Leo Rocha’s Post

Two great opportunities to drive some of the most important digital transformations in the public sector.

For your healthcare recruiting needs, go to Jess!

Please check out my most important career lessons shared in Becker's Healthcare Hospital Review. https://lnkd.in/e_UTw7Ft 1. Become comfortable with uncertainty. It is easy to stay in situations of comfort and have a fear of the unknown. Learn to embrace and navigate through the uncertainty. Beyond uncertainty is growth.  2. Stay curious. Be open to learning new ideas and taking on new opportunities that help you develop into a better colleague and leader.  3. Treat both successes and failures as an opportunity to grow. There are lessons to be learned from our successes and failures in our careers. Each experience teaches us how to better navigate situations in the future.  4. Be intentional. Learn to be strategic about your career decisions. Planning your career path does not end after graduation, professional school, or training. If you have no plans for your career, you will be carrying out someone else's career plans.  5. Share your wisdom with others. Mentorship is the best way to give back and pay it forward to your community. Helping others to be a better version of themselves and become the next generation of change makers is a great way to stay grounded and connected to your purpose. 6. Learn to see humanity in others. We engage with each other from different cultures, perspectives, and norms. Treating each other with respect and seeing the humanity in each other helps us to serve each other and our communities better.  7. No one will advocate for you better than you. No one knows what you want or need for your career growth unless you tell them.  8. The best way to solve a problem is with a team. It is important to promote an environment of innovative thinking and integrative decision-making to understand a problem and develop solutions. 9. Be the master of your time. Learn how to manage your tasks with your time or it will manage you. Prioritize the most important items at your most peak times of productivity and schedule them into your calendar. Delegate when needed. Always make time in your schedule to review information and strategize.  10. Pay yourself first. We cannot take care of others if we do not first take care of ourselves. Schedule time to do what brings you joy each day. This will help you to maintain the balance in our work-life lives.  #careerlessons #shareyourwisdom

😲2 YEARS EXPERIENCE AND YOU WANT TO BECOME A LEADER?!! 😲 In the ever-evolving landscape of allied healthcare, the challenge of staffing shortages is a constant concern. As allied health organisations navigate this reality, the temptation to promote junior clinicians to senior roles may arise, driven by the urgent need for leadership and expertise. While offering opportunities for growth is essential, it's crucial to consider the potential drawbacks of elevating inexperienced professionals too quickly, particularly when it comes to ensuring consistency of quality of care for patients; 🎓Firstly, promoting junior clinicians prematurely can lead to a lack of comprehensive experience. While these individuals may excel in their technical skills, they may not yet have had the breadth of exposure necessary to navigate complex clinical scenarios effectively. This can result in gaps in critical decision-making processes, potentially compromising patient outcomes. 🧑🤝🧑Secondly, rushing promotions can hinder professional development. Senior roles come with heightened responsibilities, including mentorship, team management, and strategic planning. When individuals are thrust into these positions before they have had the chance to fully develop their leadership skills, they may struggle to fulfill these duties effectively. This can not only impact the morale and cohesion of the team but also impede the organization's ability to provide consistent, high-quality care. 📉Lastly, premature promotions may inadvertently foster a culture of complacency. When individuals are fast-tracked into senior positions, they may not feel the need to continue pushing themselves to grow and learn. This stagnation can hinder innovation and limit the organization's ability to adapt to emerging challenges and advancements in healthcare practices, ultimately affecting the quality of care delivered to our patients. While the urgency of staffing shortages may tempt allied health organisations to expedite promotions, it's imperative to prioritize the long-term quality of care for patients. By carefully assessing each candidate's readiness for senior roles and providing structured support, mentorship and leadership training, Allied Health businesses can ensure that their teams are equipped to deliver the excellence in healthcare that our communities deserve. #alliedhealth #leadership #occupationaltherapist #speechpathologist #staffshortages #queensland #qualityofcare #NDIS #leadershipreadiness #promotions #workwithpurpose #team #morale #education #careerprogression

Did you see this? According to a recent Goldman Sachs Executive Benefits Survey, 67% of companies offered executive physical exams to their senior leaders in 2021, up from 59% in 2011. At the same time, the popularity of perks like country club memberships and company cars has declined.   And there’s a good reason for that. Top executives are the MVPs of an organization, and difficult, if not impossible, to replace. So, keeping them healthy is critical. Also, these executives are busy and often don’t have time to focus on their health. An executive physical exam program gives them a convenient health program to fit their schedules.   The Vanderbilt Executive Health Physical program offers comprehensive medical exams that include strategies for preventing disease, reducing risk factors, and optimizing health. We offer blocks of exams to cover your entire leadership team. We’d love to connect with you and provide you with more information. Send us an email at [email protected].  

