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Leadership Transition Challenges
Illustrated in the graphs below, 100% of healthcare
leaders identified peer-to-manager transition,
including demanding accountability from others and
generally managing team dynamics, as a critical hurdle
that staff nurses must successfully navigate as they
transition into leadership roles. Similarly, the lack of a
formal onboarding process or program (82%) and the
absence of a hospital- or institution-wide perspective
(73%) were identified as critical leader transition
challenges. One CNO noted the following:
How do you hold staff accountable—people that are or were
your friends? Somebody you worked with side-by-side for years,
and all of the sudden you need to hold them accountable to
make sure that they’re doing hourly rounding or doing bedside
report. It can be very, very difficult because that peer pressure
can really rev up full speed when all of a sudden your friend is the
new charge nurse, the new manager, or the new director, and
he/she is trying to hold you accountable to something that you
should know already and be performing at already.
Nurse Leader Transition Challenges
100%
Peer-to-Manager Transition
82%
Lack of Onboarding Process
73%
Lack of Hospital-Wide Perspective
Time Management and Work Pace 55%
Limited Understanding of
Management Role/Duties 55%
Performance Management of Peers
45%
Nurse Leader Transition Challenges
100%
Peer-to-Manager Transition
By comparison, the most important physician leader
Everything that made you a good practitioner is likely to stop you
Lack
of
Onboarding
Process
82% executive. Clinical physicians are
transition challenges were the ability to collaborate
from becoming a good physician
of Hospital-Wide
Perspective
with others and Lack
work
effectively as
a team (90%), the
trained to be autonomous.
73% They’re trained to have a definition of
lack of a hospital-wide
perspective
and the
team that 55%
is more like a football analogy where they are the
Time Management
and Work (60%),
Pace
ability to learn and Limited
adapt Understanding
to administrative
culture
captain
of
the team, they call the plays, and everybody
of
55%
Management
Role/Duties
(55%). Physician leaders emphasized the autonomous
executes. Those are all characteristics that hinder you from
Performance
Management
of Peers to decision-
45%
nature of physicians’
training
and approach
reaching
good outcomes when you are transitioning into a
making in clinical contexts, which often interferes with
leadership role since the definition of team in that role is much
Physician Leader Transition Challenges
effective collaboration with multiple stakeholders in
more egalitarian. You have to bring people along by building
Collaborating with Others/
Working
as
a
Team
administrative contexts. Interestingly, many healthcare
relationships, liaisons, and 90%
consensus along the way to your
Hospital-Wide
leaders noted Lack
the of slow
pace of Perspective
decision-making in
decision and 60%
you have to gather lots of information from a
administrative leadership
positions Culture
as a significant
variety of stakeholders
in order to create buy-in.
Learning Administrative
55%
transition challenge for physician leaders. A former
Lack of Onboarding Process
50%
physician and health system CEO, currently a healthcare
Lack of Administrative
50%
executive search consultant,
noted the
followin g:
Influence/Business
Acumen
Limited Understanding of
Management Role/Duties
40%
Physician Leader Transition Challenges
Collaborating with Others/
Working as a Team
90%
60%
Lack of Hospital-Wide Perspective
55%
Learning Administrative Culture
Lack of Onboarding Process 50%
Lack of Administrative
Influence/Business Acumen
Limited Understanding of
Management Role/Duties 50%
40%
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