Amy Ryan, MEd, CPT, CPTM

What an interesting concept! From the article, “By engaging in reverse mentoring, senior leaders can gain invaluable insights into emerging trends, bridge generational gaps, develop critical digital skills and foster a more inclusive workplace culture that retains diverse talent. The mutual learning experience helps leaders become more adaptive and in touch with their workforce.” https://lnkd.in/eubEVnMK

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Managers struggling to implement hybrid work policies confront three key challenges: scheduling, culture, and productivity. Research into companies allowing colleagues to be both remote and in-person suggest these obstacles can be overcome... https://lnkd.in/ezQjSWzp

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Fast Company explains how HR and Hiring Managers are largely responsible for the brand via hiring. They explain, "There is a direct correlation between their companies’ levels of employee experience and the experience their customers receive from those employees." Read more: https://lnkd.in/g2K_jv69 #HR #HumanResources #Hiring #BrandReputation #CustomerExperience #Healthcare #BairdGroup

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Increasing your return on talent: The moves and metrics that matter: Five actions can transform an organization’s talent system, establishing a culture of performance while boosting employee experience. http://dlvr.it/T5Wlwb

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Women who CHANGE the World. There are women who make things better... simply by showing up. There are women who make things happen. There are women who make their way. There are women who make a difference. And women who make us smile. There are women of wit and wisdom who make it through. There are women who change the world every day...Just like the Women at Convey Health Solutions, one Women’s Summit at a time!! #ConveyWomensSummit2024 #PositivelyYou #WomensLeadership

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Do you have colleagues who constantly blame others and seem to be the ‘perfect’ employee? And they paint a ‘story’ to others that they are the victim? The way to break out of this victim mind-set is to stop blaming others, and instead, take ownership of your time and take responsibility for changing yourself. Become aware of how you respond when your time investment becomes misaligned with your priorities. Do you always look for someone to blame? My boss always gives me too much to do. Do you pity yourself? Poor me, yet another stressful day. I’ll get some ice cream to make myself feel better. Do you reject advice or suggestions? How dare my wife suggest I could work differently to get home earlier. That’s just not possible. Do you ever say no to a new project? Do you ever set boundaries? Do you ever ask for support?

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Success Comes from What You Do Consistently: Achieving success requires more than occasional efforts. It is a result of consistent and persistent actions. Success doesn't come... http://dlvr.it/T5bzRl

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Leading your team, building their confidence and trust, it's what we do as leaders. How do we best utilize our #emotionalintelligence to connect with our staff to ensure they are doing the best job they can do, feeling empowered and supported by us as leaders? This Inc. Magazine article by Marcel Schwantes provides key phrases that are simple and direct AND truly can make a difference! What are some key phrases you use with your team to encourage them to be their best? #leadershiplessons #mentor #engagement #teammorale

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How often do we stop and ask ourselves how our bosses are doing? While there's plenty of data on employee engagement, we often overlook how leaders are feeling. It's easy to assume that because they make more money, they must be more engaged, but that's not always the case. Dealing with a disengaged boss can be challenging, but it can also be an opportunity to advance your career. Check out this article for some great advice on how to make the most of the situation. #engagement #leadership #careeradvancement https://lnkd.in/ge_Zu854

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Research shows that employee engagement is connected to recognition. Those who get recognition from their bosses are more likely to be engaged. In fact, engaged employees outperform disengaged employees by 202%, and organizations can save 35% on their payrolls by actively driving employee engagement. #EmployeeRecognition #Healthcare #Leadership #Hospital #BairdGroup

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Imagining a future where Artificial Intelligence-enabled applications scan your retina and predict your risk of heart disease doesn't sound like an incident from a sci-fi movie anymore. It's happening now and with power and confidence. But with this incredible power comes a tangle of ethical dilemmas. Is AI in healthcare a medical marvel, a privacy nightmare, or leads to misdiagnoses or unequal access to care? From transparency in algorithms to ensuring patient privacy – to seeing if AI can truly become a force for good in our medical future, there are many concerns around ethical issues that exist and need to be considered and applied. The June edition of the Healthcare AI and Project Management series brings you unique perspectives from Archana Atmakuri, Dr. Milind Bhide, and a few ethics experts. https://lnkd.in/ggpCSkNx Let's hear from them... The series aims to bring diverse and practical perspectives on healthcare AI and project management (PM) through interviews with experts in healthcare, data science, information technology, and allied branches from varied backgrounds and geographies (12 key roles in this healthcare AI and PM). Read on to learn more about the expectations of these roles and their contribution to our understanding of the project management requirements related to AI in healthcare. Titles to date January: Role - Patients February: Role - Healthcare Providers (Physicians and other clinical staff) March: Role - Hospital Leadership and Administrators April: Role: Pharmaceuticals and Medical Devices May: Role: Public Health Professionals June: Role: Ethical experts Thanks Archana Atmakuri, Dr. Milind Bhide and a few other experts from these domains. Stay tuned for the next role... Thank you Sunanda GundavajhalaGaurav Dhooper (PAL-I®, PMI-ACP®, SAFe4®, CSM®, LSS-GB)Thomas Walenta and Hrishikesh Deshpande for your support to this series. #healthcare, #projectmanagement , #thoughtleadership #ethics PS: To get started, I have a few of my colleagues and friends who have supported me with their perspectives. I am looking forward to talking to those interested in collaborating with me on this project and gathering diverse views for the upcoming key roles, especially those who are working on healthcare AI projects globally. Please send a message to me if you would like to share your thoughts, and we can get connected.

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I have rarely met a leader who does not like the idea of change. I have however met only some leaders who actually like making a change. There’s a staggering variety of excuses that some come up with, to delay or avoid confronting reality. The few exceptions prove the rule and are worth engaging with, both for the organisational benefit and yours. #musingsofamorning #leadership #leadershipdevelopment

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Creating movements…. for transformative change! The dominant culture and structure of today’s organizations are perfectly designed to produce their current behaviors and outcomes, regardless of whether those outcomes are the ones you want. If your hope is for individuals to act differently, it helps to change their surrounding conditions to be more supportive of the new behaviors, particularly when they are antithetical to the dominant culture. In a movements-based approach to change, a moderate amount of friction is positive. A complete absence of friction probably means that little is actually changing. Look for the places where the movement faces resistance and experiences friction. They often indicate where the dominant organizational design and culture may need to evolve. And remember that culture change only happens when people take action. So start there. While articulating a mission and changing company structures are important, it’s often a more successful approach to tackle those sorts of issues after you’ve been able to show people the change you want to see.

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