Executive vice president of operations for Mercy Health and regional president of Mercy’s West region, Donn Sorensen, has worked in the health care industry for more than 30 years.
While three decades of successful work in any industry builds your knowledge and proficiency, likewise, this impressive amount of experience has helped Sorensen become successful in developing management teams with big hearts and a high level of expertise.
And he has a long list of tips and ideas on how to build the type of leaders who guide with compassion and empathy.
He works daily to improve the overall patient experience at Mercy and develop strong and compassionate leaders, and he does it all with humor and a thorough enjoyment of his job.
One aspect that he said is key to this type of job satisfaction and building other strong managers is staying genuine. How do you make sure genuineness remains constant? Sorensen filled us in on a few details.
How do you describe genuineness?
It involves figuring out who you are, and sticking with it. Be yourself. Don’t let other people pressure you into becoming what you think they want you to be. Offer up who you are – nothing more, nothing less.
What are some of the ways you can genuinely establish trust?
Show your own vulnerabilities. Don’t justify mistakes that you make. Admit them, and your employees will respect you more for taking responsibility for your own blunders. They come to realize that if you say something, you mean it. Trust builds from there.
How does being genuine and trustworthy inspire employees?
Once they realize that’s how you operate, they become more transparent themselves. After all, if you can admit a mistake, why can’t they? Then you both discuss it directly. It encourages honesty in the workplace that works both ways.
What’s the best way to approach accountability?
I believe that making employees accountable – even showing anger if expectations don’t come through – is part of being real and genuine. Everyone is there to do a job, and if it isn’t done, being real and honest is the best thing you can do for everyone (of course, the anger should not be insulting or demeaning to the person, but should focus on the problem at hand). Then follow the accountability with affirmation of your faith in the person to succeed and make it right.
How do you show you genuinely care about your employees?
I use hoorays, hugs and humor. Praise is always important – celebrating their successes and letting them know when you think things are going well. I give hugs appropriately – when I know it will be well received. I am a hugger, but not everyone else is, and you usually know your employees well enough to realize whether hugs are OK. Humor is another great way to show affection. Just because you like to laugh or have a good time, does not mean you can’t be a serious leader. It makes you a leader that people want to develop a good working relationship with.
Sorensen’s book, “Big-Hearted Leadership” explores the details of many aspects of building strong and compassionate leaders. For more insights and information, visit donnsorensen.com. A portion of book sale proceeds go to the Mercy Foundation.
