tag:blogger.com,1999:blog-32053362.post1886182049607349756..comments2024-03-29T06:37:18.029-04:00Comments on Not Running a Hospital: The magic ratio of 5:1Paul Levyhttp://www.blogger.com/profile/17065446378970179507noreply@blogger.comBlogger5125tag:blogger.com,1999:blog-32053362.post-84856687185559820632015-09-12T20:41:47.458-04:002015-09-12T20:41:47.458-04:00Paul - thank you for this wonderful reminder. Wher...Paul - thank you for this wonderful reminder. Where do I stand? A firm - "hell yes!" and it's not only related back to coaching or being coached. It spans industries, countries, roles, levels, and functions. <br /><br />For me, it goes back to sitting in the kitchen of my grandma's house in South Devon, England and hearing her words, "you'll always get further in life with a little sweet than you will with a little sour..." <br /><br />The 5:1 rule works and is valid - no scientific research/studies/projects required... praise people, find the good in them, thank folks, love them, and celebrate their accomplishments. Deal with those not meeting theirs and yours expectations in an open, transparent, clear way and then get back to the praise, thanks, celebration and love! <br /><br />Love what you do and the people you do it with.<br /><br />RRichardhttps://www.blogger.com/profile/11878659218770225605noreply@blogger.comtag:blogger.com,1999:blog-32053362.post-29466584434631951422015-09-10T09:56:50.099-04:002015-09-10T09:56:50.099-04:00I have a local hospital group/monopoly who respond...I have a local hospital group/monopoly who responds to any data, facts, research I put in the medical record that they can rebut. They don't respond where they know they got it wrong. <br /><br />On top of that, they NEVER acknowledge kudos. I nominated at least one of the doctors who has privileges at that hospital for a national award. Neither the immediate office supervisor, or the risk management and the board (who got a copy) acknowledged it. <br /><br />I also made a statement to the same administration how can I put a kudo to someone who IS going to recognize a job well done with respect? They said fill out a survey. I said no way. Someone like this deserves to get more recognition from the people who make their $$$$$ off that person (at increasing rates). The least they can do is take their time to thank them. <br /><br />Not one word from them. Who want to work for that sort of management? I'm here to tell you not all of us will defend someone acting like what you are talking about. Anonymousnoreply@blogger.comtag:blogger.com,1999:blog-32053362.post-7525497359225486262015-09-10T07:46:40.755-04:002015-09-10T07:46:40.755-04:00So what happens if you have a leader/boss who gene...So what happens if you have a leader/boss who generally doesn't give any feedback and is usually so consumed with meetings that staff don't see him/her on a regular basis. You assume no news is good news, that you're doing fine because you don't hear anything bad but it's a bit unsettling. This is especially difficult for new employees who don't have much experience and are left to figure out it on their own. How should the leader be approached in this situation? Anonymousnoreply@blogger.comtag:blogger.com,1999:blog-32053362.post-2842443415326612392015-09-10T07:38:00.752-04:002015-09-10T07:38:00.752-04:00While the leaders who led with negativity had foll...While the leaders who led with negativity had followers who adored them, what I think they often do not support are the creative and critical thinkers. The type of leadership you describe thrives on the status quo. They may have devoted followers, but when change is needed, are there leaders there to take up the cause and make changes?MA RNnoreply@blogger.comtag:blogger.com,1999:blog-32053362.post-91585748910452916912015-09-09T20:21:46.952-04:002015-09-09T20:21:46.952-04:00I wonder what generally happens to the performance...I wonder what generally happens to the performance of an organization when a leader who rules by fear and intimidation yet achieves success and commands loyalty from subordinates is succeeded by a new leader who practices the positive reinforcement 5:1 approach.<br /><br />I’ve always said there are two main things that I want and expect from a leader / manager / boss. Those are (1) sufficient competence to be worthy of my respect and (2) fair treatment which includes constructive criticism hopefully delivered privately.<br />Barry Carolnoreply@blogger.com