Successful healthcare organizations employ teams where each person owns their piece(s) of the pie and are almost always lead by individuals who understand the importance of building a supportive structure around innovative ideas. If your organization is anything like the rest, your management team probably has a list of visions in mind for the future. Choosing the most logical vision is truly an art, not a science – and assembling your team carefully gives the best leg up on success.

So let’s talk about the dynamics of your leadership team, the people who are charged with managing your organization. In my experience there are leaders, there are visionaries… and you need both:

Visionaries Organize Ideas
It’s likely your organization employs at least one visionary already. In fact, if you don’t have anyone you can think of in this very moment, stop reading this right now and go recruit! A visionary is often marked by traits such as:

  • Approaching solutions from the outside in
  • Staying ahead of competition by analyzing markets other than your own
  • Looking at your business from every pair of shoes in the company

Companies tend to rally around a center point of attention and often a visionary personality is that center point. It’s the passion and personality that makes their particular brand of business tick. This works but struggles to scale. Your visionaries will need to consistently evaluate new ideas and opportunities while relying on others to turn concept into reality.

Companies or initiatives that are built only around visionaries run a significantly larger risk of failing after new ideas are launched. This can happen because the effort and attention it takes to keep a vision alive becomes more challenging as “what’s new” and becomes “the norm” in your company.

Leaders Organize People
While visionary leaders are often very effective in an organization, to be effective they will need to be supported in a way that, once a vision is outlined and accomplished, it is handed over to a team dedicated to making that “new idea” stick and become adopted as standard operating procedure.

For example, let’s say you pass the first $1 million benchmark in sales for a new service line which triggers the decision to turn that line into a long-term profit center for the company. Effective leadership directs the profit center toward those team members who can create organization and workflow around it. This would include actions like building a supportive repair and accessory business around the service line or perhaps expanding the number of patients to whom you provide the service.

Action taken by your leaders then encourages the visionaries to pursue the next challenge.

Leaders + Visionaries
If Anna were writing this article, she’d use one of her favorite analogies about a square being a rectangle but a rectangle not always being a square: you will have visionary leaders on your team yet every leader on your team won’t necessarily be a visionary.

Whether they fall into the ‘leader’ or ‘visionary’ category, the natural born leaders of the world tend to be magnetic. They are the ones who other people listen to and emulate and your organization needs both management styles to survive for the long run.

Remember, scaling is about more than just multiples of revenue. To ultimately to ’scale’ your organization, you need to also scale your labor. Channeling visionaries toward growth and leaders toward organizing team members to support those visionaries over the long run is a careful balance.

Share Your Experience
Lab Tactical helps you strike that balance because we understand how to help you work with both your visionaries and your leaders. Can you think of an example where scaling or adopting a new idea has been a struggle for your organization? We’d love to talk about it.

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