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Empowering Women to Lead and Succeed

PWH Blog - Insights

  • 08/10/2017 4:57 PM | Anonymous member (Administrator)

    I started playing basketball in the fifth grade. It was fun; a past-time shared with my friends. Then one day my father, an executive in the automotive industry by day and coach by night, asked me how much I enjoyed playing the game. At the time, I didn’t recognize the significance of his question. But he did.

    On June 23, 1972, Title IX of the Education Amendments of 1972 was signed into law. Title IX is a comprehensive federal law that prohibits discrimination on the basis of sex in any federally funded education program or activity. The amendment states in part, “No person in the United States shall, on the basis of sex, be excluded from participation in, be denied the benefits of, or be subjected to discrimination under any education program or activity receiving Federal financial assistance.” This includes athletic programs and applies to all elementary and secondary schools, colleges and universities.

    Fast-forward ten years and at the age of 17, I finally understood the significance of my father’s question having earned an athletic scholarship to play women’s basketball at Georgetown University. The impact of Title IX on women in sports has been far-reaching and the lessons learned as a scholar athlete have extended beyond the playing field to the workplace. We’ve all been members of a team be it a sports team, a project team, or an executive team. Whether on the field or in the office, our success as a team member is dependent on our ability to navigate the written and unwritten rules as well as the inter-relationships that exist within an organization. And, it also requires confidence.

    Confidence takes many forms. Early in my career, I had the opportunity to work with Veronica Holcomb, a pioneer in the field of executive coaching and author of Ready, Set, Grow! 10 Success Strategies for Winning in the Workplace. In her coaching, she describes three areas of confidence necessary to be successful in the workplace:

    • Intellectual confidence: The belief that you are smart enough to come up with new ideas, learn new things, and understand the complexities of your work environment.
    • Social confidence: The ability to comfortably interact with new people in social settings and relate with other in ways that are enjoyable to them as well.
    • Political confidence: The capacity to understand the big picture, the political relationships, and the written and unwritten rules of your organization as well as the aptitude to know where the power base resides within your organization and how to gain some influence within it.

    According to Holcomb, all three are needed to deal with the complexities and challenges of the job as well as your ability to work within a well-established corporate culture. While you may have strength in one, be mindful that intellectual, social, and political confidence are interconnected. For example, you need the political skills to deal effectively in work-related social situations, and intellectual and social skills to gain political influence at work.

    Understanding and deciphering the rules of office politics takes practice. As an athlete and a business woman, I’ve been fortunate to work with some amazing coaches. Nearly 13 years later, I can vividly recall Holcomb’s tips for building my confidence acumen: (1) find a mentor within your organization who can interpret the rules and offer strategies specific to your career development; (2) enlist a group of supporters who are vested in your growth and personal development; and (3) study your environment—who is doing it well and effective at achieving business results because he or she is actively engaged in the game.

    I realize that not everyone is sports-minded and the analogy of “playing the game” may not resonate for some. But every organization has a culture for the way things get done. Take inventory of your company’s written and unwritten rules for presenting ideas, influencing the direction of a program, or advancing other business objectives. While we may all call it something different, it’s up to you to determine how to participate in a way that demonstrates your integrity and credibility.   

    By Ann Marie Gothard, Vice President, Corporate Media Relations, Henry Schein, Inc.

  • 07/27/2017 12:10 PM | Anonymous member (Administrator)

    A review of the panel discussion from the June 13th Columbus, Ohio Networking Event.

    Panelists: Cathy Denning (Vizient), Sharyl Gardner (Midmark), Sean McNally (Cardinal Health), Randy Oostra (ProMedica).


    Part 2.

    Q: What do M&A’s create for members/customers?

    A: (Shawn McNally): Cardinal Health is a great example of a company whose growth is deeply dependent on M&A’s. Due to the constant evolution, such companies have the ability from a resource standpoint to offer cost solutions and innovative solutions through the utilization of new technology and processes.

