National Associations of Health Services Executives

Houston Chapter

THE CAREER TRANSFORMATION CENTER (CTC)

Opening Doors to Your Senior Executive Future!!


The Career Transformation Center (CTC) is a new and integral professional development continuum for NAHSE mid-careerists who have distinguished themselves as promising high-performers with an exceptional potential to lead as future health industry senior executives.

The Center is comprised of two program tracks:

  • The Career Advancement Program will prepare you for your years as a senior level executive.
  • When the Career Transition Program is released in 2017 it will work with you to re-direct your path of expertise within another field of the health industry.  The Career Transformation Center  is designed to close major gaps in education and development systems for our profession. Under the guidance of the Advisory Board and CTC Director, the Center will become a premier source for top leadership talent across the healthcare industry.

    The Career Advancement Track will expose participants to high-impact career opportunities and connect them with inspiring leaders. It will create unique networking forums to build door opening relationships, identify mentors and build bridges to peers on a similar trajectory. Through personalized coaching and a focus on hard and soft skills we will work with you to put career goals within reach.

Panel Discusses Continuing Education in Healthcare Careers at NAHSE Meeting

On June 14th, the National Association of Health Services Executives (NAHSE) Houston Chapter convened a panel of experts to discuss the value of supplemental education in healthcare careers.


The speakers covered certifications in project management and lean six sigma, Fellow designation through the American College of Healthcare Executives (ACHE), and masters programs in business.


The panel was moderated by Latoya Bullard-Franklin, CEO of the Bullsard Group, an InnerCity 100 company and Pinnacle Award recipient. She kicked off the discussion detailing how her skills as a Master Black Belt in Six-Sigma allowed her to save significant time and money for her client, Austin Regional Clinics.


Panelist Valentino Murphy, MBA, also certified in Human Resources, pointed out how his skillsets serve as a bridge to company decisionmakers. “When you can articulate to the finance people and the C-Suite how what you are doing saves money or generates a return on investment, you usually get their attention and support,” he noted.


Ron Coulter, a Fellow with ACHE and COO of a health system, explained how the Fellow designation is often considered a must-have for hospital senior leadership, as it “demonstrates that you have the skillset, but also made a sacrifice” to study for and pass the rigorous Board Certification process required to be a Fellow,” he said. 


Christy Chukwu echoed the sentiment, given the difficulty of the Project Management Professional certification test, and the fact that many test takers do not pass on the first attempt.


Members of the panel agreed that there are differing study styles for each test, and those interested should find the one that feels most natural for them.


Panelist Latoshia Norwood acknowledged additional training can help establish one's expertise.  “The credential allows you to be taken seriously, and how you use it allows you to be the subject matter expert.”


She added that while she self-funded her training, many employers offer tuition reimbursement, scholarships, or even in-house preparation classes.

National Initiative Policy

Healthcare Groups Unveil New Online Tool for Advancing Executive Diversity

The Executive Diversity Career Navigator a new centralized online resource is now available to help healthcare leaders from underrepresented groups successfully navigate their career path to senior-level positions.


Developed through the collaborative effort of six national healthcare organizations dedicated to advancing executive diversity—the American College of Healthcare Executives, Asian Healthcare Leaders Forum, Institute for Diversity in Health Management, LGBT Forum, National Association for Latino Healthcare Executives, and the National Association of Health Services Executives will help cultivate a diverse healthcare workforce. The developers of the EDCN believe a diverse workforce is best equipped to recognize and address disparities in care and access, effectively improving health for all.

Much of the EDCN’s career development content, including tools, tips and links, will be applicable to any healthcare professional seeking information; however, key aspects of the EDCN will be tailored to the needs and interests of diverse healthcare executives. A distinguishing feature of the EDCN will be inclusion of the “voice” of experienced healthcare leaders captured in multimedia formats, including text and video, along with other unique features.


 Officially launched April 27, the EDCN is a dynamic online resource that is regularly updated with new information, such as perspectives from diverse healthcare executives, and enhanced to strengthen users’ experience on the EDCN website.

C-Suite Tip

Partnering with a Recruiting Firm

The current healthcare environment is full of opportunities for executives to advance their careers. Healthcare providers are seeking strong and experienced leaders who can guide organizational strategy and lead teams in achieving positive outcomes for key initiatives. A partnership with an executive search firm can greatly improve your career search. Here are five strategies for healthcare executives seeking to secure a new opportunity;


1. Focus on Developing New Leadership Competencies


As healthcare changes, so too does the competencies organizations are seeking in current and future leaders. In the 2017 B.E. Smith Intelligence Report, healthcare executives identified the top five attributes as:

Vision/strategy

  • Integrity
  • Agile/adaptable
  • Communication
  • Collaborative


2. Set Career Objectives and Goals


Recruitment firms should help clarify your search criteria and evaluate your precise career objectives and goals.


3. Consider Cultural Fit


When partnering with a recruitment firm, ensure attention to cultural fit is a critical component of their search process.


4. Resume and Interview Support


As a valued partner, recruitment firms should provide advice resumes and interview strategies. The firm should also coordinate all logistics for the interviews, including travel for onsite visits.


5. Build a Relationship with a Firm


Executives who develop strong partnerships with a recruitment firm typically see increased success in career advancement. Here are three critical characteristics to consider when selecting a firm:


  • Trust
  • Transparency/Open Exchange
  • Confidentiality


In today’s competitive healthcare market, partnering with a recruitment firm provides strategic advantages and can substantially help advance your career. It is necessary to find a firm that can help you navigate trends in the industry, as well as provide advice through the recruitment process.


For more information read B.E. Smith’s Industry Report, Career Strategies: Partnering with a Recruiting Firm. You can also visit, www.besmith.com or call 855-296-6318.