the healthcare executive of tomorrow · optimism in a changing healthcare landscape 8 satisfied or...
TRANSCRIPT
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The Healthcare Executive of Tomorrow
Tuesday, April 18th
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Presenters
Copyright © 2017 AMN Healthcare2
Lydia Ostermeier
Vice President,
Senior Executive Search
B.E. Smith
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2016 Survey of Healthcare Executives
3
Today’s Topics
• Survey Demographics and Highlights
• Optimism in a Changing Healthcare
Landscape
• Leadership Competencies for Future
Leaders
• Recruiting the Executive of the Future
• Developing Your Future Leaders
Copyright © 2017 AMN Healthcare
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Survey Demographics
Purpose: Explore industry, workforce and career trends impacting executives
4
Nearly
1,000respondents 67% 33%
Gender ratio
1:1(female to male)
Large Representative
Samples of Ages
Gen Y Gen X Baby Boomer Traditionalist
Hospital/Health
SystemOther
Organization
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(18-35)
2%
(36-50)
22%
(51-69)
71%
(70+)
3%
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Optimism in a Changing Healthcare Landscape
5
65%Executives optimistic regarding
2017 outlook
46%Government
Regulations
37%Financial
Pressure
Most Impactful in Future of Organization
• 36% increased regulatory and reimbursement requirements
• 18% evolving leadership roles and competencies
• 16% shortage of experienced leaders
Potential 2017 Healthcare Disrupters
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Optimism in a Changing Healthcare Landscape
6
Employee Engagement
Keys to Engagement
Population Health
10%
no strategy
in place
30%
Currently
implementing
a strategy
27%
strategy
being
developed
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23%
strategy
in place
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Optimism in a Changing Healthcare Landscape
Most likely to
leave following
a CEO departure
7
ACHE* CEO
Turnover Average• Strategic Planning
• Employee
Engagement
• Community
Relationships
• Financial
Impacts
CNO
11%
CFO
34%
CMO
3%
15
16
17
18
19
20
2010 2011 2012 2013 2014 2015
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* American College of Healthcare Executives
COO
34%
34%
27%
9%
14%
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Optimism in a Changing Healthcare Landscape
8
Satisfied
or highly
satisfied
Majority of
leaders
Must leave to
advance career
42% 25%
Not seeking
to advance in their
organization
Considering career
change this year
57% 85%
Approached with
job opportunity
last year
92%
Would consider a
job change for the
right opportunity
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Leadership Competencies for Future Leaders
9 Copyright © 2017 AMN Healthcare
30% 23% 19% 18%
Top 4 Concerns
Leadership
competenciesComplex
operating
models
Speed of
change
Most Important Leadership Skills
Vision/
Strategy
Integrity Agile/
Adaptable
Uncertainty
of Risk
Communication Collaborative
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Recruiting the Executive of the Future
10
Providing
Interim
Leadership
27%
Finding
Quality
Candidates
60%
Biggest Challenge in Executive Vacancy
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31% 25% 22% 14%
Greatest Recruitment Challenges
High Quality
TalentOrganization
Culture
Organization
Location
Career
Advancement
/Succession
Planning
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Recruiting the Executive of the Future
11 Copyright © 2017 AMN Healthcare
Social media plays a
role in finding career
opportunities80%
Social media
plays a role in
recruitment efforts90%
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Biggest impact to retaining top talent
Recruiting the Executive of the Future
12
Strong emphasis on healthcare
experience and growing talent within
Top External Industries for Talent
Copyright © 2017 AMN Healthcare
Biggest impact to recruiting top talent
0 20 40
Other
Lifescience/Pharmacutical
IT
Hospital
Finance
0 20 40
Current Employees
Succession Planning
Management
Compensation
Brand
0 10 20 30
Current Employees
Succession Planning
Compensation
Brand
Management
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Top Influencers to Recruitment and Retention
• Overwhelming majority of
executives considering a career
change cited career advancement
and compensation as top
influencers for engagement (94%)
and retention (94%)
• Almost all executives considering
a career change also reported the
need to leave their organization to
advance their career (98.5%)
13 Copyright © 2017 AMN Healthcare
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Developing Your Future Leaders
14
30% 49%55%
Are developing
leaders internally
Of organizations
lack a succession
planning program
Utilize informal
succession programs
compared to formal
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Developing Your Future Leaders
15
Non-
Managers
23%
Managers
38%
Senior
Executives
58%
Nurse
Leaders
47%
Physician
27%
Interim
Executives
26%
Formal Skills
Assessments
48%
Organizational
Planning
70%
Mentoring
67%
Executive
Coaching
54%
How
Organizations
are Utilizing
Leadership
Assessments
& Talent
Reviews
Key Elements
of Succession
Planning
Programs
Copyright © 2017 AMN Healthcare
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New Leadership Skills & Competencies
Innovative Workforce Strategies for Highly Competitive Market
Survey Highlights
16
Shortage of Experienced Healthcare Leadership
Copyright © 2017 AMN Healthcare
Volume-to-Value Driving Tighter Operating Margins
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Q & A
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Thank You!Phone: (855) 296-6318
Email: [email protected]
B.E. Smith, Inc.
Lenexa Office
8801 Renner Ave
Lenexa, KS 66219