    M&A’s create opportunities by growing the mindset of embracing change; create value for both customers and employees and offer opportunities for leadership development.

    Q: How would you determine the state of the healthcare industry?

    A: (Randy Oostra): “Healthcare today is a hot mess!”

    Over the last 20 years, the healthcare industry has been in a constant state of change in efforts to improve the model and cost trajectory.  Despite its vision, ACA was not able to accomplish that speeding up consolidations in every sector of healthcare.

    Medicare & Medicaid expenses have reached up to 20% of GDP in the last few years, compared to 5% of GDP 50 years ago. Increasing healthcare costs are the number one cause of debt among citizens filing bankruptcy.

    The rise of consumerism, most prominent in Millennials and their increasing buying behaviors is another powerful disruptor, causing the evolution of virtual and telemedicine.

    Q: What internal education and leadership programs do each of your organizations offer its employees?

    A: Sean McNally (Cardinal): Cardinal has designated a Talent Development Team. In the past, the company had sought talent primarily from technical universities. Recently, the executive leadership has stressed the importance of opening the doors to students and graduates of Liberal Arts universities as well. Cardinal works extensively with OSU and Vanderbilt University.

    The company encourages employees to be heavily involved in various projects within the company, as well as the community.

    Another initiative process that Cardinal has implemented is mandatory job rotations to promote cross-training and talent development.

    A: Sharyl Gardner (Midmark): Midmark has introduced multiple cross-functional teams to collaborate internally and externally. The company has also launched individual development plans for employees to nurture and develop their personal and professional talents.


    A: Cathy Denning (Vizient): Vizient has implemented a Succession Plan” for C-Level leaders whose goal is to  create a path for passing knowledge, planning and training the future successors as baby boomers exit the workforce.


    A: Randy Oostra (ProMedica): Individual Career Planning has been implemented by ProMedica to increase education among certain groups and prepare the next generation of leaders (“40 under 40” – 40 employees under 40 years of age; “The 9-box” grid is utilized for examining talent within the organization and making talent decisions).


    Personal Learnings & Takeaways:

    “Change is the only constant in life” – Heraclitus

    In the highly dynamic healthcare industry marked by the era of consolidation across every sector, Heraclitus’ quote cannot be truer as companies are scrambling to stay relevant by constantly reinventing culture and processes every day.

    During the panel discussion at the PWH Columbus Networking Event “Leading through a Consolidating Industry,” the message that echoed loud and clear was: Invest in your people. From stakeholders, such as customers to suppliers and partners, to employees and the communities we represent the mission to achieve success lies in investing in people and spreading knowledge. In order to thrive, organizations need to concentrate on delivering value to each of these groups while improving outcomes.

    Prosperous companies understand that the customer comes first because of the solutions our communities, industry partners and employees offer, while cohesively carrying out their corporate vision. Leaders understand that change starts from within the organization by the individuals who relentlessly ensure that the transition or challenge the company faces will have a successful outcome. Leading through change means creating a customer-centric culture and expanding creative and innovative thoughts and processes. Discovering and developing talent through internal education, leadership and career-planning programs is crucial to the vitality and sustainability of our industry.

    By Valeriya Stoyanova, Supplier Relations, Administrative Assistant, Concordance Healthcare Solutions

  • 07/13/2017 10:31 AM | Anonymous member (Administrator)

    A review of the panel discussion from the June 13th Columbus, Ohio Networking Event.

    Panelists: Cathy Denning (Vizient), Sharyl Gardner (Midmark), Sean McNally (Cardinal Health), Randy Oostra (ProMedica).

    Key Topic: Changes in Healthcare

    The recent changes over the last few years in healthcare have caused quite the turmoil in the industry. Some of the most significant causes and effects are:

    • Value-base Purchasing
    • Mergers and Acquisitions
    • Culture change
    • MACRA
    • Reimbursement models, etc.

    Change is perceived either as a challenge and opportunity or as events causing fear and distress. There are two major questions that organizations face today: How can we manage change? How can we lead through change?


