/ en Thu, 01 May 2025 10:39:05 -0500 Wed, 20 Nov 24 14:34:40 -0600 /aha-associate-podcast-series-ep73-be-smith <p> </p><div> h2{ color: #002855; } h3{ color: #002855; } </div><div> </div><p> .bannerHero { background-image: /*linear-gradient(rgba(0, 0, 0, 0.5), rgba(0, 0, 0, 0.5)),*/ url("/sites/default/files/2020-02/Associate_Program_Banner_1170x500.jpg"); background-position: center; background-repeat: no-repeat; background-size: cover; position: relative; height: 1000px; max-height: 500px; max-width: 100%; margin: 0 auto; overflow: hidden; } .bannerHero .contentBottom { position: absolute; bottom: 0; background-image: linear-gradient(-180deg, rgba(46, 46, 46, 0), rgba(46, 46, 46, 1)); width: 100%; /* left + right + border */ padding: 15px 100px 50px 100px; /*! border: solid 2px green; */ color: #fff; } .bannerHero .contentBottom h1 { font-size: 2.5em; } .bannerHero .contentBottom p { font-size: 2em; line-height: 1.2em } @media (max-width:568px) { .bannerHero { max-height: 350px; } .bannerHero .contentBottom { padding: 15px 15px 15px 15px; } .bannerHero .contentBottom h1 { font-size: 2em; } .bannerHero .contentBottom p { font-size: 1.5em; } } </p><div><div class="bannerHero"><div class="contentBottom"><h1>AHA Associate Podcast Series | B.E. Smith</h1><p> </p></div></div></div><p> </p><div> .sponsorBreadcrumbs { border-bottom: 1px solid lightblue; margin: 20px 0px; padding-bottom: 5px; color: #afb1b1; } .sponsorBreadcrumbsHome { color: #afb1b1; font-size: .7em; text-transform: uppercase; font-weight: 400; letter-spacing: 3px; text-align: center; margin: 0 10px 0 0 } .sponsorBreadcrumbsParent { color: #555; font-size: .7em; text-transform: uppercase; font-weight: 400; letter-spacing: 3px; text-align: center; margin: 0 10px 0 10px } .sponsorBreadcrumbsCurrent a { color: grey; opacity: .3 } .sponsorBreadcrumbs a:hover { color: #d50032 } </div><div class="row"><div class="col-md-1"> </div><div class="col-md-10 sponsorBreadcrumbs"><a class="sponsorBreadcrumbsHome" href="/associate-program" title="home">Home</a> | <a class="sponsorBreadcrumbsParent" title="Resources">Resources</a></div></div><p> .sp_Lead p { color:#002855; line-height: 1.2em; font-size: 30px !important; margin: 10px 0 25px 0; font-weight: 700; font-size: 2.15em; } </p><div class="row sp_Lead"><div class="col-sm-1"> </div><div class="col-sm-10"><p>AHA Associates Bringing Value Podcast</p></div><div class="col-sm-1"> </div></div><p> .sp_Lead_Paragragh p { font-size:16px } </p><div class="row sp_Lead_Paragragh"><div class="col-sm-1"> </div><div class="col-sm-10"><p>In this podcast series, the AHA checks in with its Associates to learn how they are supporting members and leveraging the AHA Associate Program to stay connected with members and help them achieve their goals and objectives.</p><h2>Episode 73: Reshaping the Workforce With Generational Differences</h2><p>In this episode, Kathleen Wessel, Vice President of Business Management and Operations at the AHA is joined by Christine Mackey-Ross, President Leadership Solutions, B.E. Smith, and Richard Metheny, Talent Advisory Services Consultant, AMN Healthcare. Together they’ll explore how generational differences are reshaping the workforce and impacting succession planning. We’ll also hear key insights on how to adjust leadership development strategies to attract younger generations while maintaining the well-being of our current leaders.</p><p> </p><div align="center"><p><strong>Tune into the podcast by clicking below:</strong></p><p></p></div><div><a href="/associate-program/associates#BESmith" title="Visit our associate BE Smith"><img src="/sites/default/files/2024-11/Logo_AMN_Healthcare_B.E._Smith_Leadership_Solutions_834X313.jpg" alt="BE Smith logo" width="417" height="157"></a><h3>B.E. Smith</h3><p><a href="https://www.besmith.com/" title="Visit BE Smith">B.E. Smith</a> has for over four decades been synonymous with trust and excellence in healthcare leadership solutions. We’ve merged that history with the expansive resources of AMN Healthcare Leadership Solutions under the iconic B.E. Smith brand. Our goal is to provide our clients with exceptional leaders at every level, supplying proven candidates from senior executive search to interim and academic leadership search solutions. By combining our services, clients can now access an even wider range of talent pools to serve all their leadership needs. Our candidates gain a direct path to career growth through the premier placements we offer. Upward mobility is easy when the path to leadership is all in one place. Powered by the size, strength, and scale of AMN Healthcare, B.E. Smith delivers the highest-caliber and most extensive network of C-suite and executive leadership talent in the industry, driven by innovation and dedicated to carrying your vision from today through the challenges of tomorrow.