Here’s how to avoid common mistakes when handling disruptive workforce behaviors in healthcare.
In this episode, Renee Thompson, CEO & Founder of the Healthy Workforce Institute, breaks down three common leadership mistakes when addressing disruptive behaviors, drawing from her extensive experience in healthcare leadership. One-time management of bad behavior is the first mistake she discusses, emphasizing the need for ongoing and recurrent conversations to foster change. Renee warns against discussing individual behavior issues in group settings like staff meetings and suggesting private discussions to maintain leadership credibility. Lastly, she addresses the pitfall of overlooking problematic behavior from highly skilled employees, stressing the importance of holding everyone to the same behavioral standards.
Tune in to learn from common leadership mistakes and which proactive approaches you can apply to create a positive work environment!
About Renee Thompson:
Dr. Renee Thompson is the CEO & Founder of the Healthy Workforce Institute and works with healthcare organizations to cultivate a professional workforce by addressing bullying, and incivility.
Renee has authored several books and is one of only 30 nurses in the world who have achieved the prestigious certified speaking professional designation.
In 2018 she was recognized as one of LinkedIn’s Top Ten Voices in Healthcare for her contribution to their global online healthcare community and in 2022 and 2023 was identified as one of the top 5 Nurse Influencers on LinkedIn.
Also in 2022, Renee was inducted as a Fellow of the American Academy of Nursing for her work to eradicate disruptive behaviors in healthcare.
Renee and her team are on a mission to create a world where bullying and incivility are immediately rejected and kindness, respect, and professionalism become the new norm.
Things You’ll Learn:
- Upholding consistent behavior standards for all employees, regardless of skill level, is essential to maintain team morale and unity.
- Focusing on short-term gains by tolerating disruptive behavior from skilled employees can detrimentally affect the team’s long-term performance.
- Tailoring approaches to address behavior problems with personalized understanding and respect is more likely to produce favorable outcomes.
- Maintaining accountability across all team members’ behavior reinforces a sense of responsibility and respect within the workplace.
- Regular communication, periodic check-ins, and prompt feedback are pivotal to facilitating behavior change and cultivating a positive work environment.
- Balancing immediate operational needs with the long-term repercussions of ignoring disruptive behavior is vital for sustaining a healthy work atmosphere.
- Connect with and follow Renee Thompson on LinkedIn.
- Follow Healthy Workforce Institute on LinkedIn.
- Discover the Healthy Workforce Institute Website.
- The Healthy Workforce Academy: Everything you need to cultivate a healthy work culture Website.
- Check out the book “Tribe of Mentors” by Tim Ferriss here.
- Get a copy of Joe Mull’s book “Employability: How to Ignite Commitment and Keep Top Talent in the New Age of Work” here.
- Download the “5 Common Mistakes Leaders Make When Addressing Bullying and Incivility” guide here.
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