Robert Kane

Leadership isn’t about avoiding fear — it’s about not letting fear set the strategy. 📍 SHRM-SCP | Leadership | Future of Work Today I received my SHRM-SCP certification. I didn’t pursue it because my role required it. I pursued it because I hold myself to a higher standard. I delayed this exam for years—not due to capability, but fear of not passing the first time. Experience has taught me that fear doesn’t protect growth; it delays it. Early in my career, I internalized assessment results as identity. Now I see them for what they are: information—not a measure of potential. The Ritz-Carlton doesn’t hire people because they know how to make beds. They hire good people—because skills can be taught; character, judgment, and emotional intelligence must be chosen. That belief shapes how I think about the future of work: • intentional upskilling • emotionally intelligent leadership • and hiring people who can align teams toward shared outcomes Grateful for the reminder that leadership means choosing courage—especially when no one is requiring you to. How are you developing good people, not just strong resumes?

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East Alabama Health achieved its performance and cost improvement goals ahead of schedule through its partnership with Vizient. A strong example of how data, analytics and collaboration can drive real results.

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Excited to share that I’ll be a guest on an upcoming episode of the Digital Health News podcast, along with Sepideh (Sepi) Browning! We’ll be diving into Organizational Change Management (OCM)—what it really is (and what it’s not), how to build internal capability, and why getting the people side of change right is essential for successful digital transformation in healthcare and beyond. I’m looking forward to sharing practical insights from the field and discussing how we can move from just implementing change to actually enabling adoption and sustainability.

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As a healthcare executive, it's easy to look beyond your organization's walls to find solutions. We often face complex issues, like staffing shortages and need fast resolutions to keep our operations running smoothly. As CHRO, I would argue that your best solutions and talent can usually be found within arm's reach. The University of Maryland Shore Regional Health created an internal CT training program to grow the skills of their imaging team, enabling them to serve more patients, while simultaneously expanding career pathways for their team members.

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When hospitals face rising vacancies and an overreliance on contingent labor, the impact is felt on both patient care and budgets. That’s why I’m excited to share this case study: a North Carolina health system partnered with eHospitalHire and saw measurable change. 60 RN hires in 10 months, a 10% reduction in vacancies, and $4.3M in savings. What stands out most is the efficiency of the model, a lean team of three nurse sourcers delivering outsized results. It’s proof that smarter recruitment strategies can truly reshape how hospitals think about workforce planning. If something like this would benefit your facility please reach out and we can discuss how eHH can help build out a perm solution strategy for your hospital. #ehh #hospitalrecruiting #perm #FTE #healthcare

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Big news- Duffy Health Center is evolving to better support our team! Over the years, people functions have grown from Personnel → Human Resources → and now, People & Talent. Introducing the People & Talent Division at Duffy Health Center “Supporting our people so they can support our patients.” Why the Change? Our mission depends on the incredible people who show up every day. By transitioning to People & Talent, we are focusing on staff growth and development, engagement, retention, and culture while ensuring strong foundations to support operations and compliance. As part of our evolution from HR to People & Talent, we are updating our team titles to better reflect our focus on supporting growth, engagement, and employee experience. Director of HR → Director of People & Talent HR Generalist → People & Talent Partner This reflects our commitment to empowering staff so they can continue delivering exceptional care to our community. This shift allows us to create a more connected, empowered, and supported workforce, ensuring every team member thrives, and every patient receives the best care possible. #PeopleAndTalent #HRTransformation #EmployeeExperience #WorkplaceCulture #DuffyHealthCenter #fqhc

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From now until FNCE, I’m going to share some FNCE Friday Tips to help you make the most of your FNCE experience next month! 1. 📅 Plan Your Schedule: Now is the time to start reviewing the agenda and highlight sessions that align with your interests. Consider creating a daily plan to maximize your time. Start now so you know where you have breaks to meet colleagues or friends for coffee, lunch or a quick meet up. I’ve already started and feel like my days are filling up fast!! 2. 🛜 Network Strategically: People always say bring plenty of business cards but this is my third FNCE without business cards. Create a digital business card (I like HiHello, Inc.). These are super easy to use and share your information quick and in real time! How many business cards have you lost over the years?? Approach networking opportunities with an open mind. Don't hesitate to introduce yourself to fellow attendees and speakers. 3. Engage on Social Media: Use the event hashtag #fnce2025 to connect with others and share insights. Engaging online can help you expand your network and stay updated on real-time happenings. 4. 🤠Start shopping NOW for your boots if you don’t have any! Amazon and Walmart have some reasonable priced ones right now!! I’ve got my boots and hat ready! So, who’s going and who wants to meet up? Would love to schedule some time with you and talk about things dietetics and food and possibly a new career!!! Message me and let’s connect! More tips next Friday! #networking #fnce2025 #careermindset

