tag:blogger.com,1999:blog-32053362.post7924367997991689766..comments2024-03-26T00:25:34.026-04:00Comments on Not Running a Hospital: If you can't change people, change people.Paul Levyhttp://www.blogger.com/profile/17065446378970179507noreply@blogger.comBlogger4125tag:blogger.com,1999:blog-32053362.post-24665103431387723522015-10-26T22:23:39.208-04:002015-10-26T22:23:39.208-04:00Thanks, Mike.
I did my best to advise them, but, ...Thanks, Mike.<br /><br />I did my best to advise them, but, truthfully, by the time someone is at that point in their career, basic patterns of behavior are established, and it is very hard to get them to change. Inherent in the self-victimization mindset is the belief that it is the other person's fault, and that they are powerless to do anything. So, in short, I cannot claim to have been very successful in those matters.Paul Levyhttps://www.blogger.com/profile/17065446378970179507noreply@blogger.comtag:blogger.com,1999:blog-32053362.post-24896038749722760402015-10-26T16:25:49.726-04:002015-10-26T16:25:49.726-04:00Paul:
I really appreciate your blog - it is one o...Paul:<br /><br />I really appreciate your blog - it is one of my "go to" sites for healthcare and leadership.<br /><br />I'm curious from a learning standpoint - how did you handle the passive chiefs? What was your advice/instruction to them in their relationship with the "bully" chiefs?<br /><br /><br />MikeAnonymoushttps://www.blogger.com/profile/06166373735403777240noreply@blogger.comtag:blogger.com,1999:blog-32053362.post-90130075813793034042015-10-26T11:59:12.458-04:002015-10-26T11:59:12.458-04:00Paul,
As an aspiring leader to be, I really enjoy...Paul,<br /><br />As an aspiring leader to be, I really enjoyed this post. Things are not always black and white, but I do agree that self-victimization is a way of avoiding responsibility. I've often seen my own (former) manager engage in such tactics. I always thought it was them being passive aggressive, but what you wrote describes their actions perfectly. <br /><br />If you can't change people, change people is fun adage, but what if the people that need to be changed are those in departmental "leadership"? The ones practicing self-victimization, stymieing staff engagement and not supporting professional growth of their staff? From what I've seen and currently witnessing, the people who are changing are the strongest staff who the organization needs. <br /><br />Joel<br /><br /><br /><br />Anonymousnoreply@blogger.comtag:blogger.com,1999:blog-32053362.post-74137388119186457332015-10-25T11:17:31.469-04:002015-10-25T11:17:31.469-04:00Paul
As I progressed through the post, I became mo...Paul<br />As I progressed through the post, I became more uncertain about your pronouncements on self-victimization. <br /><br />One man's bullying is another man's need to assert authority; all leaders are not equal (cardiology chief vs. infectious disease chief [money/power]); internal squabbles may blow external deals, but it's hard for the victimized to align with greater goals when others subjugate them -- and joking, ignoring, or moving on doesn't comport with their character.<br /><br />Ginsburg can flip Scalia the bird. They have a different kind of relationship. But would the same piece hold if Scalia went on the attack against junior members of the court? How would they react? <br /><br />Officers have to choose when to step in and out of squabbles. The kind of scenarios you lay out, to me at least, seem more in line with what leadership sometimes needs to address: people are people and even in your 50s, 60, or 70s, kids still need a parent. <br /><br />Don't take all above too literally btw. Folks do need to get a grip at times. You can only make so many withdrawals from the c-suite savings bank. But as CEO, you have to be shrink and decider in chief simultaneously. Not everyone is a Ginsburg.<br /><br />bradBrad Fhttps://www.blogger.com/profile/10366408815395434941noreply@blogger.com