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Leadership in action: How one organization is creating a strong development program

By | December 11 th,  2018 | developing leaders, Leadership Development, talent pipeline, leadership traits | Add A Comment

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Deanna Banks, Principal - Furst Group, was recently asked to join the advisory board for MD Anderson’s Leadership Institute. This phenomenal group of professionals and experts from all areas of healthcare and leadership is charged with supporting MD Anderson’s initiative to create a development program for existing and upcoming leaders within their organization.

 

By examining a wide-range of challenges and opportunities leaders will face, including transformation change, multi-generational teams, emotional intelligence, and more, MD Anderson hopes to dig deep into what works and what doesn’t from a curriculum and real-world application standpoint. The advisory board aims to share trends, best practices, theory and other insights that will help guide the organization in their efforts.

 

Banks’ strong background in diversity, governance and talent management allows her to bring a unique, practical application perspective on these topics. Having worked with hundreds of organizations and thousands of leaders in her 20+ years of executive recruitment, Banks brings a core body of knowledge that balances well with the backgrounds and experience of others on the advisory board.

 

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“I look forward to engaging with the board and the amazing team at MD Anderson,” said Banks. “This is an exceptional opportunity to build a program with a strong foundation in academics and theory, as well as real-life application and best practices that most organizations struggle to create, but MD Anderson has tapped some of the best minds in the space to assist in their efforts. The collective intelligence of this team will no doubt result in the development of an outstanding program.”

 

 

Priming the pipeline for success: Janet Liang outlines the key to creating a strong bench of talent for organizational stability

By | October 12 th,  2018 | Janet Liang, Kaiser Permanente, developing leaders, talent pipeline | Add A Comment
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A lot of organizations talk about the importance of talent pipelines in their leadership ranks, but Janet Liang backs up her words with plenty of action.

 

Liang, President of the Northern California region of Kaiser Permanente-- a region with 4.2 million members, 72,000 employees and 21 hospitals-- has developed several successful leadership initiatives, including a Nurse Scholars Academy, an Emerging Leaders program, a Chief Operating Officers bootcamp and a Finance Leaders Academy.

 

“I want the organization to have bench strength so we’re never vulnerable in terms of our ability to deliver our plans and build our momentum,” she says. “I believe that stability and continuity in leadership is critical for the organization. We have big aspirations – not just for our patients, but for their families and communities.”

 

The nature of Kaiser Permanente’s business, which is both provider and payer, makes it difficult at times to find talent that will fit ... 

 

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