Wednesday, October 19, 2016

Marine Corps to Add 'Spiritual Fitness' to Professional Education

The Marine Corps is adding "spiritual fitness" to professional development.

Spiritual does not necessarily mean religious, Scott clarified. He breaks spiritual fitness into three parts: personal faith, personal values, and moral living and decision-making.
"A moral compass doesn't just come from a faith foundation; it's not enough to make a decision based on what is legally right or wrong," Scott said. "Chaplains will help Marines discover that compass for themselves -- that center of gravity that comes from their own upbringing, personal experiences, and religious teaching."
I did a really interesting interview with Rev. Frank Macht at Dartmouth Hitchcock Health System, and he talked quite a bit about the non-religious nature of spiritual care. I'm becoming more convinced this is an important thing - for the workplace, and for life.  

Monday, October 17, 2016

lessons from fast food for managing HCOs

In the October issue of the HBR is an article about how Cheryl Bachelder, CEO of Popeye's, a fast food chicken chain, mostly in the South, has been trying to turn around the organization.

I've been talking to my students in my management class about the relationship between hospitals and other healthcare organizations (HCOs) and their clinical staff. What is interesting and relevant for our discussion is how, when the company was failing, the CEO refocused corporate efforts not on the end customers (the people buying the chicken), but on the franchisees that own most of the restaurants. The idea was if she could fix the relationship between the company and its franchisees, the franchisees would fix the customer issues. It's a lot like how a hospital CEO really needs to focus on making the docs happy so that the docs will make the patients happy.

From a talent management perspective, if you are a senior leader, you have to treat your employees as if they were your customers. It's an interesting perspective. 

Wednesday, October 12, 2016

Nobel for contract theory

The Nobel Prize for Economic Science was given for the development of contract theory. Here's a good summary of what contract theory is and how it applies to healthcare:

Relevant to talent management.

Saturday, October 8, 2016

NNEAHE and CHHS host conference

I had the chance to moderate a panel for a joint conference we hosted yesterday at UNH. The College of Health and Human Services and the Northern New England Association of Healthcare Executives produced "Shaping the Future: Leadership and Public Policy in Healthcare". It was a great conference and we had a very nice turnout of NNEAHE members, as well as students, faculty, and staff.

I moderated the panel, Talent Management for Bench Strength Development, and I have to say it was a really great experience. I had three excellent executives to work with: Kevin Callahan, CEO of Exeter Health Resources; Samantha O'Neill, VP of HR for the Elliot Health System; and Warren West, CEO of Littleton Regional Healthcare and North Country Healthcare.

This was my first time moderating a panel like this, and the my panelists were giving me a hard time because they said my questions sounded like they were written by an academic. But they were great, and rolled with my exam-like questions. I wasn't able to get them all to say "Googleyness", but it still went well.

We recorded the event and we'll be publishing it on the Health Leader Forge next week, so you can listen for yourself when it comes out. Looking forward to doing it again next year.

RWL Newsletter #13

Greetings from Durham and happy Friday! My college is hosting an exciting conference today - Shaping the Future: Leadership and Public Policy - here at UNH. We're doing it in conjunction with NNEAHE, the local chapter of ACHE, which I think is a first for us. I'm moderating one of the panels, which is definitely a first for me. I've got a great panel, so I am looking forward to it! I know a few of you who get this letter will be there, so hopefully it's a good time for all.

Anyway, here are this week's recommendations:


WSJ, The Culture Ate Our Corporate Reputation, By Lou Gerstner

Why: In case you haven't been following the mess at Wells Fargo, you can catch up on it here. I've been talking with my students in my management class about the importance of corporate culture. This is a great example. Or, anti-example, perhaps of corporate culture and how it is linked to the incentives managers put in place.


What: Build your 'bench', from the Advisory Board

Why: 2 minute video, but makes some good points about the difference between succession management and leadership development. The panel I am moderating today is a discussion about bench strength development and I came across this video during my research. 


What: Health Leader Forge interview with Lucy Hodder, JD, 
Director of Health Law Programs and Professor of Law

Why: Lucy is a colleague of mine here at UNH, teaching in the law school and working in the Institute for Health Policy and Practice. But before she came to UNH, she had a fascinating career that cycled her from government service to the private sector and back again several times, including stints clerking for a federal judge, working in the NH attorney general's office, and being the legal counsel to the governor. Her private sector work was no less impressive with her building a successful health law practice as well. I was impressed with the importance of service throughout her career when I interviewed her.

If you find these links interesting, won’t you tell a friend? They can subscribe here:
I' d love to hear what you think of these suggestions, and I'd love to get suggestions from you. Feel free to drop me a line by e-mail, or you can tweet to me at @bonicatalent .
Thanks for reading and see you next week!

Wednesday, October 5, 2016

the Pareto rule on talent

How much does a talented person matter to your organization?
A few talented people make a huge difference. This is one of the most replicated findings in management research. In any organization or group, a few people will make a disproportionate contribution to the collective output. Around 20% of individuals are responsible for 80% of the output and vice-versa. This Pareto Effect has been found in virtually any domain of performance. As academic reviews have highlighted, a Pareto effect illustrates the distribution of scientific discoveries, publications, and citations; entrepreneurial success and innovation; and productivity rates. In all these areas 20% of individuals (or less) tend to account for between 80 and 98% of performance. 

Tuesday, October 4, 2016

The Health Effects of Youth Unemployment

It's bad for your health to be unemployed, even if you are young:
Our Gallup-Healthways Global Well-Being Index found that among 47 high-income countries (as defined by the World Bank), the physical well-being of unemployed young adults between the ages of 15 to 29 is statistically tied with employed people aged 50 and older — 26% vs. 24% thriving, respectively. And in the U.S., where we were able to analyze a sufficient sample size, unemployed youth have a worse physical well-being compared with employed older adults — 23% vs. 31% thriving. (Gallup and Healthways define “thriving” physical well-being as consistently having good health and enough energy to get things done each day.)
rest here: