10 Myths, Fears & Realities Healthcare Leaders Deal With

Read time 5 minutes

Today, I want to tackle an important part of healthcare leadership that doesn’t get enough attention: Leadership myths.

These myths can shape how leaders impact their teams and careers without realizing it—this is a huge mistake. Now more than ever, healthcare leaders need to reinvent how they show up with their teams, in their careers, and within themselves to thrive. Otherwise, they will deal with inevitable engagement, retention, recruitment problems, and burnout.

So, I want to get you thinking about these myths and how they might affect your leadership. Understanding these myths, leadership fears, and the realities underneath them is an unlock to resilience and relief you don't have to fabricate—it just shows up automatically.

I mainly focus on these myths when working with healthcare leaders. However, they apply to any leadership role in any disrupted sector.

And as they say, the devil is in the details.

So, let’s dive in.

Myth #1: Healthcare Leaders are Responsible for Solving the Staff Shortage Problem

What They Secretly Think: "I feel the pressure to solve staffing issues, but it feels like trying to plug a crumbling dam with my fingers and toes, and I'm running out of fingers and toes!"

Reality #1: As a healthcare leader, your primary role is to generate an engaged culture where your team feels connected, supported, psychologically healthy and safe in the middle of the clinical chaos. Retention and recruitment issues disappear when you focus on fostering relational equity; it is about a psychologically healthy environment. This is not about making friends and 'touchy-feely' moments with your staff. It is about engaging in genuine, authentic, vulnerable relationships with the people you lead and being the person in the room to cast a vision, tell the truth, and call out bad behaviour—even if it's your own. The best people are attracted to this kind of team and don't want to leave it.

Myth #2: Tough, Directive, "I don't want any fluff!" Healthcare Leaders are Effective

What They Secretly Think: "If I don't come off as strong and decisive, my team will think I'm weak and incompetent, and they will walk all over me!"

Reality #2: Modern leaders create safe spaces and leverage relational equity so that they and their teams can navigate complex, demanding, problematic operations. When a team feels secure and valued, it performs better, stays longer, and learns how to lead and solve problems without the leader. They don't need a "strong" leader to hold them accountable to the team's primary purpose because they do that themselves. Modern leaders know how to facilitate this kind of environment and team culture.

Myth #3: Safe Spaces Create Soft Irresponsible Teams

What They Secretly Think: "If I make things too comfortable, will my team slack off or avoid accountability?"

Reality #3: Interestingly, the opposite is true. The more psychologically hazardous a team culture feels the more irresponsible and detached people become from accountability. Creating a safe space requires high self-awareness, responsibility, and courage. It means having tough conversations that invite and demand the leader and everyone on their team to take responsibility for how they show up. It's not about being soft. It's about fostering a culture of continuous improvement, mutual respect, and next-level performance—that serves patient care.

Myth #4: Great Clinicians Make Great Leaders

What They Secretly Think: "I was a top clinician, but leading a team feels like an entirely different ball game. Am I cut out for this?"

Reality #4: Most clinical leaders, managers, and executives experience imposter syndrome when it comes to leading people. This is because the clinical skills and competencies that carried them throughout their careers are not as applicable to leading and influencing people. Clinical skills are important, but effective leadership requires communication, team building, strategic planning, and emotional intelligence. Great clinicians don't automatically make great leaders without these additional skills. Leadership is a separate skill that must be learned, honed and mastered.

Myth #5: The Leader Should Always Have the Answers

What They Secretly Think: "If I admit I don't know something, will my team lose confidence in me?"

Reality #5: A leader's primary role is to facilitate their team's connection, collaboration, coordination, and communication to develop dynamic solutions to problems together. If the leader has the answer, the team will not learn how to solve their problems, which will hamstring their progress and leadership acumen. Effective leadership facilitates a collaborative environment where the team feels psychologically safe contributing ideas. You need to stop coming up with the answers and start learning how to help others do that.

Myth #6: Good Leaders Never Show Weakness

What They Secretly Think: "If I show vulnerability, will I lose respect and authority?"

Reality #6: If this myth has influenced you, watch Brene Brown's Netflix special or her Ted Talk. Showing vulnerability is a strength, not a weakness. Admitting when you don't have all the answers or when you've made a mistake builds trust and encourages open communication. It fosters a culture of learning and growth, which is crucial in healthcare. Side note: This has also been a wonderful truth I learned as a parent and grandparent. Kids intuitively trust and respect you when you tell them the truth about your mistakes, regrets and things you've done that you're not proud of, especially as it relates to them.

Myth #7: Work Longer and Harder to Get More Done

What They Secretly Think: "If I leave work on time, will my team think I'm not dedicated enough? Besides, I feel guilty when I leave and know they can't."

Reality #7: Learning to say no, ask for what you need, and then follow through is a critical skill to develop for a thriving career in healthcare leadership. You should also teach your team this skill. When one of your team members says no to you or asks for what they need from you, the litmus test tells you that you've passed the skill on and that your team feels safe enough to push back on you, even though you are their boss.

Myth #8: Emotions Have No Place in Leadership

What They Secretly Think: "If I let my emotions show, I will be seen as unprofessional or weak."

Reality #8: Regressed emotions and values are a huge energy source. When embraced and addressed in contextualized times and places, they provide energy and burnout prevention for you and your team. Emotions play a crucial role in leadership. Understanding and addressing your team's emotional well-being enhances cohesion and patient care. Good leaders show empathy and connect with their team on a human level, and they also know that they don't need to solve their or their team's emotions in any way. They need to be present with them and walk shoulder to shoulder with them.

Myth #9: Leaders Must Always be in the Front

What They Secretly Think: "If I'm not always leading the charge, will my team lose direction?"

