Governance & Leadership

  • CEO Transitions – An updated road map for achieving success

    This paper provides a refreshed look at our thoughts on CEO Transitions and how to achieve success rapidly during the start of a new tenure.  Experience tells us that after the first 100 days the window on initiating effective change begins to close. As time passes, the entrenched status quo, the existing protocols and pecking order begin to calcify an organization’s desire for change.  The window for CEO success is limited – sometimes one, perhaps two years – depending on the state of the organization when he or she “takes charge.” The idea of a honeymoon period for a new CEO is an idea largely for romantics.  Time is ticking from the first day, whether you are a new CEO from the outside or promoted from within.  Even a CEO who inherits a stable and financially well performing organization, has an implied obligation to articulate the organization’s next vision, priorities and future path.

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  • Accelerating a Culture of “Servanthood”

    What is the one thing that would change the game at your hospital or system?   To answer that questions, thoughtful leaders often review the issues that keep them up at night, but many end up in a wistful hopefulness that they could promote a spirit of servanthood within their organization.  Read how to do it in this short paper from Dr. Galloway.

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  • Leadership in Transition

    Healthcare remains a transient business at the top with CEO turnover that is more than double the industry average and CEO tenure that typically is less than three and a half years.  What this means is that the clock is ticking from the moment the new CEO is announced.  Top executive transition is expensive – and there is lots at stake – CEO’s have a limited amount of time to show results before Boards become restless and an organization dynamic starts to change. The perceived 100 day honeymoon period is a notion for romantics.   For the new CEO, there are some clear and pointed action steps inside this short paper.

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  • The Staff Leader’s Surprising Impact

    Corporations have extraordinary infrastructure invested in their staff.  While the costs of these departments can be staggering, the pressure to be efficient is relentless.  Staff overhead is the first place consultants and new CEO’s look for reductions.  If you consider how much profit it takes to pay for a staff member, an incremental revenue analysis can be illuminating.  An organization with a healthy 40% contribution margin still has to generate an additional $200,000 in revenue to break even on an $80,000 salaried employee – not including benefits. Learn more and down load the entire paper.

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