Latest news with #CommunityHealthNetwork
Forbes
07-08-2025
- Business
- Forbes
18 Ways To Make Senior Leadership Roles Appealing To Middle Managers
Middle managers are often the backbone of an organization, but when it comes to stepping into senior leadership, many hesitate. Whether it's a lack of clarity about expectations or uncertainty about support, companies must be intentional in how they present and prepare these next-level roles to ensure a successful applicant turnout. Understanding what makes these roles appealing—or discouraging—can help organizations better engage and retain future leaders. To help, Forbes Human Resources Council members offer 18 proven strategies to make higher leadership roles more attractive and accessible for rising talent. 1. Offer Support To Future Leaders Create and maintain a culture of leadership development and support. For anyone rising to a higher position, the role can feel lonely and "in the spotlight." Companies that provide resources for leadership skill development—and reassurance that they will have ongoing support from HR and their manager—will reduce the fear middle managers often have about taking that next big step in their career. - Michelle Mahaffey, Community Health Network 2. Encourage A Culture Of Continuous Growth Make higher leadership roles more appealing to middle managers by fostering and rewarding a growth mindset within the leadership pipeline. When middle managers see that leadership is not just about holding authority but about ongoing learning, strategic thinking and personal development, they're more likely to envision themselves successfully stepping into those roles. - Imani Carroll, 3. Frame Leadership As A Chance To Make An Impact I think it's all about showing middle managers the bigger picture. It's not just about the title, but about how they can grow, learn and make a real impact. When you offer mentorship and a clear path forward, it makes stepping up feel exciting, not overwhelming. - Smiti Bhatt Deorah, 4. Be Realistic About The Responsibilities And Rewards Don't make it appealing. Make it real. Higher leadership roles are tough—more pressure, more decisions, more responsibility. Middle managers don't need a pitch; they need truth. Show the hard parts upfront, but also the rewards: shaping direction, driving change and growing others. When leadership is shown as both difficult and meaningful, the right people will step forward. - Simon De Baene, Workleap 5. Build A Clear Career Development Framework In my experience, the best way to encourage managers toward leadership is through strong talent planning and a focus on career development. With an annual process clearly defining the skills needed for success at leadership levels and a culture that actively tracks, celebrates and rewards internal mobility and promotions, middle managers are far more motivated to see themselves in higher roles. - Soni Basi, Pop HR Forbes Human Resources Council is an invitation-only organization for HR executives across all industries. Do I qualify? 6. Promote Internal Candidates For Advancement Show them it's obtainable. There can be an instinct to seek outside hires for big roles, but often the best talent comes from within—they understand the business, the issues and the people. Actively encourage and promote the position to your people, or seek out those you believe may be strong internal candidates, which is an excellent example of upskilling and skills-based hiring. - Nicky Hancock, AMS 7. Clarify The Path To Leadership Roles Many middle managers hesitate to pursue senior roles due to unclear expectations or fear they're not ready. One effective way to build interest is to demystify those roles through shadowing, exposure to leadership forums and clear development paths. When the path is visible and supported, the leap feels achievable, not out of reach. - Amy Cappellanti-Wolf, Dayforce 8. Provide Multiple Tracks For Career Progression Offer dual career progression paths, including both leadership and technical paths. When managers can choose between advancing as people leaders or deepening expertise in specialized roles, it creates a sense of ownership over their growth. Pairing this with mentorship and executive exposure helps them see career advancement. - Eiman Alhammadi, ADNOC 9. Let Managers See The Bigger Leadership Picture Show them real impact. Let middle managers shadow senior leaders, tackle stretch projects and see how their influence grows at the next level. When they get a glimpse of the purpose, challenge and growth, not just the pressure, they're far more eager to step up. - JacLyn Pagnotta, Rose Associates Inc. 10. Offer Opportunities For Experience Without Commitment Offer leadership shadowing and stretch assignments that let middle managers experience the role before applying. This builds confidence, clarifies expectations and signals a clear advancement pathway. When future leaders can visualize their growth, they're more likely to pursue higher roles with purpose and readiness. - CJ Eason, 11. Use Storytelling To Make Leadership Relatable Create videos of senior leaders sharing how their path from middle management to senior leadership was shaped. Do this for a variety of senior leaders with backgrounds in sales, marketing, finance, strategy, manufacturing, innovation, product development and so on. Ensure that leadership voices are authentic and varied (including gender and race), and share failures and