One revenue cycle VP shared three tips she uses in her organization.
HealthLeaders previously spoke with Lynn Ansley, HealthLeaders Exchange member and vice president of revenue cycle management for Moffitt Cancer Center in Tampa, Florida about the importance of succession planning.
During the recent Revenue Cycle Exchange, executives noted the importance of succession planning, yet many expressed that their organization’s didn’t have time for it. Here are three tips Ansley suggests to aid leaders in their succession planning efforts.
It’s never too soon to identify talent
“I’m always looking for talent because I know that there’s nothing more important than good people and good people will not stay if you don’t invest in their growth as well.”
Communication
“I have sat down and talked to people and found out that they don’t want to be leaders anymore, or someone that isn’t in a leadership role to gauge their interest. Do you want to manage people or manage projects? People change over the course of their career and it’s all about how fast or slow you want to accelerate.”
Understanding who employees are outside of work
“I’m an executive that also has three young children. I’ve never really felt the need to hit the breaks in my career because of my family, but not everyone is the same in that regard. And so, I was always very open and honest about my career aspirations with my boss because she asked.
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Jasmyne Ray is the revenue cycle editor at HealthLeaders.
KEY TAKEAWAYS
Open and honest communication is key.
An employee's life and responsibilities outside of work can affect their career decisions, so leaders should encourage openness in succession planning discussions.