Leadership As A Gender Issue?

CNN’s Jack Cafferty took to the television airwaves with a controversial question disguised as news.  It recounted his blog post called “Do women make better bosses?”  While not necessarily news, the article makes some interesting points about leadership.  While discussing “bosses,” it incorporated comments about effective leadership traits such as:

Being a good adviser, mentor and rational thinker,
Being collaborative and democratic,
Being more encouraging and less bossy,
Being direct – communicating with “straight talk,”
Taking risks,
Exercising autonomy and independence,

And eliminating behaviors that employees dislike, described as loving to hear yourself talk, engaging in sports talk before getting down to business, giving harsh or evasive feedback, belittling, or needing to prove your own superiority.

I thought it interesting that these points (reinforced by quite a number of blog comments) are really gender neutral.  They, and many others, are behaviors that both women and men can engage in that better support people to do their work.  They are traits of the enlightened leader – the person, male or female, who can truly guide people to do their best and be productive in a positive atmosphere. That sort of leadership makes both working in and doing business with such enterprises smooth and easy rather than complicated and uncomfortable, the former profitable and the latter expensive. 

The article identified warmth and sensitivity to what others needed as “feminine traits” that research (authority not cited) allegedly showed was exhibited less by good managers than more masculine traits.  But that didn’t say anything about whether women or men were better leaders.  As enlightened leaders know, feminine and masculine traits can be exhibited in their own way by either gender.

And research or not, when did being warm, caring, approachable or sensitive to what people need in the workplace become detrimental to getting the job done?  Maybe those “good managers” would do well to develop such leadership characteristics, and become even better managers.

What do you think?

Advancing A Legacy of Patient Care and Comfort Through Coaching

Sharon Conley, MD was a practicing medical oncologist at Halifax Medical Center in Daytona Beach, FL in need of a change. She had a successful clinical practice that included directing the transplant program in her hospital and conducting clinical research trials. But she was tired, a bit weary of the health care delivery system, and frustrated that she could not do more for the cancer patients she treated.

Dr. Conley envisioned work on a larger scale to comfort and improve the experience of hospitalized patients. Hers had often complained that they could not directly access their prescribed pain medications in enough time to alleviate their often excruciating pain. In her numerous years of medical practice, Dr. Conley developed many ideas of ways to improve the bedside care of hospital patients – to make their experience safer and more satisfying. To address this particular concern, she designed and secured a provisional patent on a device she called the MOD®, short for “Medication on Demand,” to allow hospital patients the ability to self-administer their own pain medications instead of having to call already too-busy nurses to have each dose delivered.

She dreamed of seeing her medical device, the first-ever oral PCA (patient controlled analgesia) device, serving patients in hospitals all over the world.

A physician colleague recommended that Dr. Conley talk to a Professional Coach with whom she herself had been working. So, not sure what would happen, she contacted Dolly Garlo, a former nurse and attorney, now a trained International Coach Federation certified coach, with a business called Thrive!! (www.allthrive.com). Together they began to explore the possibilities of accomplishing the seemingly insurmountable task of bringing the MOD® device to market. “Persistence and consistency, Sharon,” she would hear repeatedly. “Just put one foot in front of the other and let’s see where you go next.”

Since that start, Dr. Conley figured a way, one step at a time, to close her medical practice and leave her physician partnership, while finishing the patent for her device and exploring the world of business – which she discovered happily, was not the mystery she thought it was.

She took business seminars specifically devoted to topics like raising venture capital, working through the maze of medical device manufacturing and mastering applicable government regulations. She created bridges to stay connected to her former medical colleagues, took on clinical research consulting projects to maintain interim financial income while restructuring her finances, and learned to network with anyone having a focus related to the MOD®. She produced a prototype device and was granted a National Institutes of Health grant to pursue a clinical trial of the MOD® at Halifax Medical Center, successfully completed in 2006.

In the clinical trial of Dr. Conley’s MOD® device, 95% of patients reported satisfaction with pain management and ease of use and 84% of nurses reported saving valuable nursing time. Impressive initial results called for a coach-encouraged celebration to maintain momentum with an increasingly busy to-do list. And there have been many such celebrations with each milestone she completed.

Dr. Conley used her great skills at sizing up people and working with multi-disciplinary professionals to assemble a crackerjack business team – a COO with significant business start up experience and a fabulous CFO, not to mention teams of legal, accounting, design and software engineering, nursing, pharmacy and other healthcare professionals – always including her trusted coach to help keep her moving forward. As a result, her company, AVANCEN, LLC: Improving Patient Care at the Bedside (www.avancen.com) was born.

And after developing a sound working business plan and raising close to $3 million of private funds the first MOD® devices rolled off the manufacturing line. An ever-evolving business and marketing campaign is being systematically implemented to bring them to hospitals throughout the US, and ultimately the EU, Asia and even Saudi Arabia.  Non-exclusive distribution agreements have been put in place with other vendors who serve the healthcare market from a different perspective.

As she was making this uncharted journey, Dr. Conley was encouraged to stay in touch with the “heart” of her activities — the reasons she was making these big changes. So she went to clown camp to perfect her Dr. FeelGood character – a sort of Groucho Marx in a white lab coat with a magic wand and jelly beans in a jar as feel good pills – her own Patch Adams approach to medical practice. Dr. FeelGood, certainly her alter ego, is one with whom she is encouraged to stay in touch, along with the pursuit of rigorous self-care to maintain the energy for her ambitious projects.

