Wednesday, June 21, 2017

When Employees Make Mistakes

Question: How many of us have team members that have stumbled?

Answer: All of us.

Reactions, Fear and True Colors
Mistakes are one of the most important opportunities for leaders to demonstrate to the rest of the team what they are all about. Are anger, harsh words or the proverbial cold shoulder part of your leadership playbook "to make a point?" Guess what? 

You are an abject failure. 

Strong words? Yep. 

Accurate? Hell, yes.

If we take a moment and put ourselves in the place of our employee who has made the error, we must realize they are feeling more anxiety than we are. They have failed. They are "in trouble." They may even have put their employment status in jeopardy.

Now, which one of us is more stressed?

In that moment when we feel a surge of energy, and the myriad consequences are rapidly processing through our heads...

...that is exactly when we need to show who we are as leaders. Our true colors.

Being Evaluated
What is often forgotten in our haste to react, to correct the error, and to normalize operations, is that not only is the employee watching our every move; but so is the rest of the team.

If you still believe that employees are not discussing when and how they are held accountable for their mistakes you are completely out of touch with reality.

Instead, consider those moments as the perfect chance to balance accountability with compassion. Take a moment to consider what you will say, and how you will deliver the message. I call this the "one second rule" - literally, give yourself one second to decide.

The manner in which you treat the employee will be shared, discussed, and evaluated either positively or negatively. Quite honestly, I'm counting on that discussion to occur. It is an opportunity to give real insight into one's leadership style under a very private set of circumstances that is not readily visible.

How About You
Do you want to be known as some sort of prehistoric leadership dinosaur that "goes off" on people? Or, would you prefer to be known as the leader who is fair, approachable, but still firm when necessary? 

One last question..have you ever made a mistake? How did you want to be treated?

I thought so.

I'd love to hear from you.

No Excuses.


Tuesday, June 13, 2017

The Secret Talent Weapon You're Wasting

Every organization I speak with "wants" to be a contemporary player in the ongoing struggle to attract talent. However, most have no idea how to leverage social or digital tools to make that desire a reality.

Sadly, one of the most powerful and frequently overlooked weapons available is walking in and out of the front door every day.

The employees.

Brand Ambassadors
Whether we call them brand ambassadors, employee advocates, or formal members of the recruitment marketing team, there is no voice more powerful than the voice of the those that have already committed to representing the employer brand.

Let's leave the whole "building an employer brand strategy" discussion for another post, and focus on the massive amount of horsepower that is ready, willing and able to launch that strategy right now.

The first step is easy and effective: identify the employees who are already on social, or who have expressed an interest in being more active on social platforms.

If you think it is impossible to find these internal superusers, you are actually saying more about how out of touch you are vs. expressing frustration with the process. If you haven't kept up with the changes in the world of work, of course it will be difficult to identify your own brand champions.

Start Small, Go Big
A simple search of the various social channels will help you identify who is actively supporting your employer brand. Set up a twitter list to help keep track of the team's efforts quickly and efficiently.

Next, reach out to those individuals and draft them into service as part of your overall employer brand strategy.

Formalize the support you provide your initial core group of brand champions with training, guidance, content recommendations, and support. From there, you can add new employees to the group in a thoughtful and coordinated way.

How About You
There really is no excuse to hide behind the fear of social media. It is a core component of every industry. In fact, your employees are probably wondering why you don't ask them to help. They are already advocating for your company, you just don't know it!

The only thing standing in your you. Let me help!

I'd love to hear from you.

No Excuses.


Tuesday, June 6, 2017

When Was the Last Time You...

Regret. It's a part of everyone's career. Sometimes we are thankful we didn't get what we wished for; and, at others we look back and shake our heads at what might have been. It can generate emotions from a sense of relief, to feeling caught in a frustrating spiral with no end in sight.

Going For it
For me, one word has summed up how I decided to "follow" my career path. It helped inform moves I made within the health systems where I worked, to moving across the country, to making a radical departure within the healthcare industry into a whole new world.


I decided early on I was going to go for it. My peers wondered what I was doing. My internal competitors may have been a bit jealous of my success. My friends and family sometimes thought I was crazy.

Risk big, win big.

As you consider your own career, whether you are a new college graduate or an experienced veteran of the world of work, ask yourself these questions:

When was the last time you...

- defined where you want your career to go?

- stepped away from something good, rewarding, and safe to follow your vision?

