HealthLeaders HR’s 3 Most Popular Stories

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The strengthening of communication skills, radical empathy and the very high outcome of a discrimination lawsuit captured the interest of readers in 2021.

The main reading choices for human resources (HR) executives included acquiring basic skills, adopting a new concept, and considering a lawsuit against a health system.

Here are the three most read HR articles published by HealthLeaders in 2021:

1. Simple Steps to Strengthen Your Communication Skills

Listening is one of the most important skills leaders must develop in order to communicate well and maintain relationships throughout the hospital.

Listening is hard work and not listening leads to a lot of misunderstandings that make cooperation so difficult.

In addition to active listening, use simple language. If leading physicians speak or write in a whirlwind of obscure terms and jargon, they will only confuse people. There is nothing wrong with using plain, straightforward language to convey a message.

Don’t forget the simple politeness either. “Thank you” are two words that are used less often than they should be in hospitals. Good manners and appreciation promote a pleasant atmosphere and motivate staff to perform better.

Leaders and medical staff deserve thanks for the hard work they do for their patients, colleagues and the hospital.

Consider sending personal notes to physicians to let them know you appreciate the work they have done on a particular project of a quality improvement committee, or to family members. a new doctor to thank them for sharing their time with the hospital.

2. What is radical empathy?

The idea that employers should sympathize with their workers is relatively new.

Just ask Bob Cratchit how empathetic his employer, Mr. Scrooge, was in Victorian-era England. Of course, at the end of the Charles Dickens classic A Christmas Carol, and through supernatural intervention, Scrooge came and developed genuine sympathy for the plight of the Cratchit family.

Corn sympathy is not the same as empathy.

First, sympathy is defined as a “feeling”, while empathy is defined as an “action”. Second, sympathy is caring or being sorry for someone else’s misfortune; empathy is deeper – understanding and indirectly experiencing the feelings of others.

Empathy is important in the employer-employee context because it better motivates concrete actions and policy changes. An employer who knows what it is like to have trouble affording child care is more likely to offer employer-sponsored on-site child care than an employer who “feels sorry” for. workers who find it difficult to pay for child care.

This is where the concept of “radical empathy” comes in. Radical empathy is about actively putting yourself in the shoes of others you would like to empathize with, whenever possible.

In an article for Fortune, Nicole Goodkind wrote how business leaders were put in the shoes of visually impaired employees by being blindfolded and guided through a series of exercises in which they were asked to talk to each other without revealing their official titles.

Radical Empathy may sound radical, but the trend illustrates both the importance and the challenge of creating genuine empathy with employees to drive meaningful discussion and change.

3. Winner of Novant $ 10 Million Reverse Discrimination Case Advocates for Diversity and Inclusion, Lawyer Says

The lawyer for a former senior executive of Novant Health who was awarded $ 10 million in October by a federal jury, said the discrimination lawsuit was not a statement against diversity and inclusion initiatives.

David DuvalThe 2019 lawsuit said he lost his post as senior vice president of marketing and communications the year before due to Novant’s efforts to diversify his senior leadership – and he’s a white man.

The layoff came without warning or explanation shortly before his fifth birthday with the North Carolina-based healthcare system, and he was replaced by two women, one black and one white, according to the lawsuit.

Duvall accused Novant of violating Title VII of the Civil Rights Act, which prohibits racial and gender discrimination in the workplace.

“The jury heard that Duvall was a strong advocate for diversity and inclusion at Novant; it was an irony of his firing,” his lawyer said. S. Luke Largess, said in a statement.

Novant plans to appeal, according to a statement released by the company.

“Novant Health is one of thousands of organizations building strong diversity and inclusion programs, which we believe can coexist with strong, non-discriminatory policies that extend to all races and all. genders, including white males, “the statement read. “It is important that all current and future team members know that this verdict will not change Novant Health’s steadfast commitment to diversity, inclusion and equity for all.”

Carol Davis is the nursing editor for HealthLeaders, a brand of HCPro.


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