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#TICE 2025, Day Two starts with a dynamic panel discussion facilitated by Amy DuVernet, Ph.D., CPTM, and included panelists, Aaron T. Jones, M.M., CPTM, Christi Hooks, EdD, MSML, SHRM-SCP, DavidLee Richardson, CPTM, and Megan Dillon. Great conversation and here is my takeaway summary Future of L&D: Adaptability and Skills - L&D professionals must adapt to industry changes and emerging technologies. - Future-ready L&D functions will be strategic, efficient, tech-savvy, consultative, and value-added. - Skills-based learning is crucial, shifting focus from tasks to mindsets. Identifying Future Skill Needs - Sources for identifying future skill needs include labor market trends, industry reports, and AI/automation trends. - Gathering insights from business leaders about skill gaps and inefficiencies is also valuable. - Focus should be on complex skills that AI cannot easily replace, such as problem-solving and creative thinking. AI Integration in L&D Initiatives - AI tools can enhance training delivery, such as using AI-generated voices to create engaging training modules. - Automation can free up trainers' time, allowing them to focus on more complex tasks and human interaction. - The human element remains important, even with AI integration, focusing on collaboration and relationship building. Supporting Learners Through Change - Addressing learner uncertainty and overwhelm through change requires empathy and a structured approach. - Skills-first onboarding helps new hires feel grounded and confident, improving retention and engagement. - Focusing on behavioral competencies and providing high-touch coaching can help learners adapt to rapid skill changes. Upskilling the L&D Team - L&D teams should model continuous learning through initiatives like lunch-and-learns, book studies, and internal knowledge sharing. - Empowering team members to lead discussions and share resources fosters a culture of learning and innovation. - Internal roundtable discussions and coaching initiatives can enhance team skills and creativity. L&D's Role in Skills Development - L&D should lead and support skills conversations, acting as strategic consultants and partners. - L&D possesses a unique perspective on skill needs and should use its influence to inform organizational decisions. - Building credibility and trust with stakeholders is essential for L&D to effectively contribute to skills development. Addressing Remote Work Challenges - Connecting remote teams requires proactive efforts to build relationships and foster community. - In-person interactions, buddy systems, and intentional networking opportunities are crucial for new hires. - Providing opportunities for informal interaction and knowledge sharing can improve team cohesion and engagement. Training Industry, Inc., Black in L&D, ATD Puget Sound, Michelle Thill, Megan R. Bell, MPM, PMP

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Williamson Health Is Investing in Talent—Because Exceptional Care Starts With Our People. Williamson Health launched its first Certified Medical Assistant Certification class on January 5 thanks to a partnership with TCAT Dickson & Clarksville. Funding for the class is provided by a Tennessee Department of Labor & Workforce Development Rural Healthcare Grant, which helps to remove a financial barrier for employees looking to level up their careers. (Pictured from left to right: Taylor Dendy, Keya McClain, Meredith Thigpen, Andrea McLeod, Beth Johnson, Sara Taylor and Courtney Hudgins). #Ruralhealthcare #workforcedevelopment #growyourown.

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#CareerAndTechnicalEducation - so important to the #HealthcareWorkforcePipeline. RALEIGH, N.C. — North Carolina Career and Technical Education (CTE) students earned a record 382,964 industry-recognized credentials during the 2024-2025 academic year, the highest total in state history, according to a report released today by the North Carolina Department of Public Instruction (NCDPI). The state ranks second nationwide for the percentage of K-12 students participating in CTE, with 36.1% of all students enrolled in a CTE course. Only Nebraska ranks higher. The credential achievement represents a 59% attainment rate, meaning students earned nearly six out of every 10 credentials available to them through their CTE coursework. "The record amount of credentials represents real opportunities for our students," said State Superintendent Maurice “Mo” Green. "When a student earns an industry-recognized credential, they're not just completing a course, they are gaining a competitive advantage in the job market and building a foundation for long-term career success." Key findings from the 2024-2025 report include: 80.61% of CTE concentrator (students who take 2-3 courses in a career pathway) graduates earned an industry-recognized credential in their pathway Over 98% of CTE concentrators graduate on time Students earned credentials across 292 unique industry certifications aligned to high-demand occupations 70,182 credentials earned by NC CTE students are recognized by the NC Workforce Credentials list as priority credentials valued by employers The Northwest Region achieved the highest attainment rate at 73% Top-performing districts by attainment rate included Transylvania County Schools (89%), Pender County Schools (88%) and Mitchell County Schools (87%) Credentials are organized into three tiers based on academic rigor, employment value and industry demand. Tier 3 credentials—advanced certifications often required for employment—saw continued growth, with students earning credentials in fields ranging from welding and electrical trades to health sciences and information technology. "Industry-recognized credentials give students a head start on their careers," said Trey Michael, NCDPI’s senior director for CTE. "Whether a student is pursuing nursing, cybersecurity, construction or culinary arts, these credentials validate their skills and open doors to good-paying jobs." The report also highlights the connection between CTE credentials and workforce needs. NC CTE offers 56 of the approximately 182 credentials identified by the NC Workforce Credentials initiative as priority credentials that put earners on a path to sustainable-wage careers. Career readiness credentials, which measure durable skills applicable across all careers, also showed growth. Students earned 6,390 career readiness credentials in 2024-2025, up from 5,932 the previous year. Full Credential Attainment Report is available at NCDPI.

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🦶🍂 September marks Fall Prevention Awareness Month 🍂🦶 Falls aren't an inevitable part of aging and can be avoided. At Ivy, our programs focused on balance and strength training aim to keep you stable, assured, and secure. Join us in minimizing risks and maintaining your strength! #FallPrevention #IvyRehab #BalanceAndStrength #StayStrongStaySafe

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Wellstar is actively expanding its healthcare presence in Columbia County and the Augusta, Georgia area through a major partnership, investments, and new facilities that will significantly increase access to care in the region:

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