The leadership dearth across all sectors, especially in healthcare, is destined to become acute in the very near future. Read the full blog here: https://joellandau.com/why-leadership-development-is-vital-for-an-organization/

1. WHY LEADERSHIP DEVELOPMENT
IS VITAL FOR AN ORGANIZATION
J O E L L A N D A U

2. THE LEADERSHIP DEARTH
ACROSS ALL SECTORS,
ESPECIALLY IN HEALTHCARE, IS
DESTINED TO BECOME ACUTE IN
THE VERY NEAR FUTURE.
Managing consultant Nanette Miner, writing for Forbes in 2019, cited
projections by the Bureau of Labor Statistics (BLS) showing that over
four in 10 American workers will be over the age of 55 by 2024, and
that 33 percent of them will be over 65. By 2029, every Boomer will be
out of the workforce entirely, according to the BLS.
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3. NOTE THAT MINER
WROTE THAT BEFORE
THE PANDEMIC BEGAN
The healthcare crisis only highlighted the need for
leadership that is adaptable, flexible, agile, resourceful
and (of course) tech-savvy. Even as COVID-19 has
dissipated (but not disappeared), experts predict there will
be other pandemics, other crises (e.g., monkeypox). Will
the next generation of healthcare leaders be prepared to
show the way through such dire times? Will those leaders
be able to meet the needs of the aging population?

4. MOREOVER, CAN HEALTHCARE
ORGANIZATIONS PREPARE
YOUNGER GENERATIONS TO FILL
THE BREACH CREATED BY THE
DEPARTURE OF OLDER, MORE
EXPERIENCED LEADERS?
WHILE HEALTHCARE IS
EXPECTED TO BE THE COUNTRY’S
LARGEST EMPLOYER BY 2024,
THERE IS ALSO EXPECTED TO BE
SHORTAGE OF PHYSICIANS AND
NURSES IN THE YEARS AHEAD.

5. THE SMART MOVE WOULD BE FOR
ORGANIZATIONS TO DEVELOP
LEADERS FROM WITHIN
But a September 2021 paper by healthcare leader Marcella M.
Pyke indicates that “the level of leadership knowledge and
skills is not consistent among healthcare practices or
institutions,” and notes that while certain academic
achievements were once judged sufficient for someone to
move to the top of the org chart, that is no longer the case.
Rather, training programs have been judged vital to prepare
candidates for any challenges they might encounter.

6. THE IDEA IS TO DEVELOP
TRANSFORMATIONAL
LEADERS
Transformational leaders are the ones who will
be able to function in a pressurized, reactive
environment where, as we have seen during the
pandemic, resources might be limited and
leaders might as a result be forced to improvise
and adapt.

7. ORGANIZATIONS MUST
DEFINE A CULTURE OF
LEADERSHIP
Sanford Health in Sioux Falls, S.D., has developed a similar program,
called “Sanford Rises.” Dr. Luis Garcia, president of Sanford Health’s
Clinic Division, and Dr. Heather Spies, physician director of Clinician
Experience and Wellbeing, said for the American Medical Association’s
Moving Medicine video series that it involves 25 candidates being
nominated by their peers. The idea at that point is to develop them
into leaders who are not only mentors and coaches, but also friends
and colleagues.

8. “A lot of people think, is this the right
time to have an expense on this type of
stuff?” Garcia told AMA.
“And first of all, we don’t see it as an
expense. We see it as an investment. If
you are not ready to invest in your own
people, you’re not ready to invest in
anything.”
But more than that, it is an investment
in the future – a future that promises
to be as challenging as it is uncertain.
There is no time like the present to
prepare leaders to face that, so that
organizations might continue to
thrive.
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