When the topic of teams and collaboration comes up, many think that this is the domain of people in the middle and at the bottom of the organization. Nothing could be further from the truth. Certainly teamwork happens on the Quality Committee, with direct patient care or in the marketing department. But senior-level collaboration is required to foster and sustain a well-aligned organization able to withstand the pressures evident in today's competitive, heavily regulated long-term care environment.
This article challenges you, the senior executive, to view your leadership role as that of the organization's premier team leader, setting the example for collaboration that positively impacts census, employee retention, and revenue.
Collaborative leadership requires certain core competencies, the first of which is humility. While you may hold the highest position in the organization, collect the largest bonus, and have the ability to hire and fire at will, you must develop the capacity to listen, learn, reflect, and acknowledge mistakes. It is through these actions that you will be able to connect with the other senior managers who execute strategy, the middle managers who interpret it, and the care providers who make it real on a daily basis.
The next core competency is the aptitude to build, communicate, and sustain alignment. Collaboration does not happen in organizations that do not have alignment between core values and modus operandi. Alignment, the intentional congruence between all aspects of the long-term care organization, is a constant struggle for many executives. They are pulled between what is expedient to meet demands of regulators, what is best for the bottom-line, and what is needed to meet high standards of care. Reaching the delicate balance, and maintaining it, requires a support system characterized by mutual commitment to core values and consensus on the strategic approach for making those values actions in every part of the organization.
The recently released book Rules of Engagement: Timeless Tips for Team Leaders provides 46 strategies for team leaders at every level.1 They are all applicable in the long-term care environment. Several are most applicable to senior executives interested in transforming stagnant, hierarchical cultures to be more collaborative, communicative, and customer-driven. Three of those rules are discussed here.
Rules of engagement
It is logical that we begin with the rule that addresses alignment, which is critical to successful collaboration. The rule is stated as such: Align behaviors with core values. What do you believe in? What do you, at the core of your being, know to be a truth? What are the essential components of your character? Take the time to answer these questions. They reveal your core values.
When you answer them you may come up with things like honesty and integrity. You may come up with hard work, sacrifice, and humility. A focus on family, maintaining meaningful relationships and connectedness may surface as your critical values.
Whatever your values, your behavior should be congruent with them. Your decisions should reflect the beliefs that you hold true. Your relationships with colleagues must also reflect these principles. This alignment benefits you, your team, and everyone else that you encounter. People know what to expect from you. They know that you will be consistent. More important, they know that when they interact with you that they will not experience hypocrisy or deceit. Your colleagues will know that everything you do is clearly aligned with who you are at your core.
This principle-based alignment occurs when our values are consistent with the organization's values. When we believe in the mission, values, and strategic intent of the enterprise, we are more likely to experience a connectedness and congruence. Alignment between your values and your actions is the first step.
The next step is being certain that you are working in an organization where your beliefs are consistent with those of the organization. Absent congruence, you will be working at cross-purposes internally and within the larger context of your organization. How can you possibly lead a long-term care organization without empathy for the elderly? You may succeed at revenue generation but you will never be able to take the company to the highest level of care, compassion, and customer service. You will also be very limited in setting a corporate vision that adequately addresses the needs of this very vulnerable population.
The next rule, Have a strategic focus, connects collaboration to the bottom-line intent of the enterprise. The organization's strategy is the essential guide for any and every meaningful activity. For you to adequately direct strategy, you must first understand it from multiple perspectives. You must understand the differences between the ways a DON, a housekeeper, and an administrative person perceive the organization and its direction. Interpretations of strategy vary based on a person's position within the organization. As the senior executive, you must be able to communicate strategy in terms that everyone can comprehend. Once staff comprehends strategy, they can make the necessary adjustments to enact it through their daily work.
Executives often assume that if no one else grasps strategic intent, at least senior managers get it. Nothing could be further from the truth. Many CEOs feel frustration when they step back and watch how their direct reports execute strategy. They find that interpretations are askew and, as a result, misalignments abound. They find departments operating at cross-purposes, wasted resources, and widespread inefficiency.