    Part 1.

    Q: Which healthcare M&A has been surprising so far?

    A: (Sharyl Gardner): For Midmark Corp., the most surprising M&A has been the Hill-Rom-Welch Allyn acquisition, a direct competitor of Midmark. M&A’s challenge competitiveness and it’s all about “survival of the fittest.” M&A activity is also about reinvention and expanding one’s product/service offering (for example, Midmark’s acquisition of Versus Technology, Inc., the most-deployed real-time locating systems (RTLS) provider in healthcare. The acquisition of Versus allows Midmark to create a unique offering of clinical workflow solutions that encompass clinical workflow services, RTLS technology, medical equipment, diagnostic devices and design assistance, resulting in improved efficiency within health systems.    http://www.versustech.com/rtls-news/press-releases/midmark-acquire-workflow-technology-firm-versus-technology-inc/).

    Q: How do companies in healthcare create value for their shareholders beyond product-buy?

    A: (Cathy Denning): For organizations that are “member-owned,” such as Vizient, the shareholders are easily identified: the members. The main focus must be on the member/customer. Cathy interprets “value beyond product” as providing the best quality for best price to its members, which translates into striving for better outcomes.  Value can be created through the introduction or expansion of data analytics for every service line offered.

    Q: How does the organizational structure change during a merger and what is the most effective way to manage it?

    A: (Cathy Denning): After a merger or acquisition, such as the joining of VHA, University HealthSystem Consortium and Novation forming Vizient, it is vital that leaders evaluate the quicks and characteristics of the overall culture of each legacy company. Vizient’s Chief People Officer is dedicated to evaluate, build and enhance a joint culture based on the various strengths, not necessarily eliminating and replacing existing culture altogether.  It is crucial that through any set of changes, that employee continue to be passionate about the customer and make the customer a priority.

    Q: What has been the impact of industry consolidation on innovation?

    A: (Randy Oostra): Where innovation is concerned, scale matters. The larger the organization, the more resources and strategic planning it can offer.

    For example, ProMedica has created an innovation committee, which along with other non-profit organizations, has raised significant capital ($15M-$20M) to support local start-up companies. ProMedica held its 4th Annual Innovations Summit in early June 2017, which aims to foster creativity within its own system, as well as the community. To further support its mission, the health system has partnered with The Toledo Museum of Art, and during its 4 years, over 120 patent applications have been submitted for approval.

    On both a corporate and individual level, we all need to commit to re-invent ourselves every day in thinking and doing.

    Mr. Oostra posed the questions: Do organizations have strategic planning sky days? What systems and processes do companies have to foster and develop creativity and new ideas? 

    It seems like this is a good time to reflect on these questions.  Perhaps, this is a good time to re-group, evaluate and outline a new path forward. 

    Stay tuned for Part II!

    By Valeriya Stoyanova, Supplier Relations, Administrative Assistant, Concordance Healthcare Solutions

  • 06/23/2017 7:43 AM | Anonymous member (Administrator)

    Enid Oquendo

    The Benefits of Attending the HIDA 2017 Executive Conference for Someone New to the Industry, by Enid Oquendo

    An Interview with Valeriya Stoyanova, Concordance Healthcare Solutions

    Q.  In your current role, how was the HIDA Executive Conference helpful to your professional development?

    A.  As the Supplier Relations Administrative Assistant, andValeriya Stoyanova especially being very new to the industry and my role, attending the conference earlier this year was certainly significant. In supporting the Supplier Relations team at Concordance Healthcare Solutions, I am often in communication with our suppliers. The conference presented me with the opportunity to meet and interact with many of our key contacts. In addition, my goal was to attend as many events and meetings as possible to learn about each of the companies in attendance and their contribution to the industry as well as their relationship with Concordance. The meetings and events I attended allowed me to do that.