setbacks along the way. - Subha Barry, Seramount 12. Involve Managers In Shaping The Organization's Future Middle managers aren't seeking more layers; they're seeking more meaning. Many don't apply because they can't see the strategic levers they could control. Make leadership roles more appealing by inviting managers to co-design the future they'd lead. Show real decision-making power and frame leadership as building systems that others will inherit. Appeal to builders, not climbers. - Katrina Jones 13. Demonstrate The Role's Strategic Value Highlight the role's strategic impact both externally and internally and offer a personalized development journey using the 4Es principles of education, experience, exposure and environment. Emphasize mentorship, growth opportunities and a culture that values their leadership. Share success stories or testimonials from current leaders to show how rewarding and impactful the path can be. - Sheena Minhas, ST Microelectronics 14. Position Leadership As A Platform For Influence Middle managers often feel stuck in the "execution zone" without room to shape strategy. Organizations must recast leadership as a platform for empowerment where their voice, vision and expertise matter at the enterprise level—a bigger stage for influence to elevate their ideas, empower others and help shape the future of the organization. That's a magnetic motivator. - Britton Bloch, Navy Federal 15. Show How The Role Supports Personal Development Show how the role supports applicants' personal growth—not just the company's goals—by offering clear development paths like executive coaching, senior mentorship and real influence. When middle managers see that stepping up brings both challenge and meaningful support, they're more likely to apply. Don't just offer a promotion, offer a compelling leadership journey! - Daniel Salamon, DS Leadership Advisory 16. Rework Roles To Reflect Healthy Leadership Models Redesign leadership roles before posting them. If middle managers see leaders as being overwhelmed, under-supported or constantly in crisis mode, they won't raise their hands. Make the path attractive by clarifying expectations, reducing hidden labor and aligning authority with support. People aspire to roles that look sustainable, not sacrificial. - Apryl Evans, USA for UNHCR 17. Offer Mentorship Or Coaching Opportunities Provide middle managers with opportunities for mentorship and career coaching. Many times, leaders need someone to bounce ideas off of, but are not sure who they can turn to. By offering this option, it gives them reassurance in a safe and trusted space to approach the leadership role with confidence and determination. - Janet Vardeman, Avanade 18. Enable Hands-On Exposure To Leadership Responsibilities Provide real insights into the delivery of the leadership role through talent pipeline access to delegated or co-delivered leadership tasks and projects. Frank and open discussion with current leaders, highlighting the opportunities and challenges leadership roles bring, increases potential candidates' projected perception of themselves in the role, which makes an application more likely. - Angela O'Donovan, UCC
Yahoo
18-02-2025
- Health
- Yahoo
Community Health partnership will build 2 behavioral health centers, adding 240 beds
Community Health Network and Lifepoint Behavioral Health will build two new inpatient hospitals in the Indianapolis metro area for people with mental health issues, the health companies announced Tuesday, The two hospitals will have 120 beds each, adding 240 inpatient beds for individuals in Central Indiana seeking behavioral health resources and two companies are currently exploring sites, according to a news release Tuesday. Community Health Network officials did not comment on what locations, if any, they have in mind for the new hospitals. Two-thirds of Marion County residents who need treatment for a serious mental illness do not receive it, according to the 2022 Community Mental Health Needs Assessment published by the Center for Health Policy at Indiana University. The county had 225 inpatient beds at the time of the report. Community and Lifepoint plan to start construction on the health centers in early 2026. The hospitals will be freestanding and operated by Lifepoint. Behavioral health centers provide mental health treatment programs for individuals with mental illness, suicidal thoughts and substance use disorders, among other symptoms. The centers can provide inpatient services to address root causes of such illnesses with short or long-term stays. "As the leading provider of behavioral health services in Indiana, Community is proud to expand access to care through innovative partnerships that address the growing needs of our communities,' said Jason Fahrlander, Community Health Network Chief Operating Officer in a press release. Marion County healthcare: 'If we only build a great hospital, we will have failed:' IU Health project spurs new group Lifepoint currently runs 24 other behavioral health hospitals across the country for children, teens, adults and seniors. Community and Lifepoint Rehabilitation, a business unit of Lifepoint Health, operate health rehab hospitals in northeast Indianapolis, Greenwood and Brownsburg. Alysa Guffey covers business and development for IndyStar. Contact her at amguffey@ This article originally appeared on Indianapolis Star: Community Health will build 2 mental health hospitals, adding 240 beds