</p><p>To see a full list of current AHA Associates like B.E. Smith, <a href="/associate-program/associates">visit this page.</a></p></div><div class="col-md-12 spacer"> /* people */ .people { margin-top: 50px; } .people img:nth-child(1) { border-radius: 200px; -moz-border-radius: 200px; -webkit-border-radius: 200px; margin-bottom: 10px; max-width: 200px; display:block; /* for Transformation Talks */ margin:auto; /* for Transformation Talks */ } .people img:nth-child(1):hover { opacity: .7 } @media (max-width:991px) { .people { margin: auto; } .people p { text-align: center } } .ci_profile { margin-bottom: 30px; display: block; } @media (max-width:991px) { .ci_profile { text-align: center } } .ci_profile p { margin: 0 0 7px 0 } .ci_profile_name { font-weight: 700; font-size: 20px; } p.ci_profile_name { font-size: 1.5em; line-height:1.2em; margin-top:10px } .ci_profile_title { font-style: italic; line-height: 1.3em } .ci_profile_company { font-size: 1em; } p.ci_profile_award { font-size: .8em; text-align:center; color:#55555599; font-weight: 700 } .ci_profile_social { width: auto; } .ci_profile_social i { padding-right: 25px; font-size: 20px } .ci_profile_social a:last-of-type i { padding-right: 0px; } #ci_footer-social { font-size: 1.5em; padding-top: 0px; width: 100%; text-align: right; } @media (max-width:991px) { .ci_logo { margin-top: 25px } .ci_social p { text-align: center !important; } #ci_footer-social { text-align: center } } @media (min-width:769px){ .people .rowEqual_768 { display: -webkit-box; display: -webkit-flex; display: -ms-flexbox; display: flex; flex-wrap: wrap; } .people .rowEqual_768>[class*='col-'] { -ms-flex: 3; /* IE 10 */ flex: inherit; /*flex*/ width: calc((100% / 3) - 2px) /*Adjust % for the number per row, will override the bootstrap - Also needed for Safari*/; } } @media (max-width:767px) and (min-width:460px){ .people .rowEqual_768 { display: -webkit-box; display: -webkit-flex; display: -ms-flexbox; display: flex; flex-wrap: wrap; } .people .rowEqual_768>[class*='col-'] { -ms-flex: 1; /* IE 10 */ flex: auto; width: calc((100% / 2) - 2px) /*Adjust % for the number per row, will override the bootstrap - Also needed for Safari*/; } } p.ci_profile_name { font-size: 1.5em; line-height:1.2em; margin-top:10px } .people .ci_profile_combined{ font-size:14px; line-height: 18px; } .people .ci_profile_combined span{ font-style: italic; } .people .ci_profile_combined:before{ content:""; border-bottom: solid 1px #55555522; display: block; clear: both; width: 85%; margin: 5PX auto 10px; } <h2>Featured In This Episode</h2><div class="people"><div class="rowEqual_768"><div class="col-md-4 col-sm-6 ci_profile"><img src="/sites/default/files/2024-11/Christine_Mackey-Ross_300x300.png" alt="Christine Mackey-Ross" width="300" height="300"><p class="ci_profile_name">Christine Mackey-Ross</p><p class="ci_profile_title">President, Leadership Solutions</p><p class="ci_profile_company">B.E. Smith</p></div><div class="col-md-4 col-sm-6 ci_profile"><img src="/sites/default/files/2024-11/Richard_Metheny_300x300.jpg" alt="Richard Metheny" width="300" height="300"><p class="ci_profile_name">Richard Metheny</p><p class="ci_profile_title">Talent Advisory Services Consultant</p><p class="ci_profile_company">AMN Healthcare</p></div><div class="col-md-4 col-sm-6 ci_profile"><img src="/sites/default/files/2018-08/Wessel%20Kathleen.jpg" alt="Kathleen J. Wessel" width="300" height="300"><p class="ci_profile_name">Kathleen J. Wessel</p><p class="ci_profile_title">VP, Business Management and Operations</p><p class="ci_profile_company">���������� Association</p></div> <img alt="" src="/sites/default/files/2020-05/CSmith-King_Headshot_300x300.jpg"> <p class="ci_profile_name"> xxxx </p> <p class="ci_profile_title"> vvvvv </p> <p class="ci_profile_company"> ddddd </p> <p class="ci_profile_combined"> ddddd </p> <p class="ci_profile_award"> hhhhh </p> <div class="ci_profile_social"> </div> </div> --></div></div></div></div><div class="col-sm-1"> </div></div> Wed, 20 Nov 2024 14:34:40 -0600 Succession Planning /news/headline/2023-09-28-infographic-succession-planning-key-workforce-strategy <p>The AHA and its Physician Alliance offer a <a href="/succession-planning-guide-help-hospitals-and-health-system-leaders-plan-future">guide</a> to help hospital and health system leaders prioritize and support a robust succession planning program for their organization, based on challenges and opportunities identified by their peers. This new <a href="/system/files/media/file/2023/09/infographic-alliance-succession-planning.pdf">infographic</a> highlights why you should start your succession plan today.</p> Thu, 28 Sep 2023 15:21:04 -0500 Succession Planning /news/headline/2023-07-19-aha-podcast-succession-planning-and-growing-next-generation-leaders <p>Brian Juncker, managing partner of Strategic Talent Solutions, and Frank Venuto, chief human capital officer at Nebraska Medicine, join this discussion around succession planning and growing the next generation of health care leaders. <a href="/advancing-health-podcast/2023-07-19-prepping-future-succession-planning-health-care?utm_source=newsletter&utm_medium=email&utm_campaign=aha-today">LISTEN NOW</a></p> Wed, 19 Jul 2023 14:41:55 -0500 Succession Planning /news/headline/2022-10-19-aha-releases-succession-planning-guide-hospital-and-health-system-leaders <p>The AHA and its Physician Alliance today released <a href="/system/files/media/file/2022/10/alliance-succession-planning-2022.pdf">a guide</a> to help hospital and health system leaders prioritize and support a robust succession planning program for their organization, based on challenges and opportunities identified by their peers.<br />  <br /> “Particularly over the last two plus years, succession planning may have struggled to garner leadership attention amidst significant challenges associated with the pandemic,” the guide notes. “But given the talent shortages, turnover and retirements, the talent landscape in health care is rapidly shifting and efforts are needed to consider and plan for the future of leadership.” <br />  <br /> The guide was produced in partnership with talent management firm STS.</p> Wed, 19 Oct 2022 14:55:13 -0500 Succession Planning /aha-center-health-innovation-market-scan/2022-06-28-how-some-hospitals-are-grappling-workforce <div class="container"> <div class="row"> <div class="col-md-8"> <p><img alt="How Some Hospitals Are Grappling with the Workforce Shortage. A group of eight clinicians with five shown completely and three appearing only in an outline representing unfilled positions within a hospital." data-entity-type="file" data-entity-uuid="4c23fb93-39fa-4c9f-a3ef-ccac7cb527d8" src="/sites/default/files/inline-images/How-Some-Hospitals-Are-Grappling-with-the-Workforce-Shortage.jpg" width="620" height="381"></p> <p>In April, leaders at Sanford Health, a rural system in Fargo, North Dakota, began rolling out an augmented intelligence software tool the organization co-developed with the tech firm Flexwise Health to begin scheduling its 10,000-plus nurses more effectively.</p> <p>The <a href="https://news.sanfordhealth.org/innovations/unique-ai-tool-helps-sanford-health-schedule-nurses/" target="_blank" title="Sanford Health: Unique AI tool helps Sanford Health schedule nurses">platform</a> uses predictive analytics and artificial intelligence to schedule the right number of people at the right time as long as 18 months in advance with far greater accuracy than prior scheduling methods. An early pilot showed that the system worked with almost 90% accuracy compared with 60% with Sanford’s previous scheduling process.</p> <p>The overriding goal is to improve quality, but the platform also is designed to make more efficient use of the health system’s nursing workforce. Health system leaders believe the program, called LAMP (Leveraging Analytics to Mobilize and Prepare our workforce for the future), will lead to increased workplace satisfaction, resulting in higher levels of employee retention and greater patient satisfaction.