Tom Jacobs: When planning and starting a new center, sometimes it seems the safest bet to hire a nurse manager or administrator that has been a loyal and trusted employee of one of the leader physicians. Certainly, we’ve all seen this work. But too often this instinct serves to short-circuit the recruiting and staffing process, which could have resulted in a candidate better-suited to the fast-paced, multifaceted environment of an ASC. In the worst-case scenario, we’ve witnessed good relationships go sour as misfits in person-to-position situations fester.
It’s always recommended to do a full search especially for the most senior-level positions in the center. A full search should be based on a very clear understanding of the critical skills and attributes needed to thrive in each leadership position. For example, ASCs should likely recruit an administrator who has demonstrated business acumen, can articulate a clear vision and motivate, can build consensus and has a track record of following through on projects and commitments. On the other hand, someone who has a clinical background and has a naturally caring approach, a master of his or her competency, demonstrates initiative (especially in critical situations), is collaborative and highly organized might fit best in the clinical director or nurse manager role. Finding a best fit to each position is critical, and prevents many of the problems that may occur before they have an opportunity to surface.
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Read other critical ASC mistakes:
– Critical ASC Physician-Owner Mistake: Blocking New Physicians
– Critical ASC Mistake: Opening New ASC and MOB at the Same Time