- told your inner circle that you were thinking about making a bold move?

- did the math on your finances to understand what you needed to live your plan?

- changed the way you work now to prepare for the future?

- took a risk?

How About You
What do you really want to do with your professional life? Write it down. Talk about it. Start working that way today. 

Take the risk.

I'd love to hear from you.

No Excuses.


Tuesday, May 30, 2017

Lead By Example In Employer Brand Marketing

It's a tired phrase...lead by example...but one that hangs on so long because it is perhaps the most powerful leadership strategy available. When leaders match their actions to their words amazing things can happen.

As I think about the leaders I've worked with over the years, many have made strong statements, enacted big policy changes, or made bold organizational pronouncements. However, precious few have actually backed up their talk with the proverbial walk.

This same challenge is painfully obvious in the world of employer brand marketing.

Can't Just Talk About It

For the more savvy leader, there is an awareness that both employer brand, and the marketing that goes along with it, are no longer options. They are required. 

Allocating resources and supporting the development and execution of a strategy, should be required of every leader at every level.

But how to make it happen?

Who pulls it all together, particularly when most leaders are still hiding behind the tired excuses that they don't "do" social media, blogging or push out any forms of content?

You do, that's who.

Leading By Example...For Real
It takes more than just a driven HR leader to make this happen however.

In his recent post describing the important role executives play in content marketing, Robert Caruso details not only the rationale for executive involvement, but some compelling data that would indicate it's time for senior leaders to get in the game.

Delegating participation in an organization's employer brand strategy is not only ineffective, it is obvious to most who are paying attention. 

How About You
Who do you know in your organization that needs to be more involved in your recruitment marketing initiatives? Have you reached out to give them the support they will need as they start using unfamiliar, and candidly intimidating (at first) digital tools? 

I'll help too. Don't be afraid to reach out at any time.

I'd love to hear from you.

No Excuses.


Tuesday, May 23, 2017

I Don't Have the Time for My Personal Brand

The questions, and the obvious struggle, seems to be popping up everywhere I turn. Colleagues and clients alike are starting to understand just how important having a personal brand is for their career.

Now, for those of you that think "personal brand talk" doesn't hold any weight; really impact the world of work, or make a difference in the trajectory of your career, please stop reading and go back to watching Happy Days.

It's a digital world now...are you with me?

Time or Priority
Here's the chatter...

"Jay, I wish I had the time to work on this stuff....I work hard, love my job, but know I should be doing more for myself....and I know it will help my company too..."

And here's my response...

"How about we replace the word 'time' with 'priority?' It goes something like this...I haven't made my brand a priority." 

How does that feel?

Getting Started Is Easy
I'm not sure how the "mystery of a personal brand" started, but candidly friends, there is no mystery. If you can copy and paste, text, or click a share button you are well on your way.

3 Steps to a Fast Start!
- Make sure your social media accounts are up to date (LinkedIn, twitter, Instagram, etc.)

- Identify 10-15 sources of content you would like to share (always include your employer's content)

- Share content across your social channels throughout the week


You're off and running!

How About You
Let me help you get started. Reach out when you're ready, and we'll get you set up and rocking in no time! 

Let's do this!

I'd love to hear from you.

No Excuses.

Tuesday, May 16, 2017

You Can't Bring Me Down

I thought you could use a heavy dose of my view of the last twenty years of work!

You Can't...

- make me a hater with your hate

- worry me with your rumors

- get me worked up simply because you are an insecure old-school leader

- stop me from pushing the organization forward

- slow me down from being a positive force in the company

- block me from being the mentor you wish you could be

- stand in my way from networking around the world to learn and grow

- instill any self-doubt or fear in me

- force me to follow approaches that are out of step with the modern world

You can't bring me down!

How About You
Are you ready to be an unstoppable force in your organization? Go get it!

I'd love to hear from you.

No Excuses.


Wednesday, May 10, 2017

Don't Be A Human Resources Jargolonian

Every professional discipline has a unique culture that goes along with it. Key terms, work processes, codes of ethics, behavioral norms, and words that inform various situations or issues are all part of the work.

Some of these words are important and need to be understood and used regularly to demonstrate competency and awareness.

Other words are simply jargon that are used in an attempt to demonstrate competence, but in reality end up clogging conversations, meetings, and other forms of communication with extra words.

Here are a few of my "favorites."

