Tiffany C. Patterson, MBA, MAOL’s Post

Sustainable Solutions

Career Tips for Young Professionals – It’s been a privilege to work alongside Christina Oh during her tenure as Trident Health’s President and CEO. As she prepares for her new job as President of the San Francisco Bay Market for Sutter Health, following are some of the most impactful lessons I learned from her: 1. Asking someone their name is good manners. Remembering it is transformational. 2. Creating a workplace environment where colleagues have a voice and a future is an investment in the future. 3. Like a major league baseball team, always look for the next generation of leaders who can be encouraged, developed and promoted. 4. Individual and group commitments and accountability are critical to creating a unified team of leaders. 5. By honoring an uncompromising commitment to each patient, it’s possible to consistently deliver high quality, compassionate care to a large patient population that is increasingly in need of complex medical care. Christina leaves Trident in good hands. As a result of her leadership, we’ll continue her vision of expanding access to high quality, compassionate care throughout South Carolina’s Lowcountry and beyond. #hcahealthare #sutterhealth #integrity #leader

When I was promoted to a VP position at Kellogg, the new role came with a challenge I didn’t expect - Suddenly, my peers were my subordinates. And while many were not too keen on the arrangement, there were even some that were upset. In fact, one person said to me, “I came here to work for X, not YOU.” Ouch. It hurt, and I worried there was no solution. How would I manage those who were previously my counterparts - in some cases friends - but now have a bone to pick? Then, someone made a suggestion-turned-solution: as part of strategy planning, incorporate an outdoor adventure team-building activity to get everyone out of their comfort zone. We did. I took my team to a course similar to Outward Bound, and we bonded over terrifying challenges, supporting each other, crying, laughing, and never looking back. The extreme activities forced us to break down walls, build trust, and establish camaraderie. After that experience, we were a different bunch. I encourage leaders to embrace unusual team-building activities, and dedicate time to improving your relationships. It may not feel like it directly impacts your bottom line - but it does. All I had to do was shift my mindset and learn to appreciate my team members’ strengths, weaknesses, and personalities. I used that intel to guide communication strategy, promote inclusivity, and develop a consistent leadership style. When I left Kellogg, a tenured employee told me I was the best boss he’d ever had. The person who said they didn’t want to work for me followed suit, “You're an amazing leader, one of the best I've worked for.” It is one of my greatest successes to date.

We are diverse, we are stronger. Now that I have left Procter & Gamble for some years, I know what I learn from this experience. I could talk about great marketing leaders, and training... but it is not what left the deeper change in my understanding of the business world. I worked at a couple of European companies before, and what was the most striking was the multicultural aspect. You join P&G, and immediately, you work with hundreds of people from different countries and different horizons. It is not about Corporate Social Responsibility, it is about performance. A team is stronger when you have diverse people period. In Europe, you can admit other people because you want to look good in your corporate communication. In a true multinational company like P&G, you hire people from different cultures and backgrounds to be the best. I would have never thought of that before joining P&G, I would have structured my business the same way without this experience, and I would have probably completely crashed the company with only "Like me" people at emazing. We will succeed not despite of our diversity, but because of it.

There are some great learnings here about Johnson & Johnson's approach to building a best-in-class employee experience, and how that is paramount to delivering leading business results. 💯 ✔️ Personalized learning and development opportunities ✔️ Equipping teams with future-facing capabilities through upskilling ✔️ Building a diverse talent pipeline ✔️ Attracting new talent ✔️ Providing people with autonomy, flexibility, and purpose Well worth a read! #Fuel50 #TalentMarketplace

There are some great learnings here about Johnson & Johnson's approach to building a best-in-class employee experience, and how that is paramount to delivering leading business results. 💯 ✔️ Personalized learning and development opportunities ✔️ Equipping teams with future-facing capabilities through upskilling ✔️ Building a diverse talent pipeline ✔️ Attracting new talent ✔️ Providing people with autonomy, flexibility, and purpose Well worth a read! #Fuel50 #TalentMarketplace

I completed an incredible 14 years at PepsiCo today. These years went by in a breeze, and I'm super proud of what I have achieved. I am sharing a few lessons I learned in the last 20 years of my career journey. > Focus and consistency can make your idea come alive. > Stay focused and prioritize what's important and what's not. > You will not have all the answers and solutions to all the problems but you will find the right people who can give you the solutions or guide you so don't hesitate to ask for help. > Don't waste too much time on what others are doing rather build something which reflects your values and has your essence because no one can take that away from any founder. > When things go wrong or go slow, stay calm. Know that it's happening for a reason and you can only take the right decision and turn things around when you are in a calm state of mind. > Stay true to your purpose, Keep doing your work with 100% honesty and focus and no one can stop you from making a positive dent in the universe. > Celebrate small victories and aim for bigger ones. > Don't react but reflect.

I saw a recent post from an executive (a former CEO) who had received a couple of different lifetime achievement awards from the industry he spent his career in. The executive said he was honored and rightfully gave credit to the employees of the companies he led. That’s all well and good but making sure those people are recognized at every opportunity is more important. I know someone who traveled all over the world for several years accomplishing major goals for their company. Their EVP even accepted an award overseas for all that work at a major industry event. Great, right? Well, except for the part where he came back to the office, showed off the award to his staff and said, “Does anyone know what this award was for?”. Don’t be THAT executive. The one who doesn’t have a clue about major projects your teams are working on and how long and how hard they’ve been working on them. Likewise, don’t be a direct report to that executive who fails to make sure they know what their people are doing and how it’s contributing to the company. There are things that separate the great bosses — the ones employees all want to work for — from the ones that make people want to work somewhere else. Recognizing the accomplishments of the people who work for you as they’re happening and being openly thankful for the way those accomplishments reflect on you is at or near the top of the list.

It fills me with a huge amount of pride to see three team members from my patch recognised on the big stage. "Employee recognition" is a term you hear thrown around a lot in business, but what does it really mean? Is it just a pat on the back for a job well done? To me it’s so much more. Recognition is a vital component in driving the success of any business. Team members who feel truly valued are more motivated, productive, and committed. Recognition rewards creativity and initiative, which helps to promote a culture of innovation. In the food service industry, we’re only as strong as our people 💪 Attracting and retaining #talent helps differentiate us from our competition, and talent like that, NEEDS to feel valued. Anyway back to the wonderful Sandra, Leah and Petra, who between them have a phenomenal 28 years of service! 🙌🏼 These superstars joined over thirty other winners at another incredible Compass Group Ireland Be A Star event. To promote a thriving culture of recognition, we invited their nominators too, and no expense was spared to make our teams feel special. We pulled out all the stops: food, drink, entertainment, and networking with the Exec team to show our appreciation. Great work ladies for setting such a fine example, and of course, congratulations to ALL of our Be A Star winners!🤩 What do you think: Is #recognition at work as important as I clearly think it is? #hospitalityindutry #talentanddevelopment #recognition Correna McMullan