Time Served:


 Time Served:

When you promote based on time served, what are you actually buying your organization? 
If a candidate has spent twenty years in one facility, are you confident they are current on standards, technology, and external benchmarks—or are they simply fluent in “how we do it here”? Does this promotion move your department toward where the field is going, or lock in habits from ten or twenty years ago? 
Would your patients and staff be better served by adding someone who has worked in multiple facilities, stayed current on standards, traveled, and can bring in a wider view—and then pairing them with your long‑term staff as mentors and successors? When the main argument for a leader is “they’ve been here a long time and know how we run things,” are you protecting the organization, innovation, or choosing the quickest fix? 
Time served will always matter. The basic question is: does it equal readiness for leadership in the department you need today?
Time served is not a qualification by itself. When you promote someone based on years in the building without asking whether that person is current and able to move the work forward, you're betting your facility on familiarity rather than readiness. This question is not 'Is this person loyal?' It's 'Have we really checked whether this choice will help or hurt the organization over time?

Comments

Post a Comment

Popular posts from this blog

Admitting a mistake doesn't make you look incompetent.

Image
  Admitting a mistake doesn't make you look incompetent. Most people won't own a mistake because they're scared. Scared of looking incompetent. Scared of losing credibility. Scared of losing their job. That fear is real. So they stay silent. They redirect. They blame the team, the timeline, the resources. They build a story where it was never their fault. And they put energy into performing like they're fixing someone else's mistake instead of their own. But owning a mistake doesn't erode trust. It builds it. People would rather work with someone who says, “This was me,” than someone who never admits anything. The one who never admits anything isn't protecting their reputation. They're destroying it. Accountability isn't about blame. It's about saying, “This is mine,” when things go wrong, not just when they go right. Own it. Learn from it. Don't repeat it.
Read more

Speed isn't Efficient

Image
 Speed isn't Efficient Throughput is how fast work moves through your department, and a bottleneck is any point where that flow stalls. When people constantly work around a broken workflow, it looks like productivity, but it's actually a sign the system is failing the people doing the work. Departments track how much work goes out, but nobody asks whether the process is efficient or just fast.
Read more

Afraid someone will be threatened by what you bring, or that you're just too qualified for the role.

Image
 Afraid someone will be threatened by what you bring, or that you're just too qualified for the role. You thought about taking credentials off your resume to get yourself through the door. You worked hard for what you have, and it shows. Present yourself as you are and be proud of what you've accomplished. You're not overqualified, and if someone feels threatened by what you bring, they were never going to let you in anyway.  Shrinking yourself doesn't open doors; it just makes you easier to overlook. The person you want to work for sees your credentials and says, "I want this person on my team." What credentials have you been tempted to take off your resume?
Read more