Stakeholder - an important term that is used to recognize the people who are interested in certain issues, projects, or organizations. 

Unfortunately, this perfectly good word is so overused that I get hungry when I hear it...

Fork + Knife = Steak Holder

Synergy - a word that is intended to demonstrate the power of working together. However, this too is so overused I find myself wondering....

Who actually goes home at the end of the day and says "we created so much synergy today!"

No one.

Straw Man - a wonderful concept that should ignite a productive brainstorming session on a certain topic, idea or initiative.

However, never in my life, prior to moving to the consulting side of life, did I ever use the term straw man in my corporate roles....the only thing that comes to mind for me is...

The Wizard of Oz.

How About You
Which words do you love to use, but actually kick off an avalanche of eye rolls around the conference room table?

I'd love to hear from you.

No Excuses.

Wednesday, May 3, 2017

Beggin' and Payin'

Ridin' high when I was king,
Played it hard and fast cause I had everything,
You walked away, won me then,
But easy come and easy go and it would end

Too Comfortable
When I look back on my career and think about all the twists and turns, highs and lows, and everything in between one thing becomes clear. Without people giving me an opportunity I would have nothing.


Sometimes I can lose sight of the journey I've been on simply because the pace of life is so hectic. Juggling my responsibilities inside Kinetix as well as with our clients, going full speed in my busy personal life, squeezing in daily workouts, and generally trying to stay out of trouble can all be a distraction. 

I don't necessarily feel bad about being so busy, in fact it is a blessing to have so many exciting things happening...even if they seem to be happening all at the same time!

Stop Begging, Start Paying
The risk, obviously, is that what I have now can erase my memory of what it took to get here. More importantly, it blurs the memory of who got me here.

The early part of my career was all about working hard, and hoping for an opportunity. The professional version of begging, if you will. Fortunately, there were many people who saw something in me, and took risks of their own to give me a chance.

Now, it's my turn! In fact, it's been my turn for quite a while. I've embraced connecting with people early in their careers. I love encouraging new members of the teams I've worked with, even to the point of challenging them to think beyond their role with the organization because I thought they could do more right now.

It would be impossible to list everyone who has been influential in my career, but here are a few...

Dad and Mom, far and away the most influential role models in my life

Paul McBride, undergraduate school professor

George Haskett, graduate school professor

Mike McNally, first HR VP that I reported to and early mentor

Kathryn Gillette, CEO, former boss, and mentor

Trish McFarlane, HR leader, social media, blogging mentor and friend

Mike VanDervort, HR leader, social media, blogging mentor and friend

How About You
How do you connect with the early careerists in your company? Do you notice them; or, are you too busy running to your next meeting to "really see" them? 

In addition to my focus on payin' - I'm looking forward to serving as a formal mentor for one of our interns this summer!

How are you payin'?

I'd love to hear from you.

No Excuses.


Thursday, April 27, 2017

The Harsh Reality of Politics & HR

There is a sinister being floating around the HR profession. It permeates all aspects of leadership, and often has deadly consequences for the brave HR pro who doesn't understand it.


Not Savvy? You Have No Chance
But first, let's discuss the critical skill of having organizational savvy. The workplace, and specifically HR's role to play in it, is a path fraught with peril. Competing executive team interests, fear of change, and the intimidating effect modern business and social tools have on old-school leaders are significant political landmines. 

Add to that the demands of an ever changing and contemporary candidate pool puts tremendous pressure on those leaders who want to move away from traditional approaches (read here outdated and horribly ineffective), and move to something that aligns with how our digital world actually works (read here, it's 2017.)

For the highly motivated leader who lacks the organizational savvy to understand that simply putting forward good ideas is not even remotely close enough to a real strategy, the missteps can derail one's credibility in a matter of meetings.

"Because organizational savvy entails "high-integrity" political skills, retaining a moral compass is the cornerstone component. Savvy individuals use ethical means to achieve what's good for their organizations. They advance their careers and maintain high moral standards."

Good Ideas and Getting Results
One of the questions I'm asked constantly is how I was able to move forward with an aggressive employer brand strategy (social media, blogging, podcast, etc...) while working in an industry that is conservative, and candidly, one that rarely understands how contemporary talent acquisition work gets done.

It was not as complicated as one might think. The biggest issues that had to be overcome did include internal politics; but fear and lack of insight from the other executives were the real barriers. It was all about me and my approach. I had to be savvy.