Reality #9: Effective leaders step back to allow team members to take the lead. Lao-Tzu, the author of the Tao Te Ching, describes the best leader as someone who "people barely know exists... when his work is done, his aim fulfilled, they will say: we did it ourselves." This does not mean that a leader is an absentee owner; they are engaged in support and facilitation and fiercely advocate in the background for their team's well-being and career development. 

Myth #10: Great Leaders are Always Charismatic

What They Secretly Think: "I'm not naturally charismatic. Can I still be an effective leader?"

Reality #10: The best leaders are identified as introverted and highly sensitive because they are focused on different priorities than charisma. While charisma can be helpful, it's not essential. Integrity, transparency, empathy, and effective communication are more critical. Leaders come in all personality types, and the ability to listen, make fair decisions, and show respect is what truly counts.

Why Does Any of This Matter?

Understanding and addressing these leadership myths will impact your team and your organization.

Here’s why this matters:

• Improved Team Morale: Breaking free from outdated myths creates a more supportive and engaging work environment. This boosts morale and job satisfaction, leading to lower turnover rates.
• Better Patient Care: A team that feels supported and valued will likely provide higher-quality care. Happy, engaged staff translates to better patient outcomes and experiences.
• Enhanced Collaboration: Debunking these myths fosters a culture of collaboration and open communication. When team members feel safe to share ideas and feedback, it leads to innovative solutions and more effective problem-solving.
• Personal Growth: For you as a leader, understanding these truths allows for personal growth and development. It helps you become a more effective, empathetic, and adaptive leader.
• Organizational Resilience: Fostering a culture built on trust, safety, and collaboration creates a more resilient organization. This is crucial in the ever-changing and high-pressure field of healthcare.

Addressing these myths is not just about improving leadership; it’s about creating a better workplace for everyone. It’s about making a positive, lasting impact on your team and the patients you serve. So, let’s get started on transforming your leadership approach today.

Here Are the Actions You Can Take on Monday Morning

Transforming your leadership starts with small, actionable steps. Here’s what you can do on Monday morning to begin breaking down these myths and fostering a better work environment:

1. Schedule a Team Check-In: Set up a short meeting with your team to openly discuss any challenges and gather their input. Show them that their voices matter and that you’re committed to creating a supportive environment.
2. Practice Active Listening: Focus on genuinely listening to your team members during interactions. Reflect on what they say and ask clarifying questions to ensure you understand their concerns and ideas.
3. Model Vulnerability: Share a recent challenge or mistake and what you learned from it. This will encourage your team to be more open and foster a culture of trust.
4. Encourage Peer Support: Pair up team members for a peer-mentoring session where they can share their experiences and offer support to one another. This builds relational equity and strengthens team bonds.
5. Set Personal Boundaries: Lead by example and respect your work-life balance. Leave work on time and encourage your team to do the same. Highlight the importance of rest and recovery for maintaining high performance.
6. Implement Micro-Moments for Self-Care: Introduce short breaks for deep breathing or quick daily walks. Use phone reminders to prompt these moments of self-care and stress relief.
7. Foster a Culture of Appreciation: Take a few minutes to recognize and thank team members for their contributions. A simple acknowledgment can go a long way in boosting morale and motivation.
8. Encourage Continuous Learning: Promote opportunities for professional development, whether through formal training sessions or informal "Lunch and Learn" events. Support your team’s growth and skill-building.

By taking these steps, you’ll see a shift in your team’s dynamics and overall performance. It’s about making a series of small, meaningful changes that add up to a significant impact. Let’s start this journey towards better leadership and a healthier workplace together.

Final Words and Next Steps

Recognizing and addressing these leadership myths is the beginning of your journey to becoming a more effective and empathetic leader. By taking these steps, you are paving the way for a healthier, more productive, and more resilient team.

Remember, change doesn't happen overnight, but each small action you take can significantly impact over time. Implement the strategies we've discussed, and observe the positive shifts in your team's dynamics and overall morale.

Don't hesitate to reach out if you need additional support or guidance. I’m here to help you navigate these changes and provide any assistance. Whether through one-on-one coaching, group workshops, or simply answering your questions, I'm committed to supporting your leadership journey.

Feel free to connect with me on LinkedIn or reply to this email. Let’s work together to create a thriving, supportive environment for your team and make a lasting difference in healthcare.

Thank you for joining me on this path of growth and transformation. I look forward to hearing about your successes and challenges and supporting you every step of the way.

Warmly, Trace 

Whenever you're ready, there are 3 ways I can help you:

1. Safe Space Team Building Workshops:   Are you an executive leader dealing with burnout and low retention? A healthcare manager with disengaged teams? Or a clinical leader facing staff resistance? Our 4-hour Safe Space Team Building Workshops can help. Join over 1,500 healthcare professionals who've experienced the transformation of team cohesion by fostering workshops that foster respect, trust, and support that make your job easier. Reach out today to book a workshop and improve your team's culture.

2. Safe Space Group & Team Coaching: Are you struggling with burnout, retention, or morale? Safe Space Systemic Group and Team Coaching can help. Join over 1,000 healthcare leaders who've transformed their practices with psychological and neurobiological safety. Through group and team coaching, you'll learn to create a workplace where everyone feels safe, connected, and energized. Unlock 25 years of expertise with proven methods and actionable strategies. Transform your leadership and your team's well-being today.

3. Safe Space Training & Mentorship:  Are you struggling with burnout, retention, or morale? Safe Space Training and Mentorship can help. Join over 500 healthcare leaders who've transformed their practices by integrating safe space-informed coaching. Learn to emotionally regulate, co-regulate, and lead with psychological and neurobiological safety as your foundation. Transform your healthcare system by first transforming the one system you fully control—yourself. Direct message me to arrange a consultation and start your journey today.