With the onset of COVID-19, the healthcare industry changed overnight. Supply disruptions, procedural changes, team displacement, and back up plans have become part of daily life.
Our industry has stood up an overwhelming number of COVID-19 resources in a short time. Many of you have expressed difficulty finding time to search for the information. We hear you!
We aggregated and summarized the supply-chain related COVID-19 resources and put into one simple downloadable guide. This guide has descriptions and links to the top resources & insights, coalitions & industry initiatives, solutions providers, and philanthropy groups. We hope this is helpful to you.
You can download the COVID-19 resources guide below. And as you use the guide, stay connected. Reach out to us and share updates at admin@supplychainsherpas.com.
While there are many important aspects of talent management, the intent of this survey was to help identify the skills necessary for the Supply Chain Leader of the Future. Specifically, the objective is to help the industry prioritize the leadership training and development opportunities. Our healthcare supply chain future depends on the collective preparedness of our incumbent leaders, emerging leaders and next generation leaders.
Respondents were asked to rate the importance of various leadership competencies and attributes, with the Supply Chain Leader of the Future in mind. Respondents were subsequently asked to rate the average proficiency level (or behavior modeling) of hospital system supply chain leaders.
Competencies are specific skills, which can be learned and mastered over time. Attributes (or traits) are specific patterns of behavior we develop based on our personal and professional experiences. For clarity, this survey assumed supply chain leaders already have the necessary technical supply chain competencies.
Below are the results from the 2019 Survey and the 2018 Survey.
Ready to start investing in your development and/or helping others with their development?
Studies suggest that effective leaders invest at least 8 hours per month in their own professional development. Are you dedicating at least one full day per month to your development? Maybe you are willing to invest the time, but don't know exactly where to spend the time or which skills would help you the most? Creating a personal development plan (PDP) can help to clarify your areas of focus and align development plans with your leaders for maximum impact. Below is a planning guide to help you facilitate the creation of your PDP.
"Live as if you were to die tomorrow. Learn as if you were to live forever." -Gandhi
What is the 10% change you are willing to make, especially if it has a 90% impact on your life?
Do you often find yourself attending conferences and seminars leaving with so many great ideas? How many of these new ideas do you really put to action? It's ok if the number is shockingly low because it happens to so many of us, despite really good intentions.
What if you could dramatically improve your IMPACT? What if you could be MORE and do LESS? Sounds impossible, right?
Download this form and put it to use to capture your top three insights from your next conference, coaching session or education session. It doesn't matter if you believe you have heard 100 powerful insights because we already know that too many insights leads to overload and inaction. Therefore, no more than three powerful insights.
For each insight, document the potential impact you could have if you put this insight to action. Finally, document the small action you will take immediately to put this insight to action. The key is to keep the action small.
I would love to hear your feedback after you put this to work for a bit.