First, I stopped using HR jargon. No one cares about it except HR people. It doesn't drive business results or help the bottom line. 

Second, I used the business language of the industry, because that is what matters. Period.

Third, I linked my contemporary approaches that were clearly necessary, to the strategic plan of my organization. Your HR plan doesn't mean a thing if it is not linked to the organization. (see HR jargon reference)

End result? Success across the board: employee engagement, recruiting, employer brand, and job satisfaction for the team.

How About You
Are you still using HR lingo and wondering why everyone is not excited about your every word? No one cares. Do you understand the political landscape of your company? Really? How? Step out of your HR shell, embrace the industry you are in, and watch your influence and success grow.

I'd love to hear from you.

No Excuses.

Tuesday, April 25, 2017

10 Things I Like

I'm a big fan of all sorts of things...and I thought I'd share a few with you today. Maybe some of these are on your list....

1. Leaders who are not afraid to call bull**** when they see it, regardless of the political fallout. If you stop reading right here, keep this thought in mind the next time you remain silent in the Board room.

2. Employees who bring ideas forward all the time. They're thinking and trying to make your organizaiton better. Hang on to them.

3. Working out like a beast.

4. Technology that makes my life easier. Think Wunderlist and Evernote. You seriously aren't still writing things down...and then rewriting them on a list somewhere, right? 

5. Fast, loud, heavy music.

6. Leaders who understand that everyone is watching their every move, word, and deed. We're in a bubble. Act accordingly.

7. Fast, loud race cars.

8. Kind colleagues. We've all seen too many self-absorbed "experts" out there...for God's sake, be nice to each other.

9. People who understand that partnership means actually working together.

10. Fast, loud, heavy music. (I really like it, so it gets two mentions)

How About You
What gets you fired up, makes you feel good, or simply helps you get through the day hassle-free?

I'd love to hear from you.

No Excuses.

Thursday, April 20, 2017

Invisible Leader in a Digital World

I have the privilege of meeting and working with many talented leaders across the country. They are bright, experienced, successful, and motivated to take their organizations to the next level.

They share a common bond in that each one is struggling to find the talent their organizations are desperate for; yet when it comes to positioning themselves and their employer brands in the mainstream, suddenly the reality of their inaction becomes painfully clear.

They are invisible...and so are their organizations.

But We Provide Great Care
What is so often confusing for leaders in hospitals, and other organizations along the healthcare continuum, is that their status as a provider (think MD, Hospital, Long Term Care facility, etc.) has nothing to do with their reputation as an employer.

For some reason, these concepts get interwoven so frequently that today's leaders are missing an enormous opportunity to differentiate themselves from their competition.

Everyone knows what you one knows what it's like to work for you.

Digital World
Whether or not "experienced" leaders want to accept it or not, we live in a digital world. There is no point in making lame excuses that you don't have time to learn (read here, it is not a priority to learn.)

Or, that you don't understand how digital business tools work (read here, I can save patients lives with my clinical skills but I am too embarrassed to let anyone know I can't figure out twitter.)

Trust me, we already know. You're invisible, remember?

How About You
So, what are you going to do about your status as an accomplished leader who has not remained current? Who are you going to reach out to for help without publicly shaming yourself?

Me, that's who. I'd love to help you get started. If I could do absolutely can.

I'd love to hear from you.

No Excuses.


Monday, April 17, 2017

Close Your Eyes and Think Of...

...the most positive leader you've ever worked with...

What made them so special?

What did they do that made them different from the others?

It's Not About Spreadsheets
I've never heard anyone say the most influential leader they ever worked with was an expert with spreadsheets. Nor, have I ever heard that the best-leader-ever had mastered the budgeting process, new ATS, or wrote the finest policies and procedures.

Those things need to get done, but candidly, have absolutely nothing to do with world class leadership.

They Have "It"
So, what do those leaders have that separate them from so many others who aspire to be effective? When I've given keynote addresses I ask the audience this question and I get the same answers every time:

Those "it" leaders...
- listen
- support their people
- are not arrogant or condescending
- trust
- mentor
- are patient
- understand errors and use them to coach not chastise
- take the blame for their team
- check their ego at the door
- understand that their team is made up of people, not robots
- practice humility consistently

How About You
As you consider your leadership trajectory, and all of those influencers that have shaped you along the way, are you living up to the best-leader-ever label?

