In most professions, the employees who exhibit strong leadership skills are the ones who take on greater leadership responsibilities throughout their career. Effective leadership within the medical industry can make an important difference in healthcare outcomes, experiences, and financial sustainability.
Let’s agree that this double standard is unfair, and our workplaces need massive cultural change. This article is about how women can navigate through this double standard and still stand up for themselves
“We don’t want to simplify the challenge by asserting that women make better leaders than men. Instead we want to stress that greater representation by women and attention to the environment at the top of an organization allow everyone to be empowered, engaged, included and respected in their pursuit of improving health and healthcare for the greater community. This is how, collectively, we begin breaking bias. “
-Dr. Joanne Conroy
Indefensible differences in salary between women and men persist in medicine, with female primary care and specialist doctors earning 25% and 36% less, respectively, than their male counterparts. These differences are especially egregious given that female physicians actually outperform male physicians in some areas. It’s hard to imagine by what calculus a health care organization would pay women less than men for their better outcomes. The solutions to this unacceptable state including transparency around salary data, focused coaching and sponsorship, and equitable promotions.
Given that men occupy most of the positions of power within organizations, the key to gender diversity efforts is the ability of men and women to build positive working relationships. But this has proved to be a challenge. Decades of research on organizational networks have shown that who you know—and who knows you—is critical to performance and career success.
The process of academic promotion is complex, even more so when gender is taken into consideration. This article discusses this gender gap and includes a list of the top 10 things women anesthesiologists must do in the promotion process.
Know Yourself, Know the System: Developing a Successful Career and Being Promoted as an Academic Anesthesiologist
Here is a “how-to” for promotion that starts at the basics. A great resource for those getting started.
Here is a different take on leadership….the quotes and overall message are interesting and worth a read.
“In her book, ’13 Things Mentally Strong People Don’t Do,’ author Amy Morin writes that developing mental strength is a “three-pronged approach. It’s about controlling your thoughts, behaviors, and emotions.”
It is not an overstatement to say that versatility is the most important component of leading effectively today. To cope with the rapid pace of change, leaders must develop the ability to consider opposing needs and avoid maximizing one at the expense of the other simply because their current skill set makes them more attuned to it. To help leaders understand how to build versatility, this practical model emphasizes the opposing but complementary behaviors that are required: It makes the distinction between, on the one hand, how you lead (in terms of interpersonal behaviors for influencing and interacting with other people) and, on the other hand, what you lead (in terms of the organizational issues you focus them on).
To make those first few moments of you job interview count, follow these rules career experts say are crucial.
Here is a quick guide on interview tips and a book recommendation.
Here are some common job interview questions
Understanding the culture of your workplace is key to success. This article nicely summarizes the things that require your attention about workplace culture.