Discovering Your Leadership Superpowers and ‘Origin Story’ J. Bryan Bennett, MBA, CPL, CPA, LSSGB Founder and Executive Director, Professional Leadership Academy UME 6 | ISSUE 3 UME 6 VOL Superhero movies capture our imagina- tions and entertain us with ever-improving special effects and the age-old story of good versus evil. One of the most interesting components is the origin story, wherein heroes discover their superpowers and learn how to master or control them. While watching a couple of the latest origin stories, I was reminded of an exercise we do in our leadership training classes called “Leadership Superpowers.” In this exercise, we examine the leadership styles of several of the exceptional leaders I’ve had the opportu- Those 12 abilities fall into two catego- nity to meet and identify their leadership ries: “who they are” and “what they do.” superpower. Class members are then charged Who they are. These are abilities that with determining their personal superpower are innate or come naturally, although leaders and explaining why they chose it. can get better at them with training. The Leaders should be on a continuous abilities in this category include: journey to discover their personal leadership • Humility superpowers. Each journey is different. Just • Empathy like no two superheroes have the same • Vision powers, no two leaders utilize their leader- • Risk-Taking ship abilities in the same way. I cannot lead What they do. These are abilities that like you and you cannot lead like me. leaders can learn, develop and master over Identifying Specific Leadership time. They include: • Communication Superpowers • Motivation Our research has identified 12 leader- • Observation ship superpowers. These abilities are • Empathy non-industry-specific, and all leaders can use • Storytelling them to be successful. The best leaders • Social leadership usually master two or more and have a • Reflection SUMMER 2020 working knowledge of when and how to use • Coaching/mentoring many of the others. Continued on page 4 ➤ INSIDE THIS ISSUE: Discovering Your Leadership Superpowers and ‘Origin Story’ ................................. 1 A Special Message from Tony Mira: We’re Standing with You ................................. 2 Five Creative Ideas to Address the Global Talent Shortage.................................... .3 Consumerism has a Cost in Revenue Cycle Management: Is your organization in front of the change? ................................................................... 6 You Have Enough Problems. Why Buy Compliance Risk? ..................................... 8 Managing Data Privacy Complexity by Creating a Privacy Culture ............................ 12 Fork in the Road: What To Do (And Not Do) When You Get Sued ............................... 14 WINTER 2018 | 2 SUMMER 2020 | 2 A Special Message from Tony Mira: We’re Standing with You This edition of Focus contains arti- cles that were authored just prior to the coronavirus (COVID-19) crisis now sweeping our country and currently dominating the national consciousness. We at MiraMed are mindful of the fact that our readers are presently preoc- cupied by the demands this virus has placed upon them and their colleagues. Standard business strategies may no longer apply. We are all rushing to catch up, scrambling to put together a coherent and cohesive game plan for whatever may be coming at us in the days and weeks ahead. Many of those holding leadership positions in the clinical and financial sectors of our health systems are working overtime to address a myriad of potential concerns. We know you are facing challenges Beyond COVID-19, there are still ing an article for an upcoming edition. that are altogether unique. We know the “normal” issues that health facilities With that, we at MiraMed extend to the situation is changing daily, some- must invariably face. To help you meet you our best wishes for your times hourly. Your ability to leverage these other obligations, we have assem- safety and prosperity. critical information and adjust quick- bled what we believe to be a dynamic ly to the shifting reality will test you. slate of articles, written by some of Best wishes to all, During this time of loud voices and the best thinkers in the industry. They dire warnings, during this time of great touch on the following topics: Lead- uncertainty, we want you to know that ership Superpowers, Addressing the Tony Mira you are not alone. We are in this with Provider Shortage Crisis, the New CEO and Founder you. Consumerism’s Impact on Hospitals, MiraMed Global Services cannot Avoiding Compliance Risks, Manag- cure what ails America, but we stand ing Data Complexity and Privacy, and ready to assist you if you need a special What to do When You Get Sued. partner during this difficult time. We We’re glad to offer you such a have solutions from process manage- wide-ranging and thought-provoking ment to remote coding and AR collection of articles, and we want to services to clinical