It's incredibly meaningful and important to be a part of the healthcare industry. The meaning and impact of our work is life and healing. Effective teamwork and a cohesive working environment are always the goal. Every team member brings their strength and personality to our efforts, so these 4 key strategies for healthcare leaders are insightful ways that we can implement to help us in this challenging, yet innovative season. 1. Seek External Perspectives - Go out into the community and ask what it is they need from you and do that, rather than try to guess what it is they need and try to solve those needs first. 2. Seek Internal Differences - Find the bridge that needs to be built between your community and its leaders and you and your facility staff, and then build it. 3. Involve Everyone - Organizational involvement and success take everyone, not just those in leadership roles, but every single person and contribution that they make work together as a whole to make everything run smoothly and successfully. 4. Get Out Of The Way - Put your piece of individuality into the mix, trust your team, and then allow everyone to succeed in their roles is key. Seeing your ideas and strategy start as seeds that are planted brings great fulfillment as they grow into effective business practices. There is no greater honor than to work in an industry that promotes life, care, and healing. The greatest gift is knowing every effort we put in is a small piece in the puzzle of caring for others. It's a life-giving career. #Healthcare #HealthcareLeadership #LeadershipStrategy

Professional development is your secret weapon for attracting and keeping great staff. Healthcare is facing unprecedented workforce shortages, making it essential to reinvent our hiring strategies to attract and retain high-quality professionals. According to the latest US Bureau of Labor Statistics report, voluntary separations remain unchanged while job openings have decreased. It's still a candidate's market. ⬆️ So, how do we reinvent our hiring strategies? I saw a study from 2022 that said professional development and learning opportunities were the #1 recruitment and retention strategy. Yes, you read that right—ahead of higher salaries or better benefit packages, employees are prioritizing their professional growth. 📊In a recent survey of potential participants for my Clinician Leadership Academy, the majority said they were very interested, and felt it could help them in their leadership position, but cited a lack of budget for professional development beyond mandatory continuing education. So, here’s my message to healthcare leaders: if you want to attract and keep top talent, you’ve got to invest in their professional growth. They want more than just clinical skills—they want to know how to manage teams, achieve key performance indicators, scale services, and enhance patient engagement. 👍 During my time as a CEO at a federally qualified health center, I spent most of my time teaching my leadership team the above topics, and instead of worrying they would take those skills somewhere else, they became skilled professionals with a deep loyalty to the health center. ❓Do you have professional growth plans for your employees? Are you giving them a budget to accomplish their plan? DM me, I'd love to hear if that has helped you retain employees. For more information about my Clinician Leadership Academy, join the waitlist here: https://lnkd.in/g_8gUs3V You'll be the first to know when doors open again. #FQHC #CHC #professionaldevelopment #recruitmentstrategies #employeeretention #healthcareleaders #workforcesolutions #talentmanagement #leadershiptraining #employeeengagement

As I embark on my second week at Intermountain Health, the theme of leadership in times of change resonates deeply with me. Stepping into my role as Workforce Transformation Consultant, I’ve witnessed firsthand the importance of adaptive leadership in navigating the complexities of healthcare transformation. Change, while challenging, is an opportunity for growth and innovation. At Intermountain Health, our mission to help people live the healthiest lives possible fuels our drive to continuously evolve and improve. Our vision to be a model health system is not just aspirational—it’s a commitment to excellence, requiring bold leadership and a forward-thinking mindset. Embracing change means leading with empathy, integrity, and a focus on our shared goals. It’s about creating a culture where everyone feels empowered to contribute to our mission. Through strategic workforce planning and development, we’re not just reacting to change; we’re anticipating it, preparing our team to meet tomorrow’s healthcare needs with confidence. I am inspired by the dedication of our leaders and my colleagues at Intermountain Health, who are united in their commitment to providing extraordinary care. Together, we’re not just facing change; we’re leading it, guided by our values and a shared vision for a healthier future. #leadership #changemanagement #healthcareinnovation #intermountainhealth #weektwo

Is it really just about the paycheck? Workforce turnover is one of the biggest expenses for a community health center. Since the pandemic, healthcare organizations have had difficulty recruiting and retaining good staff. Finding high-quality medical, dental, and behavioral health providers is even more challenging. Leaders always blame poor recruiting and retention efforts at FQHCs on lower salaries than their competitors. Maybe we're blaming the wrong thing. Most healthcare providers are mission-driven professionals who want to work for an organization that aligns with their values and personal mission, even if the salary is lower than other healthcare organizations in the area. Sure, compensation is essential for successfully recruiting and retaining providers. Still, the organization's culture, mission, and values and the leadership teams' abilities to foster a positive and productive work environment are equally important. Do an inventory of your leadership team's skills and abilities around managing other people, communicating with their teams, managing their time, and getting their team on track to hit organizational goals and targets. Equipping your leaders with the right tools will help them build a welcoming atmosphere that will attract the right healthcare providers and keep your high-quality providers working for you. #FQHC #CHC #HealthcareTurnover #CommunityHealth #MissionDriven #LeadershipDevelopment #HealthcareRecruitment

Have you noticed the dual-role CEO trend? Recently, health systems have been doubling up their leaders' roles. https://lnkd.in/dGUk7g8r They're piling on a second job on top of existing ones, especially for hospital presidents and CEOs. I’ve seen some instances: 1️⃣ Aurora Health Care. This month handed their MD the top spot at St. Luke's South Shore, Wisconsin. He's keeping his president gig at Aurora Sinai Medical Center in Milwaukee, too. 2️⃣ Over in Kentucky, Appalachian Regional Healthcare followed suit in August. They bumped up their West Virginia Region CEO. Now, he's steering the ship in the Big Sandy region as well. WHY’S THIS HAPPENING? Health systems are in a financial pinch. The way out is to trim down their top brass to save cash. ✅ Like when Providence in Renton, Washington, axed two CEO roles. They shifted the workload and put the savings toward frontline staff. ✅ Another thing: these double-duty execs are often homegrown.  External CEO hires have nosedived since 2019. This year, they hit a six-year low. Promoting from within slashes training and guessing games. The common thought is this: A leader acing one job? Likely, they'll nail a second one too. Would you take on a second role to save your job?