    Q. What were the key topics of discussion that offered the most insightful information for you?

    A. From the sessions I attended, I found there were a couple of topics that were very educational and impactful – “Economic Outlook for 2017” and “C-Suite Thought Leaders on the Big C’s of Healthcare: Consolidation, Convenience, and Care Continuum.” Both breakout sessions provided great exposure and meaningful insights from high-caliber speakers that helped me understand the trends in healthcare in depth.

    Q. Is the conference more about networking, education or connections?

    A. In my opinion, the conference provided a great setting for participants to network, for education AND making connections equally and interchangeably. The schedule of events offered various opportunities for professionals to connect and expand their network, as well as to exchange news and learnings about their companies and the healthcare industry.

    Q. What were your takeaways? 

    A. I consider being a part of the 2017 HIDA Executive Conference as an honor and a great learning experience. I witnessed great interactions, impactful negotiations and strategy exchanges. With this being my first HIDA conference, I walked away reassured that all the companies and individuals present understand the importance of coming together to build a strong community within the industry by bringing talent, innovation and competitive edge.

    Q. What networking events did you attend?  How was the experience?

    A. I had the pleasure of attending a few networking events – the Welcome Reception, the PWH Leadership Lunch, and the Executive Networking Dinner and After Party. Meeting professionals in such settings was a great way to strengthen existing supplier relationships and create new and lasting connections. All the individuals I met seemed genuinely engaged and excited about being a part of these events.

    Q. Would you return to the conference next year?

    A. Most definitely. I look forward to attending the 2018 HIDA Executive Conference. From an organizational perspective, the content and networking made the conference an invaluable experience for me.

  • 06/07/2017 12:45 PM | Anonymous member (Administrator)
    Career advancement takes both planned preparation and focused action at all career levels.

    While turnover often gets linked with low company morale or poor management, it also provides ample opportunity for advancement. The American College for Healthcare Executives survey in 2014 reported turnover of CEO’s at 18 percent. Baby Boomer executives are retiring or exploring interim positions, and healthcare leaders are finding opportunities in expanding entrepreneurial companies even outside healthcare. So, now more than ever, healthcare professionals have ample opportunities for career advancement. A great way to prepare for future opportunities is to engage a coach.

    What is Coaching?

    Coaching comes in a variety of packages, but the overarching goal is to help you be the very best version of you. You as a leader, executive, and person. The focus is on your advancement as you define it, a definition that evolves throughout your career. Harvard Business Review published an article on the top three reasons coaches are engaged, and number one was to develop high potentials or facilitate transition. Companies are making the investment. Why not consider making the investment in your own career advancement plans?

    What are the Benefits?

    • Focus on the future
    • Help you discover your own path
    • Ask the right questions
    • Tackle difficult issues that impact performance and growth
    • Focus on individual behavioral change

    Is Coaching Right for You?

    If you have a fierce desire to learn and grow, coaching can provide additional tools to accelerate your plans. You have to be open to feedback and willing to make positive change. As you engage with a coach, you need to commit to the process and be prepared to reveal personnel weaknesses.

    When is the Right Time?

    I often find that people are confused on when to utilize a coach. Often times I hear: “I need more experience before I engage with a coach.” Or: “I am well into my career, what benefit is a coach to me now.” Coaching offers value at all career levels. It’s never too early or too late. Let’s take a look at how it may benefit you, now.

    Early Career: As you get started in your career it helps to clarify your inner strengths and values. A coach helps you identify these areas and challenge you to consider where you want to be and develop plans to get there. Coaches have many tools that help create a road map that will ensure you are taking the most efficient career journey and that you enjoy the stops along the way. Early careerists can particularly benefit from help with interviewing skills, exploring career options, creating a plan, building confidence, learning about networking, and finding mentors.

    Mid-Career: At this point in your career you may experience a feeling of being stuck or have gotten so ‘busy” with a full life that a bit of re-focusing may be in order. A coach can help you clarify where you see your career, discuss strategies to keep you moving forward, serve as a sounding board as well as a catalyst to improve your performance, productivity, clarity and energy.

