HEALTH INFORMATION PROFESSIONALS AND CAREER PATH TO THE C-SUITE.

PRESENTATION BY: SHOKOYA O. JOHN LHRP, RHIA, PMP, Dip(Health info. Mgt.) HEALTH RECORDS St. Nicholas Hospital. 24:03:’17

Objectives To realize that H.I.M practitioners has a place at the top management level. To realize that H.I.M professional can reach his/her full career potential. To identify possible barriers to advancement. To Proffer solutions to identified barriers.

Introduction What is C-SUITE? Business Dictionary defines it as a term used to describe corporate officers and directors. C-suite, is used to describe high-ranking executive titles within an organization. Where the letter C, in this context, stands for chief.

Introduction Cont. Officers who hold C-level positions are typically considered the most powerful and influential members of an organization; consequently, these executives set the company's strategy, make higher-stakes decisions and ensure the day-to-day operations align with fulfilling the company's strategic goals.

Examples of C-Suite Example of C-SUITE includes chief executive officer(CEO), chief operating officer(COO), chief financial officer(CFO) and Chief Medical Records Officer(CMRO).

The Chief Medical Records Officer(CMRO). The Chief Medical Records Officer(CMRO) is responsible for generating, planning, organizing and dissemination of relevant information(processed data) within an organisation.

The Chief Medical Records Officer(CMRO). S/he develops policies that guides the use and release of information within an organization. Even though it is not shown on the balance sheet, information is an asset of the Healthcare organization as surely as capital, people, research, buildings and reputation. It is no doubt that the amount of information an organization has access to determine it rate of success or failure.

The questions we must ask… Leadership occurs at many organizational levels, and HIM typically has provided operational leadership at a departmental or divisional level. But how likely is it that HIM professionals will progress to leadership positions at strategic and policy levels and the C-Suite?

The questions we must ask… what challenges face the profession in getting on track and reaching positions of influence in the C-suite?

Barriers to Advancement Barriers to advancement fall into several categories. Among these are societal, structural, institutional mindsets and individual mindsets. Societal barriers include such things as stereotypes, bias and prejudice that keep one from advancing.

Barriers to Advancement cont.… Lack of mentors, sponsors and a strong professional network that can help promote a viable career development are significant barriers. Individual mindsets is also another challenge that has place a limitation on people from reaching their full potentials. Lower self confidence and self-belief.

Stepping Up to The Challenge. So what can HIM professionals do to challenge and overcome common barriers that hold them back from executive positions? A primary barrier to the C-suite is advanced education. The reality is that pursuing advanced educational degrees must be a top priority to getting HIM on track to the C-suite. HIM professionals must aim for executive positions before they can achieve them. Raising career ambition and taking risks in seeking and increasing career responsibilities are keys to the C-suite track.

Stepping Up to The Challenge cont.… The double bind is that lower confidence and self-belief are potential impediments to aiming high. Building confidence and self-belief can be cultivated. Focusing on strengths and applauding successes, seeking new experiences and seeing them as opportunities rather than as wins or losses, and dialing down perfectionism can all help to increase confidence.

Stepping Up to The Challenge cont.… Self-promotion is a critical career building strategy. Gaining a voice at the table requires leveraging personal strengths that add value to the organization and letting people know that value. Self-advocacy, backed by achievement, is a primary tool for establishing relationships, getting information and increasing social capital. HIM professionals must learn how to self-advocate and broadcast their value in order to get on the C-suite track.

Stepping Up to The Challenge cont.… No one makes it to the C-suite without help. Developing professional relationships, engaging in focused networking and amassing social capital are all requisite to making it to the C-suite and staying there. There is evidence that social capital is more important to career advancement than performance: the better the capital, the better access to information, resources and career sponsorship.

Stepping Up to The Challenge cont.… Thus expanding professional networks beyond the boundaries of H.I.M both internal and external to the organization is essential for being on the C-suite track. Mentors and sponsors are necessary for advancing to the C-suite, and HIM professionals must cultivate both.

Stepping Up to The Challenge cont.… A mentor is a role model and someone who provides advice, appraisal and coaching in helping individuals meet their goals. Sponsors, on the other hand, are in a position of authority who actively advocate and use their influence and network to help others advance their careers. HIM professionals must strategically select mentors and sponsors, ensuring that the people they choose are the right ones for advancing their careers.

Conclusion. Whether H.I.M is on the track that turns strategy into action and takes on institutional and individual barriers depends on the actions of both HIMAN OR AHRPN(as the case may be) and H.I.M professionals. Without stepping up to the challenge and tackling highlighted issues, H.I.M leadership strategy will remain only a dream.

Thank You

References How to reach the C-Suite(Journal of AHIMA) by Mary Butler. Dec