</p> <h2><span>Techy Solutions to Address Staffing Needs</span></h2> <p>Sanford Health isn’t alone in exploring ways to use technology and other approaches to address the field’s workforce shortage. Henry Ford Health (HFH) system, facing its own challenges to retain nurses due to the Great Resignation and other market factors, has developed a “telesitting” program.</p> <p>With the use of cameras and bedside speakers, telesitters can observe and communicate with patients and report any safety issues to on-site nurses. This helps to reduce stress on bedside nurses, Eric Wallis, chief nursing officer at HFH, recently told <a href="https://www.modernhealthcare.com/technology/worker-shortages-remaining-hospitals-turn-technology-fill-gaps" target="_blank" title="Modern Healthcare: Hospitals are suffering from worker shortages. Can technology fill the gaps?">Modern Healthcare</a>.</p> <p>Telesitting is just one of many ways HFH hopes to use cameras and technology to assist nurses virtually. The program could be an attractive way for some nurses who no longer want to work a 12-hour shift to perform remote monitoring of patients with dementia or mental health issues, Wallis said.</p> <h2><span>Creating Apprentice Pathways To Careers</span></h2> <p>Livonia, Michigan-based Trinity Health is busy expanding an apprentice program it began in 2016 to more of its 88 hospitals. The program was created in response to a shortage of medical assistants that caused some facilities to reduce practice hours.</p> <p>After examining turnover and forecasting data, Trinity leaders decided to try an apprenticeship program modeled after approaches used in manufacturing and construction. The 12-month program, developed with Grand Rapids Community College and Michigan Works! Association, lifted Trinity Health’s medical assistant-retention rate to 76% one year after graduation. The health system has trained 129 medical assistants since the program’s inception.</p> <p>Trinity pays students to participate in the classroom three days a week and in the hospital two days a week — a departure from many medical or nursing assistant programs that typically are six months in duration with students paying for their own education.</p> <p>The health system is exploring ways to offer the apprenticeship program in other areas where there are workforce gaps.</p> <h2><span>Delivering Standout Succession Planning</span></h2> <p>Developing homegrown talent can be among the most rewarding and efficient ways to address workforce gaps and ensure organizational stability. Indiana University (IU) Health’s focus on succession planning has helped to fill critical positions.</p> <p>Currently, about two-thirds of IU Health’s promotions go to internal candidates, Christina Chapman, vice president and chief learning officer, recently told <a href="https://www.healthleadersmedia.com/nursing/stop-workforce-shortages-3-ways" target="_blank" title="HealthLeaders: Stop Workforce Shortages: 3 Ways">HealthLeaders</a>.</p> <p>Critical to this effort is the health system’s talent review process. Team members are asked to update their talent profiles, which provide to the organization each individual’s long- and short-term career aspirations, their dreams and whether they would be open to relocation. That profile information is shared with the employee’s leader, who then completes the talent assessment.</p> <p>Senior leaders convene to assess the potential of candidates for senior-level positions as well as director and manager opportunities.</p> <hr> <h3><span>Learn More</span></h3> <p><em>Visit the <a href="/workforce-home">AHA Workforce webpage</a> for a wealth of resources to help your organization better retain, recruit and manage your staff. A new AHA resource, <a href="/system/files/media/file/2022/06/strengthening-the-health-care-workforce-Supporting-the-Team.pdf#page=7">Supporting the Team</a> addresses staff well-being and more. A recent American Organization for Nursing Leadership Executive Insights Report provides examples of how hospitals and health systems are using AI to improve patient care and staff efficiency.</em></p> </div> <div class="col-md-4"> <p><a href="/center" title="Visit the AHA Center for Health Innovation landing page."