    Late Career: As you advance to the executive level, development feedback becomes increasingly important, more infrequent, and more unreliable. Often you will see executives plateau in critical interpersonal and leadership skills. Leaders later in their career benefit from a coach who is a sounding board, broadens their perspective and assists in identifying and overcoming barriers.

    No matter where you are in your career journey you might benefit from coaching if you want:

    • Results - greater productivity, faster promotions, bigger profits
    • Deeper learnings - about yourself, how you're perceived, where you can improve
    • Sounding board - space to hear your own voice - to talk something through and gain perspective
    • Awareness of perspectives, beliefs, and attitudes that may be holding you back
    • Support and confidence to "lean in" and make bold moves
    • Clarity on your values and what you stand for, which leads to greater conviction
    • Ideas for ways to improve what you may not see - awareness of blind spots
    • Support for improving specific skills - communication, delegation, conflict management, team building, persuasion, etc.

    For more information, please email Lisa Mead.

  • 05/10/2017 10:27 AM | Anonymous member (Administrator)

    There has been a lot of research on the gender pay gap, proving that oftentimes women are paid less than men. However, that doesn’t mean that we can’t improve our own personal wealth. How much money do you set aside for your future? How much do know about investing? Do you know how to buy and sell stock? What do you know about mutual funds? I was fortunate to see Barbara Stanny, author of Secrets of Six Figure Women, speak at a conference several years ago. She interviewed several women that made a large salary, but found that many felt that they were still living pay check to pay check. The ones that were wealth builders followed three simple rules, spend less, save more, and make smart investments. This same strategy works at any income level. If you follow the money rules you will increase your personal wealth and the sooner you start, the more you will have when you choose to retire. Here are some of the things that I have learned over the years:

    Spend Less

    • Always pay off your credit cards at the end of the month. Carrying a balance will require you to pay interest and fees. This is money you are giving away.
    • Set targets for spending less, for example, if you buy Starbucks every day, reduce it to 3 times a week.

    Pay Yourself First

    • Setup your paycheck to automatically deposit a portion to your savings account or money market account. I have put $200 a month in a savings account since I was 20 years old and it really adds up!
    • Put at least 4% of your pay in 401K and many companies will match it!  If you aren’t doing this, you are leaving money on the table!
    • If you can’t afford to put the full 4% in now, increase with each pay increase you receive. Overtime, max your 401K to the federal allowable amount.

    Put your money to work

    • Educate yourself on investing. Fidelity has a great site: https://www.fidelity.com/learning-center/?ccsource=em_crmemCRM.CORE.LearningCenter
    • Don’t be afraid of the stock market.
    • Look for value dividend stocks that pay out each quarter and have a long history of dividends. OMI has historically been a great dividend stock, but there are many out there.
    • Look for growth stocks, companies that seem to be on the rise. Imagine if you had bought Amazon two years ago.
    • Don’t have time to watch the stock market? Mutual funds may be a great option for you.
    • Diversify! Don’t put all of your investments in one company or industry. There will be times when some are up and some are down, but overall it will even out. Rebalance your 401K from time to time to keep it diversified.
    • You don’t have to have a lot of money to invest? You don’t need a lot – Just Start!

    Give to Charity – although it isn’t listed as one of Barbara’s money rules, it is my personal belief that giving back is important.

    While our salary is critical, managing the money we get is what will make the difference in our ability to increase our personal wealth gap!


  • 04/19/2017 12:05 PM | Anonymous member (Administrator)

    “Help Wanted: Looking for a Manager to Lead and Develop a Team.” We often see career opportunities such as this when seeking a new position, but how do we prepare and educate ourselves to lead and manage a team? How can we gain experience through leadership opportunities outside of work so that we can bring that experience and new ideas to the table as we look to advance in our careers?  Here are a few ideas.

