2 min read

Leadership: Six Ideas for Increasing Efficacy and ENJOYING Your Role

Picture of Shane Elmore, RN Shane Elmore, RN : Apr 02, 2015

Coordinators' Corner Leadership

It’s lonely at the top.

How to be a better leader Yes, it was a long way from the top of the corporate ladder, but there are two things I know for sure: 1) I was in a leadership position and 2) I was VERY lonely.

But here’s a secret:

If you are in a leadership position and are alone, you’re doing it wrong.

Yup, I said it. If you are in a leadership position and are lonely, you’re missing the point.

The good news is that you’re not the only one. In fact, throughout my travels with Pulsara, I connect daily with fellow coordinators – from large and small health systems – that feel the exact same way. I get it. It’s a tough position. In fact, as a coordinator, the very essence of your job is influencing people in areas where you have no authority.

That’s a tough place to be. However, it’s critical that you don’t buy into the false ideology that if you had your boss’s title people would naturally follow you. Sure, that works for a while, but a title itself can only go so far and will eventually lose its effectiveness.

If you’re going to be effective as a leader, understand that leadership isn’t about position.

It’s about influence.

So how did I change my job from one of self-pity and misery to one of the best experiences in my medical career?

1. Mingle with the people.

Influence is built on relationships. Get out of your office! The power to change behaviors and inspire others is built on relationships. Weekly, you must visit each department. No exceptions. Put it on your calendar.

2. You are a tour guide, not a travel agent.

Don’t force people to go where you aren’t willing to go yourself. Demanding results from others is not nearly as compelling as succeeding in goals as a team. Sure, an alpine guide can summit the mountain quicker without a team, but what’s the point?

3. Seek committee members’ feedback prior to crafting the agenda.

Your team has ideas, thoughts and suggestions. When included in the process, they become vested. Ask them what should be discussed. Not only does soliciting feedback add an element of feeling needed, but it also gives your members a voice. When it comes to the meeting, you’ll be surprised at the increase in participation.

4. Send out your meeting agendas before the meeting.

This is a simple concept, yet rarely done. Trust me, by sending out the agenda a few days before the meeting, you are demonstrating the importance of their time. And, by knowing what will be discussed, participants have a few days to be prepared to answer questions and present their ideas.

(Oh, and you’ll stand out in your organization because few – if any – leaders consistently do this. That’s a plus in any position!)

5. Give credit and take blame.

Ultimately, you are responsible for failures in the process because you are the leader. Falling on the sword has a powerful way of creating loyalty. When you take responsibility for the success (and failure) of your program, your team tangibly understands that you support them.

6. Praise in public and correct in private.

We are in the people business. You should be focused on personnel development. Criticizing others in front of their colleagues is embarrassing and destructive.

Not all of these suggestions are intuitive. You may be implementing a few. And, others may be a challenge for you. The best thing you can do is act. Start simple.

CHALLENGE: Implement one of these six things today and add one more every week until you are fully engaged within your organization.