Perhaps this will forward five years into the future and imagine that one of your current team members is asked who the best-leader-ever was in their life.

Will they think of you?

I'd love to hear from you. 

No Excuses.  

Thursday, April 13, 2017

Leave Me Alone, I Know What I'm Doing

"Arrogance destroys the valuable, and absolutely essential relationships a leader has with other team members. Even more devastating is the feeling arrogant behavior creates in others. People have no desire or motivation to follow an arrogant leader." 
Peter Barron Stark

Landing The Big Job
There is something very exciting, and candidly hard to describe, about starting a new job, particularly one that is much bigger than the previous one. The exhiliration, the opportunity, and the pressure to perform all coalesce into one big burst of energy.

In most cases, new leaders struggle a bit in the beginning, not because they lack the skill set necessary to do the job; but, because they simply try too hard to prove they are worthy.

This is a dangerous misstep if they take things too far.

Consider these important points:
- the organization survived and thrived long before you arrived
- make sure you understand the effort, risks, and courageous moves that have been made prior to your arrival
- moving too quickly, in word or deed, can jeopardize your credibility very quickly 

Remember, you are new...not all powerful. You are being evaluated at every turn.

Go Slow To Go Fast
I learned a valuable lesson when I worked for Johns Hopkins when the new CEO joined the organization in Baltimore. He is passionate about leadership, and leadership behavior. During his first six months on the job, he did one very important thing...

...he listened and learned.

He told me that he was not there to change the culture, or fix something. He was there to take that incredible organization forward in new and exciting ways. 

But he had to learn about the organization first, and take action second.

That my friends, is a very different philosophy than acting like an arrogant know-it-all savior that has just arrived to solve all of the problems in an organization.

How About You
Who do you know that is talented, motivated, and excited to make a real difference? Are they moving a bit too fast? Perhaps it's time to pull them aside and provide the coaching those of us who've been at this a while can provide?

I'd love to hear from you.

No Excuses.


Monday, April 10, 2017

Babe, I'm Gonna Leave You

"You're almost afraid to say it out loud...but you don't enjoy your work anymore."

"You feel trapped. You want to do so many things, but each day you just keep grinding it out here, even though your heart is no longer in it."

"You're supposed to stay. Your employees are counting on you, right? You can't make a change now."

Careers Are Not Life Sentences
How many of us "fell into" our careers? Does your undergraduate major align perfectly with how your professional life has played out? Of course it doesn't. 'Perfect alignment' is not how life works. Thank God!

One of the odd twists of fate however, is that when we "fall into something" we can mistakenly convince ourselves that things were supposed to work out that way forever. Seriously? I would be hard pressed to believe our entire professional lives are based on happenstance, good timing, or luck. 

Simply because you're good at something and earn a decent salary, does not mean you are supposed to stay in that place forever. Worse yet, is when we internalize our "lucky break" so deeply with a specific company, that we feel completely demoralized if suddenly that company no longer feels so special about us.

You know that, right?

You Gotta Leave
Leaving a comfortable role that pays the bills is easier said than done. But, if you're one of those people that are horrified by the prospect of getting to the end of your life journey only to look back and start listing off all of the regrets, you may want to reconsider.

What do you really love? What have you always wanted to do professionally that you just haven't had the courage to try? 

Who do you need to connect with to learn more, get advice, and develop your plan for what's next?

It's not impossible. I'm living proof.

How About You
No more talking about your future. It's time to take action and make it happen!

I'd love to hear from you.

No Excuses.

Tuesday, April 4, 2017

Recruiters Talk to Candidates, Right?

No, I'm not joking. There are some organizations out there that believe a recruiter's job is to wander around in the ATS, find applicants that match minimum job requirements, and forward those resumes to various hiring managers.

Well, friends, that is not recruiting. That is simply embarrassing.

(extra long pause here for those of you frantically wondering if this is how your recruitment team operates)

Seeing It Differently
For many traditional human resources departments, and in particular #HealthcareHR teams, the notion of sourcing, screening, and actively something that they don't have to do. 

Their organizations believe they are so special that they can just blindly meander through the flood of applicants and eventually find viable candidates. 

This simply can not continue if quality patient care is actually a priority for the organization. 

An outdated and poorly trained "recruitment" team is unacceptable in the competitive healthcare industry.

