In this special Speaker Series, Becker's Healthcare caught up with Cynthia Hines, DHA, owner and principal of ExecHelp & Consulting.
Dr. Hines will speak on a panel during the Becker's Hospital Review 4th Annual Health IT + Revenue Cycle Conference titled "Bridging the Gap Between Raw Data, Research, Analytics and Treatments," at 10:45 a.m. Saturday, Sept. 22. Learn more about the event and register to attend in Chicago.
Question: Can you share your best advice for motivating teams?
Dr. Cynthia Hines: Creating extraordinary clarity around the vision through deliberate and clear communication. It is very difficult to motivate individuals or teams if they do not find meaning in the work. It is the leader’s responsibility to make sure that the team has a clear line of sight between their role and the organization’s strategy, goals and objectives. Therefore, teams need to be very clear on where the organization going, how they will get there and how the work they perform daily supports the vision.
Q: Describe your biggest failure. What did you learn from it?
DH: The biggest mistake I ever made was trusting the work of a subordinate in a new environment. That experience brought a new level of understanding for me — trust but verify. By nature, I’m a very trusting person and I love people. However, people that work for you, although well-intended, may overlook key details that you as the leader would have identified. Therefore, it is critical, especially when going into a new and unfamiliar environment, to check everything. It’s not that you want to be a micromanager, but the outcome will ultimately reflect on you as the leader. Hence, until you become more familiar with the work quality of the team and the culture of the new environment, the extra effort is time well spent.
Q: What is the No. 1 thing you wish you knew before taking a leadership post at your organization?
DH: How decisions are made in the new role. All too often it is very difficult to ascertain how decisions are made during the interview process. Even if you ask the questions, sometimes the hiring leaders have not given much thought to the decision-making process either. Sometimes if leaders have worked in an organization for a long time, they assume that their organization's approach to decision-making is the same everywhere. So, I would suggest that you at least ask, "How are decisions made in the organization?" More specifically, [how are they made] in your future role. There are few things worse than thinking you’re the boss and, therefore, have the final say on a decision [when] that’s not the case.