staffing solutions give a special thanks to our esteemed and so much more. We want to help authors. We hope you enjoy this issue, where we can—even if on a temporary and please feel free to contact us at basis. We might be the perfect solution [email protected] if you have a during this difficult period. comment or are interested in provid- WINTER 2018 | 3 SUMMER 2020 | 3 Five Creative Ideas to Address the Global Talent Shortage Chris Gardner Co-Founder & CEO, Artemis Consultants and Mellody Melville, Freelance Writer Believe it or not, in today’s world of automated everything, what our global job market needs most is human beings. According to research from the Korn Ferry institute, by 2030, the global talent shortage could reach 85.2 million people. This would result in trillions of lost dollars (kornferry.com). The talent shortage is due in part to demand for specialized skills, low unem- ployment rates, and an increase in baby boomer retirements. Areas of biggest impact include highly skilled healthcare workers, high-tech workers (i.e., IT specialists), skilled technicians and engi- neers (pridestaff.com). In today’s job market, highly skilled candidates call the shots. And employers need to sell themselves to attract top talent. It’s time to get creative. As hiring managers advertise posi- Could the position be described as a tions and conduct interviews, they should long-term project vs. a full-time position? Tip #1: Meaningful Work is Valued tap into what is meaningful about the This is a great way to entice a solid candi- position—why it matters to the company, date without making a huge commitment Today’s candidates value meaningful why it matters to the team, and why it for either party. work, and studies show that this is even matters to the industry and beyond. more important than money. A recent Tip #3: Social Media is a Power- study conducted by BetterUp surveyed Tip #2: Job Description Includes ful Tool over 2,000 professionals and found that Transferrable Skills nine out of 10 employees “are willing to Most places of business use social trade a percentage of their lifetime earn- Get creative with individual job media in marketing, but how often are ings for greater meaning at work.” descriptions. Are you posting descrip- these platforms used in hiring? With the Respondents even put a number on this tions that turn candidates off? Candidates influx of Generation Zers to the job meaning, stating that “they’d be willing to want progressive work environments, to market, social media should be a big part forego 23 percent of their entire future include market-value compensation and of any recruiting plan. A full social media lifetime earnings in order to have a job flexibility. Could job descriptions change hiring strategy should include strategic that was always meaningful” (Harvard to include candidates with transferrable ways to advertise positions on the Business Review, Anchor, et al.). Oppor- skills outside the industry, like communi- company website, on business LinkedIn tunities for meaning in a work cation, leadership and organization? pages, Facebook pages and Twitter, along environment taps into employees’ intrin- These candidates are often overlooked, with the use of targeted career search sic motivation and leads to extra hours but with a little training, could become sites. Today’s most popular job search worked and increased job satisfaction. huge assets. Continued on page 5 SUMMER 2020 | 4 Discovering Your Leadership Superpowers and ‘Origin Story’ Continued from page 1 Examples of leaders that we use in defining moment in their lives that Today, I treat people with respect the class, include: helped shape them into the leader they and make sure I get to know co-workers • Toby Cosgrove, MD, former pres- became. It could be overcoming a chal- by listening carefully to what they say and ident and CEO of the Cleveland lenging situation, meeting a mentor or don’t say. This approach has helped me Clinic. Cosgrove is a very hum- even coping with a tragedy. become the empathetic and effective ble person. He doesn’t take credit Knowing your leadership origin leader I am today. for his organization’s success but story is important because it defines you What are your leadership superpowers? gives all the credit to the people as a leader and directly impacts how you Start the discovery journey with 50% off our who work with him. lead. This knowledge helps you under- Leadership IMPACT Assessment using the stand your underlying beliefs and how code ‘miramed02’ at proleadershipacademy. • Laura Forese, MD, chief operating you influence decisions, guide problem- com/assessment. officer with New York-Presbyteri- solving and drive behavior across an. Forese is a strong proponent seemingly unrelated situations. of coaching and mentoring with J. Bryan Bennett, No one story completely defines a MBA, CPL, CPA, people both inside and outside of leader, but here are a couple of leadership LSSGB is the her organization.