In today’s highly competitive healthcare labor, nearly 9 out of 10 organizations are experiencing a leadership shortfall, and only one-third of organizations have formal systems in place to identify high-potential leaders and strategies to retain them. What gives? Market-leading healthcare organizations have one thing in common: succession planning.
Why bother with succession planning at all? “The clearest answer is that leadership really matters. Organizations either thrive or don’t because of the quality of their leadership,” writes Nancy Schlichting, former CEO of Henry Ford Health System. Effective succession planning protects organizations from severe disruption and underperformance in an era of value-based care and shrinking reimbursement; it also helps you keep employees engaged, retain top talent and groom them for leadership when succession plans broaden beyond C-suite
Join Mike Grubich (President & Managing Partner of the LAK Group) and Andy Hillig (President of Andy Hillig Solutions, LLC) as they provide an overview of what succession planning is, the essential things to consider in your organization’s succession plan, and how individuals can take charge of their own careers and plan for their own career advancement.
Mike Grubich:
As a president and partner at the LAK Group, Michael Grubich brings more than 25 years of global leadership experience that enhances the performance of the organizations, individuals, teams and leaders he serves.
Michael helps organizations think strategically in order to move from concepts to practical implementation in all areas, from selection to succession. He provides consultation and coaching to senior leaders in order to help them move their businesses forward through an integrated approach of aligning talent, culture and business objectives.
Prior to joining LAK Group, Michael served in several global thought and operational leadership roles at Aurora Healthcare, CNH Industrial, Kohler Company, and Jockey International. During this time, he led a variety of human resources functions, including Talent Management, Leadership Development, Talent Acquisition, Succession Management, Learning and Development, Assessment, Change Management, Strategic Planning and Engagement Practices.
Andy Hillig:
As the president of Andy Hillig Solutions, LLC, Andy brings more than 20 years of healthcare leadership experience that enhanced the operational performance of the organizations he served. Prior to becoming a coach, Andy was responsible for leading organizational Lean Management transformations, applying the philosophies and principles of Lean Management, and working with executive teams on strategic business issues and ongoing leadership development initiatives in healthcare systems that employed than 20,000 employees.
As an executive and leadership coach, with Andy Hillig Solutions, Andy helps emerging, senior and executive leaders discover their purpose and become more self-aware so that they develop the mindset and abilities to go from "just getting by" to having insanely awesome careers and having the impact they want to have in the workplace.
In addition to being an ICF-Associate Certified Coach (ACC), Andy is a board-certified healthcare administrator with the American College of Healthcare Executives (ACHE). He currently serves on the board of directors for the ACHE-Wisconsin Chapter and is the Committee Chair for the Chapter’s Career Development Academy. Prior to that, he was the Chapter President of the ACHE-Wisconsin Chapter, served as the ACHE Regent for Wisconsin and was the founder the ACHE-Wisconsin Chapter Leadership Development Program.
