role, some physicians continue practicing unhappily due to sunk cost fallacy. We fear not being able to pay off our student debt/our bills/supporting family, not making comparable income in a different field, and what our colleagues will think of us. But you can pivot! Many others have done it before you. You can break into non-clinical roles, consulting, pharma, tech. It's not easy and often you have to take a pay hit for the short term - but ultimately if it gets you out of an unhappy work existence it maybe worth it. Some have stayed in their specialty and simply reduced their hours, changed to some other setting (like telehealth), or refined the scope of their practice. I think it's important to encourage open conversations about these issues to support each other in making informed and thoughtful career decisions.

How can we foster a new generation of healthcare advocates? In the era of workforce shortages and a reliance on contract labor, there is the opportunity to approach people development differently; perhaps by reaching people earlier than we do now. We must build a robust talent pipeline with candidates who are ready to fill roles years down the road. We probably have to start focusing on our high school students and medical school students, introducing them to some of these healthcare fields. https://lnkd.in/g5MZy6dP

CLINICAL vs NON-CLINICAL Time, patience, learning, and upskilling. The foundations for GROWTH remain the same irrespective of whether you work as a clinician or as a corporate employee. Yet, there seem to be many misconceptions regarding the choice that trained clinicians make when they decide to switch from clinical practice to the cubicle. A few noteworthy ones below; #1. That they have wasted their years of clinical training when they decide to move away from clinical practice. Reality: Unless you completely switch over to another field altogether, almost all healthcare profiles not only require you to have a strong foundation of the basic medical subjects, they also demand that you get trained and skilled over and above the basic medical knowledge to master the processes involved in these organisations. #2. A job is an easy way out for those who do not want to deal with the uncertainty involved in the early stages of setting up a clinical practice. Reality: The only certainty you get with a job is a fixed monthly income to begin with. The healthcare landscape is dynamic and ever changing. You can bag a job with your current skills, but staying employable demands that you continue to seek opportunities to learn and grow to stay relevant in the market. #3. A corporate job is for those who like to stay in their comfort zone. Reality: Gone are the days of the permanent employment that guaranteed a set career path for 30-odd years and a comfortable retirement. The scenario today is the complete opposite. Stepping out of your comfort zone is a necessity not an option. The bottomline reality remains the same irrespective of whether you treat patients or work with an organisation in the field of healthcare. A. Growth is something that you will have to strive for. B. Patience is a must have skill. C. Learning and upskilling are pre-requisites. Whether you are a clinician looking to grow their practice or a professional looking to climb the corporate ladder. The worlds may be different, but the battles remain the same. #clinicalvsnonclinical #dentistry #jobsforfreshers #jobsfordentists #doctorsincorporate #careergrowth #clinicalpractice #healthcare

“The system is broken.” I read this daily on LinkedIn. I’ve even said it myself. Hiring systems, education systems, healthcare systems, etc., etc. So often “this system is broken” translates to “this system wasn’t built for me.” Most of the systems we complain about were built to maximize profit for someone. Often they were built to actively exclude marginalized groups. These systems evolved to their current state because somebody benefits. I think we need to learn how systems work, who they work for, and how we can do our best to navigate them and achieve our own goals. And also we need to advocate for system change. Which is quite different than posting “I don’t know who needs to hear this, but…” to LinkedIn. #RecoveringAcademics #LeavingAcademia

Physicians looking to reclaim your autonomy? Want The path to thriving in medicine? Ready to learn more? Feeling confined by the traditional medical employment model? You're not alone. Many physicians seek greater personal and professional freedom, a pursuit that is increasingly leading them towards the path of self-employment through micro-corporation. Dr. Tod Stillson proposes the why and how: Regain Control: Transitioning to a self-employed professional through a micro-corporation can significantly restore your autonomy, improving overall well-being and offering you control over your work life and financial outlook. Preserve Professional Autonomy: Advocacy for self-employment as a micro-business is essential in maintaining your right to dictate the course of your medical career, ensuring it aligns with your personal values and professional goals. Overcoming Mindset Obstacles: All-or-Nothing Thinking: Recognize that transitioning can be gradual. Fear of Business Management: Empowerment comes from learning and growth. Lack of Business Knowledge: Seek resources and mentors to bridge the gap. Strategies for Empowerment: Negotiate a Downshift: Reduce traditional employment commitments as you transition. Establish a Micro-Corporation: Create a structure that supports your autonomy. Ease Into Self-Employment: Take gradual steps to full independence. Make Future Adjustments: Continuously adapt to reduce reliance on traditional employment, enhancing job satisfaction and reducing burnout. By exploring self-employment opportunities alongside or in place of traditional work arrangements, doctors can enhance job satisfaction, reduce burnout, and thrive in their careers. If you are ready to explore ways to optimize your current clinical practice or to transition to a non-clinical career, schedule a free chat with me today. ⬇️Schedule in the Chat⬇️ #PhysicianAutonomy #CareerOptimization #CareerTransition #CareerCoaching #PhysicianCoaching 

I work with frustrated hospital clinicians to rediscover balance and joy at work. I work with you to recognise, prevent or manage burnout and take control of your time. You can’t control the demands on your service; the lack of capacity in the system; the micromanagement; the inequity in jobplans or the ongoing pay disputes. It’s a career checkup to rethink and reset. Packages of four 1:1 sessions start at £600. Reduced rates for doctors in training, IMG’s, fellows and medical students. DM me to start a conversation.

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Interesting article on how health systems and educators can work together to close the talent gap: - Healthcare workforce shortages are a significant challenge, exacerbated by the COVID-19 pandemic, resignations, and demographic shifts. - Health systems face a long road to address these challenges and are considering education partnerships to bridge the talent gap. - Three education models are being explored: health systems creating their own education entities, partnering with educational institutions, or working with vendors to administer education. - Postsecondary-education providers benefit from access to clinical rotations, a large pool of prospective students, and improved postgraduation outcomes. - Communities benefit from improved access to care, economic growth, higher-paying jobs, and addressing racial inequities in healthcare pay and career trajectories. - Successful partnership models should focus on job readiness, align education with job demand, provide accessibility, be financially sound, and involve a long-term commitment. These partnerships aim to address current labor challenges in healthcare and create a more diverse and equitable workforce for future demands. #talent #healthsystems