    •  Think about your interests. Have you thought about organizing a fundraiser for something you are passionate about? By organizing a fundraiser or participating on a committee for a local or national charity or event, you will be able to enhance your skills and gain management and/or leadership experience. Finding your niche may be as simple as organizing a coat and blanket drive for the local shelter or serving on a committee with an organization like Habitat for Humanity or a local food bank. Find small organizations near you by searching community forums online or in the local papers. These organizations are always looking for leadership with new and fresh ideas.  You may be the ideal person to help fundraise, increase membership or even create professional development for a group.  You can apply your skills while also giving back to the community.

    •  Many companies today have charitable organizations to which they contribute. Learn more about the philanthropic activities your employer supports and how you can participate. You may have the opportunity to lead a committee or manage a humanitarian initiative for your company that will allow you to showcase your organizational, communication, negotiation and team-building skills, all while making a positive difference.

    • What is your background? Research opportunities to participate on boards where you can provide your expertise while also increasing your knowledge and professional development. For example, is your background in communications, public relations, IT, education, business, marketing, etc.? There are many national societies with local chapters that host educational and networking events, several of which recruit board members at local, regional and national levels. These types of opportunities to serve allow you to lead committees, do public speaking and focus on specific areas of professional development while also sharing your expertise and giving back to your profession.

    Susan Kaiser, Media and Communications Manager for Midmark, became a member of the Public Relations Society of America (PRSA) in an effort to gain additional knowledge in the field after moving into a PR role more than ten years ago. In 2015, she was asked to participate on the board for the PRSA local chapter in her area as a Programming Co-Chair. After a successful year, she was nominated as President-Elect of the Dayton Area Chapter in 2016 and now serves as President of the chapter. “Having a communications background, and being involved as a member of PRSA for many years, I really believed that serving on the board would provide a great venue for leadership education. Not only am I able to build a network of resources and mentors in my profession, l have managed a diverse group of people and committees as well as the type of PR projects that would fall outside of my normal role at Midmark. I am then able to take that knowledge and experience and apply it within my own career.”

    In a study in partnership with Dan Schawbel and American Express, found that 63 percent of managers are very willing or extremely willing to support an employee's professional-related activities outside of the office, but fewer than half of employees are very interested or extremely interested in pursuing them. "They can help with development experiences that you might not get the opportunity to do at work, board experience or other leadership opportunities," says Susan Gambardella, VP, Global Account Team at Coca Cola.

    Leverage your experiences and successes so that you can turn those experiences into talking points for your future.  Management will be impressed with your initiative and commitment to lead in other aspects of your life besides the office.


  • 03/03/2017 10:25 AM | Anonymous member (Administrator)
    Interview: Mentee, Kathy Smith and Mentor, Michelle Nicely

     When talking to aspiring women about reaching those elusive leadership positions, the advice is to ‘get a mentor.’ It's good advice. Mentoring relationships have been shown to provide a wealth of benefits, including greater career success and advancement, access to (what would otherwise be exclusive) networks, and enhanced self-esteem and confidence.

    What exactly is mentoring?   Who does it help and how do you become a mentor/mentee? 

    The term ‘mentoring’ is often used interchangeably with other relationships in the workplace designed to assist people in their career development. While some of the functions may indeed overlap, mentoring is a longer-term, development-focused relationship that influences professional and personal growth.  It is advised that mentors should reside outside a mentee’s line management structure to allow mentees to speak freely about their professional challenges and career plans. 

    If you thoroughly study the trajectories of successful individuals, you'll learn that most of them have had considerable help in the process. Although we earn our rewards and opportunities on our own merit, it's our mentors who help us to accelerate, to confront challenges with greater confidence and to become better decision makers. 

    Despite career level, tenure and level of intelligence, we don't always know the answers on our own. A mentor can help rationalize the things we have trouble making sense of. They can help us think through all the ramifications of a situation to be able to make wiser business decisions. Most importantly, they can help us validate our thoughts and opinions to build upon.

    Other strong qualities of a mentor include one's willingness to share knowledge and expertise, the ability to listen, evaluate and provide recommendations, and the enthusiasm to help others learn and grow.

