How to transform a hospital?
I m looking for experiences for transforming a hospital.
We recently held a brainstorming session at our office for the newest on-demand course for the Academy—one about the concept of Psychological Safety. During the session, we discussed how one of the things you can do to create psychological safety is to embrace failure instead of avoiding it. But this is hard because failing is not fun. It absolutely sucks. Therefore, it is better not to celebrate the failure itself but rather celebrate the lessons learned from it.
How many times have you heard of companies coaching candidates for ‘senior teams’, ‘top talent’ and ‘future leaders? That is, the ‘special ones’ who are worth coaching attention! Sure, there will be talent brewing who, with good coaching, will go from ‘potentially great’ to ‘actually great’. And some brilliant coaches do great work with senior teams. However, does a ‘coaching for senior leaders’ paradigm pass scrutiny, given how organisations are changing? Or is the potential of other staff hamstrung by a short-sighted view of who is worth investing in?
So, we write a monthly column for MT/Sprout, a Dutch media platform. Last month, we wrote about how our agendas are always packed full with meetings. We followed that with this month's column about how replacing all these meetings with e-mail is not a good alternative. Why? Because there is a big chance you will waste even more time and money. Allow me to explain.