Stop With the Ancient Excuses
Many of my colleagues in the #HealthcareHR space cling to old behaviors, wasteful strategies, and tired excuses as to why they can no longer find talent.

Consider the consequences of their ineffectiveness:
- rampant use of expensive contract labor
- excessive overtime
- low morale due to persistent staffing shortages
- patient diversions due to the inability to fill critical positions
- lost revenue

It is (far beyond) time for massive changes in how human resources positions itself. There is no more important part of the organization when one takes into account the devastating impact of staffing shortfalls.

No one should stand in the way of a high impact talent acquisition strategy.

No one should deny that unless healthcare organizations compete in the most contemporary of ways they will struggle, and ultimately fail.

No one should assume they have greater authority over the work that HR must deliver on in the name of "protecting the brand" or "worrying about social media."

Good God, it's 2017. If you have anyone pushing back using these excuses you have every right to run them over with the reality of the business case that ensures organizational survival.

But first...

How About You
...but must step up your professional game and embrace the strategies that work in today's digital world. The old approaches you've used for so long, that are failing miserably, must be let go.

Reach out to a trusted friend, colleague, get the support you need. There isn't any time left to wait.

I'd love to hear from you.

No Excuses.

Thursday, March 30, 2017

Mind Sewn Shut

I hate to admit it, but sometimes I get stuck in my own view of things. Maybe it's how I think a project should be executed; or, it might be a set of behaviors that I think all leaders should replicate; or it might be that I'm so focused on 'my stuff' that I miss what is happening around me.

I hate it when I do that.

Preaching and Practicing
I spend a lot of time talking. My job requires that I provide leadership internally at my company, and externally to the clients I support. We are a nimble, fast moving firm that lives for the daily adrenalin rush that is our world.

...and for as much as I like to go fast, that doesn't mean I shouldn't pay attention at the same time...

Speed usually wins. Speed and focusing on the details at the same time guarantees a win. So when I find myself getting really worked up about something, (or as one of my colleagues tells me..."you have a lot of energy on this topic Jay"...) - I need to make sure I'm paying attention to the little things happening all around me.

Daily Focus
What I've learned, albeit at a painfully slow pace, is that I need to make a conscious decision each day to 'see the details.' That's hard for me. I've lived through so many mistakes (either my own, or in the organizations I've worked) that often times I see a clear path to success. 

However, simply because I know what the end point needs to be; that does not take into account the new people, the new corporate cultures, or the new learning that is required by those around me as we work toward that bright shiny goal.

Sometimes I simply get moving too fast for my own good, I assume others understand what my vision is, or worst of all, I don't take into consideration their needs as I push them harder and harder to get moving.

I hate it when I do that.

How About You
Are you locked in to your world view? How's that working out for you? Do those around you feel comfortable enough to tell you to slow down and let everyone catch up? Or, maybe taking a breath and looking around could yield a fresh perspective, new converts to your ideas, and...just maybe, an even better outcome than what you (and I) thought about in the first place?

I'd love to hear from you.

No Excuses.


Monday, March 27, 2017

Hiring Leaders: Your Network Should Be Better

I'm not surprised anymore. I used to be...a lot...but those days are long gone. It is clear that the challenge of building and leveraging networks to find talent is the sole responsibility of HR.

Hiring leaders are simply incapable of building a network on their own. They are too scared, too full of excuses, and candidly, enjoy having someone to target when their hiring struggles persist.

Meet Director #1
This person has been a loyal and hard-working part of the organization's leadership team for years. She works hard, tries to support her employees as much as possible, and attends a conference or two each year. She's bright, and keeps her team informed of the latest equipment, clinical practices, and news about the hospital.

Problem: she has been so focused internally that she is useless when it comes time to recruit talent, spread good news about organizational breakthroughs, or to simply tell the story about what it means to be a part of the organization.

Meet Director #2
This person has also been a loyal and hard-working member of the leadership team for a long time. However, in addition to putting a tremendous amount of energy into her staff, she also has worked hard to develop her leader brand

When it comes time to fill vacancies, she has already differentiated herself pushing out thought leadership, stories about the hospital, and adding some personal touches as well. She has a network she can tap into, and she does.

How About You
Who are the leaders you work with that have such tight organizational blinders on that they're hurting themselves? 

Help them see the big picture. Help them understand that the investment they make in their internal and external brand, will make a huge difference.

I'd love to hear from you.

No Excuses.