    And if you choose a mentor, you can be certain that your mentor has a mentor, too! ;-)

    PWH offers a wonderful mentoring program that has allowed a number of women to build strong and valuable relationships that have also led to growth and success within their own careers.

    Visit mypwh.org, click on mentoring and follow the steps to become a mentor or mentee.
  • 02/02/2017 11:21 AM | Anonymous member (Administrator)

    Inspired by the PWH Winter 2016 Newsletter Article: REPOT, by Dr. O’Grady.

    After reading this inspirational article by Dr. O’Grady, I couldn’t stop to think: Is it about my attitude? 

    When we think about successful, professional women, they all have one trait in common:  Positive ATTITUDE.  Our attitude impacts everything.  It directs our thoughts, our energy, and most of all, the actions we take.  If I had a positive attitude about my future; would I have missed overgrowing my pot and avoid feeling anxious on a Sunday night or feeling the desire to have a larger circle of influence, or having the time to make room for the little things in life…

    A positive attitude is not about being agreeable with everyone all the time or ignoring the real world problems.  I’m also not talking about being fake or suppressing your not-so-positive emotions. 

    Perhaps is about using more of our intelligence.  Choosing to live with a positive attitude is intelligent!  To become aware of our pot and know when to adapt and adjust to get closer to our finish line is intelligent.  To become aware of how much power we have in this area and take responsibility for the impact of our attitude has on the quality of our life, and on others. 

    The actions we take, the energy we spread are vastly different when we have a positive attitude rather than a negative one.  When we are negative, everything is cloudy, and decisions are made from a place of fear.  While that might seem obvious, most people just react to the world around them and allow their attitude to be dictated by their ever –changing circumstances. 

    Do we need to hit a low to reach a high?

    Perhaps not!  A positive attitude comes from many places.  If you chose to make a conscious decision to be in charge of your live by looking at the good in circumstances, where good may not seem the obvious, but you managed to find it every time; that is engaging in a POSITIVE ATTITUDE.  A positive attitude helps you deal with a problem turned into a challenge that might not be so bad, because the outcome was one of the greatest lessons ever learned.    

    Look.  Even if you have good intentions to practice a positive attitude, do the right things, and work really hard, if you don’t also have this energetic skill mastered yet, this ability to maintain and express a genuine positive attitude will lead to looking at the brighter side of life, you never know, it might help you get closer to repotting yourself. 

  • 12/19/2016 12:55 PM | Anonymous member (Administrator)

    I had the opportunity this fall to attend the Public Relations Society of America (PRSA) International Conference and Leadership Rally. I was so inspired by all the speakers during the conference. I came back refreshed, motivated and with nuggets of information and ideas that I wanted to share with others.

    One speaker, in particular, was so passionate and motivational, and her topics made me think about Professional Women in Healthcare. Her name is Elise Mitchell, CEO of the Dentsu Global PR Network, and author of “Journey Mindset: The Quest for Passion and Purpose” and “Leading Through the Turn: Destination Leadership, Journey Mindset.”  If you’re looking for some new reading material during the holidays, maybe you will want to try one of these.

    Some topics that several of our PWH members were interested in this year were time management, work/life balance and leadership development. Elise touched on all these things as she spoke of her journey from a one-person PR agency that she started from scratch, becoming successful and then selling her business to a global company where she resides as CEO.

    Elise also spoke of leaders being very goal-oriented and driven, setting and achieving compelling goals, and she talked about striving for significance in her own leadership journey because she needed something more. She needed to find passion and purpose in her work, so she began to view the importance of the journey, not just the destination. She then transformed her approach to work and her personal life. Her latest book incorporates suggestions on “how to make time work for you instead of working all the time,” “how to become more nimble and adaptive to change,” “facing your fears and becoming an effective leader.” Can you relate?

    Just some things to reflect upon (and to read about further if you choose). As we look ahead to 2017 and beyond, let’s think about our journey – in PWH, in our careers and in our lives. Where do we want to go? How do we plan to get there? And, are we enjoying the journey?



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