Healthcare Leadership White Paper Series
10 questions to Ask When Seeking
Your Next Leadership Opportunity
By Kathy Noland, Ph.D, and Rich Miller, MBA
Are you contemplating a career move? As an executive in a field as
challenging and competitive as healthcare, finding the right fit is
crucial to your long-term leadership success. Asking yourself these
10 questions will ensure you’re positioned to find that ideal match.
1. Have you conducted a self-evaluation to
determine priorities?
A transition, particularly at the level you’ve reached in your career,
requires intense self-assessment. Now is the time to define your
mission and values, strengths and accomplishments, leadership and
communication styles, and career goals.
First, evaluate your current position. Identify components you
enjoy. Then, determine those you’d change. What goals have you
accomplished? What are your future goals? Is your family able to
relocate? What’s your ideal compensation package? Write down
your thoughts, so you can utilize the information in the next steps.
2. Have you evaluated your strengths and weaknesses?
Self-evaluation is more effective when it’s a strategic process. One
valuable technique is a professional/personal SWOT analysis , which
identifies factors affecting your leadership profile in four key areas:
Strengths, Weaknesses, Opportunities and Threats (see graphic).
Professional SWOT Analysis chart
• Internal • Internal
Your Your
Strengths Weaknesses
Opportunities Threats in
in Your Career Your Career
Field Field
• External • External
Internal factors include strengths and weaknesses. Using
self-evaluation and feedback from peers and mentors, identify
weaknesses impacting your career advancement and work to
overcome them. Then, focus your efforts on developing your
core leadership strengths.
3. Have you evaluated opportunities and threats to your career
advancement?
The second component of the SWOT analysis is to evaluate oppor-
tunities and threats to executive advancement. You can’t directly
control these factors, but you can take advantage of opportunities
and lessen the effect of threats. Opportunities include industry
trends creating executive openings; professional development or
educational options that enhance your marketability; or organiza-
tions seeking your skill set. Threats include competitive factors
and limited availability of positions.
4. Can you articulate key skills and accomplishments?
Talented executives possess key skills top healthcare organizations
are seeking. Compile a list of your skills and accomplishments.
You’ll need to articulate these attributes and support them with
examples throughout the search process. Selected examples of
contemporary leadership skills include:
• Decisive, collaborative and visionary leader with the ability to
be a change agent
• Track record for improving financial performance while
driving strategic growth
• Proven in fostering innovation, quality, productivity, process
improvement, trust, engagement and accountability
• Ability to develop physician partnerships and execute the
vision of their alignment within the organization
• Consummate communicator who builds relationships and
enhances public perception
1
The Career SWOT Analysis was developed by Randall S. Hansen, Ph.D., and Katharine
Hansen, Ph.D. with Quintessential Careers.
877.802.4593 | www.BESmith.com
Looking for a New Position? 10 Questions to Ask
5. Are you using your network to your best advantage?
Your network of professional contacts is a valuable tool during a
career transition. Continue to nurture these relationships, and not
just when you’re looking for a new position. Networking is a two–way
street: if you help colleagues advance their careers, they will return
the favor. Expand your network by developing strategic relationships
in organizations where you’d like to work and with search firms.
6. Have you achieved the right level of visibility in the market?
It’s important to be visible in the industry, but the level needs to be
appropriate. Avoid blitzing the market to make a change. Effective strat-
egies include volunteering in professional organizations such as state
hospital associations and community groups; and collaborating with
marketing staff to identify speaking engagements and publishing oppor-
tunities in healthcare trade magazines and other news media. These
strategies reinforce your industry leadership and expand your network.
7. Are you using LinkedIn effectively?
LinkedIn (linkedin.com) is an excellent forum for networking
and showcasing your background and accomplishments. Include
a photo, headline and professional recommendations in your
profile. Participate in discussion groups — these provide a venue
for making connections. Include keywords related to the position
you are seeking in your profile. Recruiters use these terms when
searching online for qualified candidates.
8. Is your resume designed to generate visibility, review and results?
Your resume should be concise, transparent and focused, accurately
reflecting your experience and accomplishments without overstating
performance. In employment history, start by summarizing tenure,
positions held, strengths, areas of expertise and list organizations
and positions in reverse chronological order. Close with education/
certifications, professional organizations and affiliations, awards,
published articles and presentations.
Selected tips include:
• Use Microsoft Word (but not the resume format wizard)
B. E. Smith: Integrated Healthcare Leadership Solutions
Founded in 1978, B. E. Smith is a full-service leadership solutions
firm for healthcare providers. B. E. Smith’s comprehensive suite
of services includes Interim Leadership, Permanent Executive
Placements and Consulting Solutions. The company is comprised
of veteran healthcare leaders who partner with each client to
create a solution that uniquely fits that client’s individual needs.
Recently, B. E. Smith placed more than 600 leaders into health-
care organizations worldwide.
For more information, visit www.BESmith.com or call 877.802.4593.
© 2011 B. E. Smith, Inc.
• Length: 2-3 pages, but definitely less than five
• Provide a brief overview (2-3 sentences) of each organization,
including services offered, bed size, FTEs
• List 4-5 key accomplishments for each position you’ve held
• Infuse key words related to the position you are seeking
9. Do you have strong interview skills?
Treat every interview with respect; do your homework on
the organization, position and interviewers. Listen carefully
to questions and respond with specific examples. Define your
strengths confidently, but without bravado. Be honest about
why you’re changing positions without dwelling on the negative.
Displaying energy and sincere interest are the two most important
characteristics of a successful candidate. Don’t be overly talkative,
but ask insightful questions. Return calls and e-mails promptly,
even if it’s to say you’re not interested.
10. Have you established search firm partnerships?
An executive search firm is your most valuable partner. For the
best chance of success, be honest about your needs and employ-
ment history. Remember that perfection is not expected. Search
firms must understand your goals, accomplishments and personal
profile to partner with you in finding your ideal position. For the
best exposure to opportunities, submit your resume to the most
reputable search firms in the healthcare industry.
The hallmark of a retained search firm is working for two customers
— the hiring organization and the candidates. The firm’s founda-
tion is comprised of candidate relationships built on trust and open
communication. If you’ve honestly identified your needs, the firm
will match you with positions for which you’re ideally suited.
Next steps
Developing thoughtful answers to these 10 questions will help
you determine the steps you will need to take as you launch your
career transition. Taking your search process as seriously as your
leadership career ensures success in both journeys.
Kathy Noland, Ph.D., is senior vice president of Executive Search at
B. E. Smith. She leads the firm’s No. 1-ranked executive search services
division, which serves more than 70 percent of the industry’s top health-
care organizations. Dr. Noland brings more than 25 years of healthcare
experience in senior leadership positions. She specializes in partnering
with boards and senior leadership in the recruitment of C-suite positions.
Rich Miller, MBA, is senior vice president of information technology and
talent strategies at B. E. Smith, where he leads a state-of-the-art Talent
Strategies team. A results-oriented leader, Miller excels at building teams
with a commitment to quality, execution and operational excellence. Formerly
the CIO of a leading health information systems company, Miller has served
in numerous senior executive roles during his 25-year career in healthcare.
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