People Want to Be Picked

Happy Monday, Healthcare Leaders!

Welcome to this week’s issue of The Healthcare Leader, where we explore the impact executives can have on their teams, the importance of closing the loop, and how to build your own career “mafia.”

Let’s dive in.

You’ve probably heard some version of this advice:

“Success won’t fall in your lap. You have to go out and make it happen.”

It’s usually said when talking about careers, relationships, or why you shouldn’t rely on lottery tickets.

And it’s true.

But it highlights something interesting about human nature.

People want success to fall in their lap.

That’s why we love stories about small lottery wins, the stranger who buys our coffee, or the chance meeting that changes someone’s career. Being chosen unexpectedly feels meaningful. It makes us feel seen.

This creates an opportunity for senior leaders.

You gain the ability to create those moments for other people. Not just with promotions or big opportunities, but with little moments:

These little acts can be low effort and low cost, but highly significant to the person on the other end.

People remember the moment a leader picked them.

And those moments build trust, loyalty, and advocates who reinforce your leadership even when you’re not in the room.

Great leaders don’t just look for talent. They choose people in ways that make them feel valued.

Discussion & Reflection

AdventHealth’s executive over physician enterprise, Bryan Stiltz, often shares a simple lesson:

Carry a notebook.

He explains that leaders lose trust when a physician has to repeat the same issue multiple times with no resolution or follow-up.

When a concern is raised, Bryan writes it down immediately.

Then he follows up once the issue is resolved.

After first hearing Bryan recommend this, I adopted the habit and quickly saw its impact — not just with physicians, but with everyone.

When someone raises a meaningful issue, I’ll say: “Let me write that down.”

I pull out my phone notes app and capture the key points. Later, when I have clarity or resolution, I follow up with an email, text, or quick visit.

And I’ve had people share they appreciate seeing me note their concern — it makes them feel like it actually matters.

And closing the loop afterward reinforces that feeling.

Many leaders discuss problems. Fewer leaders track them. And even fewer close the loop.

But when you consistently document issues and follow through, others feel heard and respected.

And that builds trust faster than almost anything else.

Discussion & Reflection

Some of the most influential leaders in Silicon Valley have something in common: They all worked at PayPal.

Elon Musk.
Peter Thiel.
Reid Hoffman.
The founders of YouTube and Yelp.

All of these talented and ambitious individuals could have limited their goal to becoming CEO at PayPal — competing with each other for a single role.

Instead, they expanded the pie and became known as the “PayPal Mafia” because they supported and invested in each other’s success. Going on to lead organizations across multiple industries.

Healthcare leadership can feel very similar. Competitive with limited opportunities.

Everyone climbing toward the next role.

Director.
Vice President.
COO.

But healthcare is both broad and small at the same time.

The peers you work with today will likely lead hospitals, systems, and organizations across the country in the future.

So the question becomes: Are you competing with them? Or building your own version of a “PayPal Mafia”?

A network of trusted peers who share ideas, challenge each other, recommend one another for roles, and collaborate over decades.

The leaders who shape industries rarely do it alone.

They do it with a group that grows together.

Discussion & Reflection

Who’s in your healthcare career mafia? Consider forwarding this newsletter to them and start collaborating how you can both grow in your careers together.

Until next time, stay inspired!
Rob Erich