As I talked with leaders about their results from the pulse survey conducted at UC Davis Health last fall, I noticed a pattern. When I spoke with leaders from the Patient Care Services (PCS) units, I consistently heard some form of “We’re encouraged to take care of ourselves first, our team second, so the patient gets the best care.” I was intrigued and had to know more! I had an inspiring hour-long conversation with Toby Marsh, R.N., M.S.A., M.S.N., F.A.C.H.E., N.E.A.-BC, Chief Patient Care Services Officer.
Jasmine (not her real name) had been the director of a unit on the campus of a nonprofit university for less than two years. Over the last year, two department managers retired when Covid-19 expanded, and had not been replaced. Work had been redistributed “temporarily” six months ago while she delayed in recruiting for replacements because, “it is so hard to hire virtually when we usually operate face-to-face.”
The need to connect at work is powerful and leaders can create safe and inclusive spaces. Join Organizational Excellence for monthly sessions, beginning Apr. 22, that empower leaders to deal with contemporary issues.
In a previous blog post we shared how motive really matters in tough conversations and the 2 important steps to uncovering motive. To recap, first look at the situation to understand what the root of the problem might be. Next, ask yourself some questions to discover your motive. That will get you ready for the conversation and help you to return to your motive if you get sidetracked. If you missed it, you can go to that post here.
When teams are new, they are as wide-eyed and enthusiastic as a young lion cub. But when they get older, watch out. . . they can bite. All too often, organizations birth a team to take on a particular project or to reorganize work generally without realizing that teams need constant care and feeding.