><img alt="AHA Center for Health Innovation logo" data-entity- data-entity-uuid="7ade6b12-de98-4d0b-965f-a7c99d9463c5" src="/sites/default/files/inline-images/logo-aha-innovation-center-color-sm.jpg" type="file" class="align-center"></a></p> <a href="/center/form/innovation-subscription"><img alt data-entity-type data-entity-uuid src="/sites/default/files/2019-04/Market_Scan_Call_Out_360x300.png"></a></div> </div> </div> .field_featured_image { position: absolute; overflow: hidden; clip: rect(0 0 0 0); height: 1px; width: 1px; margin: -1px; padding: 0; border: 0; } .featured-image{ position: absolute; overflow: hidden; clip: rect(0 0 0 0); height: 1px; width: 1px; margin: -1px; padding: 0; border: 0; } Tue, 28 Jun 2022 06:15:00 -0500 Succession Planning /news/chairpersons-file/2019-11-25-chairmans-file-mentoring-next-generation-health-care-leaders <p>In the complex and rapidly changing field of health care, the leadership learning curve takes time. While we must remain nimble and adaptive in providing the best possible care for today’s patients, we must also plan ahead and enable the next generation of leaders to continue our proud history of service and compassion.</p> <p>The good news is tomorrow’s health care leaders can get a big boost from a new AHA program designed to develop and accelerate their ability to successfully lead America’s hospitals and health systems into the next decade and beyond.</p> <p>The AHA Center for Health Innovation recently launched its <a href="/center/innovation-capacity/next-generation-leaders-fellowship">Next Generation Leaders Fellowship</a>, which will match carefully selected applicants with a mentor who will work with them one-on-one for a full year. The program will prepare emerging leaders to tackle key issues and challenges affecting health care affordability, quality and safety.</p> <p>The fellowship will hone essential skills, including navigating today’s competitive landscape, expanding innovation capacity, driving organizational change and digital transformation, and leading the shift from health care to well care.</p> <p>I urge all up-and-coming leaders to <a href="/center/innovation-capacity/next-generation-leaders-fellowship/application-requirements">apply</a> and if there’s a promising leader in your organization, please nominate them <a href="/center/innovation-capacity/next-generation-leaders-fellowship/nomination-form">yourself</a>. Applications are due by Feb. 28, 2020. Fellows will be notified one month later.</p> <p>Thank you for everything that you do to advance health in America. I wish you and your family a Happy Thanksgiving! <br />  </p> Mon, 25 Nov 2019 08:46:45 -0600 Succession Planning /news/chairpersons-file/2019-07-29-chairmans-file-podcast-cultivating-tomorrows-health-care-leaders <p>Our mission to advance health in America can only be as successful as the people who lead it. In a time of rapid transformational change, much depends on the readiness of <strong>next generation health care leaders</strong> to step up and accept the challenge of driving our field toward innovation and value.<br />  <br /> Yet, in a 2017 Stanford University study, 46% of respondents reported no systemic process to identify, groom and develop future leaders. Why isn’t this a higher priority, and how can health care organizations start to prepare for <strong>effective leadership succession</strong>?<br />  <br /> I explored these questions with Maryjane Wurth, AHA executive vice president and chief operating officer, when we sat down during the Aspen Ideas Festival. We discussed the most important traits for tomorrow’s leaders, and I shared examples of what we are doing back home at Atlantic Health System. <strong><a href="https://soundcloud.com/advancinghealth/creating-new-leaders">Listen in on AHA’s Advancing Health podcast channel</a></strong>.<br />  <br /> The passion and commitment of the attendees at last week’s <strong><a href="/aha-leadership-summit-news-coverage">AHA Leadership Summit</a></strong> was truly inspiring. I’m hopeful that as we prioritize this critical issue, we will cultivate leaders who will ensure a brighter future for health care in America for countless generations to come.</p> Mon, 29 Jul 2019 10:49:10 -0500 Succession Planning