While attending a magic show as chosen way to fulfill that coaching request, Dr. Conley met Gerry, her “Irish Angel,” who has become one of her many mentors. Gerry is also an entrepreneur, with considerable business success and he has introduced her to others in Ireland who may someday play a role in AVANCEN’s mission.  There have been many more  such “chance” meetings of the right people in all areas of her projects, just as she needed them.

Magic indeed. These are but examples of the series of serendipitous events that have occurred since Dr. Conley committed to work with a coach to bring her large dream to life – a dream that will leave an incredible legacy in the medical world.

“One of the wonderful benefits of coaching,” adds Dr. Conley, “is the ability to have somebody to talk to on a regular basis who can help you reflect and discover what your your real talents and passions are all about. Then your coach can help you find the courage and patience within yourself to develop those dreams into reality so you can live life to its fullest.”

Written by: Dolly M. Garlo, RN, JD, PCC & Sharon Conley, PhD, MD

Best Advice: Get A Coach

Fortune magazine recently interviewed Eric Schmidt, Google’s Chairman and CEO, in a series asking CEO’s to reveal the ”best advice I ever got”.  Mr. Schmidt’s comment?  “Hire a coach.”

At first, he rejected the idea thinking of coaching in a remedial sense – to help correct something that was wrong.  He soon learned, however, that a coach’s role is to help you be better, perform better.

Using a typical sports analogy, more specifically, Mr. Schmidt said this:  “The coach doesn’t have to play the sport as well as you do. They have to watch you and get you to be your best. In the business context a coach is not a repetitious coach. A coach is somebody who looks at something with another set of eyes, describes it to you in [his] words, and discusses how to approach the problem.”  Here’s what else he had to say:

From my perspective as a trained and certified executive and business development coach, nobody needs a coach, again in the remedial sense, but anyone who is “coachable” can benefit greatly from working with one.

So what does it mean to be coachable?

Someone highly coachable
• can be relied upon to be on time for all calls and appointments
• is willing and able to incorporate the benefits of coaching in their life and business
• is fully willing to do the work and let the coach do the coaching
• will keep their word without struggling or sabotaging
• is willing to “try on” new concepts or different ways of doing things
• speaks straight and tells the whole truth to the coach with both respect and compassion
• can immediately share if they are not getting what they need or expect from the coach, and discuss what they want and need from the relationship
• is willing to stop or change the self-defeating behaviors that limit success (such as blaming, justification, complaining or problem-identification without contribution of possible solutions)
• recognize that coaching is an investment in this coaching program and intend to get as much as possible from the experience
• sees coaching as a worthwhile activity to improve effectiveness in life and business
• can share the credit for success with the coach and others

Choose a qualified coach – one with experience and coach-specific training, and preferably one certified by an independent professional body that requires adherence to a code of professional ethics.  Then, if you have, or are willing to develop these “coachability” traits, get ready to skyrocket your success at whatever you choose to work on with a coach.

An Environmental Tipping Point

Are you a leader, at least in your own sphere of influence, who cares about the environment? One of my favorite places is where I live in in the Florida Keys. When traveling for work, it’s hard to leave and is always a great place to come home to. But I’ve made it a point, no matter where I’ve lived, to find the best of the natural environment to immerse myself in – my cathedrals and places for spiritual connection (and fun – I believe joy to be a crucial component of spirituality).

The Keys, surrounded by ocean as they are, are causing me more concern lately. The more I learn about the environment and ecosystems, the more I realize that the Keys – like other places in the equatorial / tropical / subtropical belt around the planet, and the polar caps for that matter – are currently our “coal mine;” and here, the canaries are our coral reefs. Corals are little living animals, and those canaries are gasping – with some species of corals having been reduced to 6% of their former cover.

If you consider yourself a leader, or would like to, who cares about the environment, I wonder if you’ve seen this video, Wake Up Freak Out, from many months ago?  More about the illustrator and film’s background can be found at http://wakeupfreakout.org.  Where is that environmental tipping point anyway? When considering our coral reefs, all I can say is, it must be around here somewhere …

In my work, I am coming into contact with more and more individuals from Generation X (which encompasses the 44 to 50 million Americans born between 1965 and 1980, largely in their 30′s and early 40′s and on the whole, more ethnically diverse and better educated than the Baby Boomers – over 60% of Generation X attended college) and particularly Generation Y (also known as the “Millenials,” born in the mid-1980′s and later, these folks are in their 20s with numbers estimated as high as 70 million and include the fastest growing segment of today’s workforce). Do you know them?

I’m going to guess that Leo Murray, the illustrator of this film, is a Millenial.  Here’s an interview with him.   And another.  He’s smart, informed, talented … and very concerned.  And yet still seems lighthearted.  He may well still distrust anyone over 30 – if that sounds familiar to you.  In that, he may remind you of folks you know who used to feel that way (and who may still).  I, for one, find myself totally alarmed on some days about what’s happening environmentally. I have to actively look for places to find hope for the future, which I have not abandoned – mainly because of this generation (of voters, I might add).

Hmmm. Ready to up the ante on that reduce-reuse-recycle-and-rot effort, carry your own cloth grocery bags (or take your groceries to the car in your cart and pack them there if you forget?), drive less, unplug an appliance or two when not in use or write a few more letters to your representatives?

No need to reply to me, but feel free to talk to a few more Millenials and other folks who run things (leaders) … or pass this along.  Your planet, and my spiritual sanctuaries, thank you (as do I).