Gary Danoff

Rethinking your org structure? Make sure you're not walking into these 6 common traps. We see even experienced leaders stumble on these, especially during moments of change like new strategies, integrations, or scale-ups. 👉 Read the full article: https://lnkd.in/dq74eMTU

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𝗔𝗜 𝗶𝘀𝗻’𝘁 𝘁𝗵𝗲 𝗱𝗶𝘀𝗿𝘂𝗽𝘁𝗼𝗿—𝗮𝗺𝗯𝗶𝗴𝘂𝗶𝘁𝘆 𝗶𝘀. 💡The real threat to performance isn't new technology—it's not knowing how to apply it. -->When roles lack clarity and top-performer behaviors aren’t codified, AI only amplifies the noise. -->But when you teach AI what great looks like, it becomes a force multiplier. Let’s make sure your people—and your AI—are aligned on excellence. ♻️Repost if this resonates. 👣Follow me for more insights and case studies. https://lnkd.in/e8Aw4v9f

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New Episode Unpacked with Ron Harvey From Accenture to Academia: Building Culture, Trust, And Results with Brad Englert. Link: https://lnkd.in/eJg2Cc8P We talk with Brad about shifting from command and control to caring, values‑driven leadership that scales through relationships, mentors, and clear expectations. From cloud migrations and crisis drills to vendor turnarounds and weekly check‑ins, the tools are simple and the results are durable. • career path from Accenture partner to higher‑ed CIO • relationships and mentoring as the engine of change • moving from fire drills to proactive, customer‑focused IT • designing values that attract and retain talent • slow down to frame problems and set expectations • collaborative leadership and accountability for results • crisis preparedness across power, cyber, and safety • strategic vendor management and replacing poor partners • advice for new leaders on delegation, apology, and mentoring • where to find the book and how to connect

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Direct Access PT This article is 15 years old. Quality, outcomes, and value. PT has it all. Yet, here we are, in 2026, still trying to figure things out. What gives? What are the best next steps? Asking American Physical Therapy Association (APTA) and MSK leaders. 🧑‍🤝‍🧑 Patient Profiles • 🟦 Very similar case mix between groups — diagnoses and morbidity burden were nearly identical. • 👶 Self‑referred patients were slightly younger, but differences were small and not clinically meaningful. 🧾 PT Episode Utilization • 📉 Self-referred episodes used fewer PT visits — about 86% of the visits used in physician-referred episodes (after adjustment). • 💵 Lower PT episode costs — self-referred episodes averaged $0.87 in allowable amounts for every $1.00 spent in physician-referred episodes. • 🧠 These differences persisted even after adjusting for age, gender, diagnosis, case mix, and year. 🏥 Related Health Care Use (Before, During, After PT) • ⏳ Before PT: Physician-referred patients had more related health care use in the 30 days prior. • 🩺 During PT: Physician-referred patients had more non‑PT related health care use during the episode. • 🔄 After PT: No difference — related health care use equalized in the 60 days following PT. 🧩 Interpretation • 🟢 Self-referral did NOT lead to increased downstream utilization, missed pathology, or higher costs. • 🟢 PTs managed self-referred patients efficiently, with fewer visits and lower episode costs. • 🟡 Differences in pre‑episode utilization suggest physician-referred patients may have more complex care pathways, not necessarily more severe conditions. 🧨 Implications • 🚪 Direct access is safe, cost‑effective, and efficient. • 🩻 No evidence of overuse or missed pathology in self-referred episodes. • 🏛️ Supports policy arguments for expanding direct access and reducing unnecessary gatekeeping. • 🧑‍⚕️ Reinforces PTs’ role as front‑end MSK providers capable of triage and differential diagnosis.

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The $12M Skills-Jobs-Income Grant That Changes Everything EON Reality’s Spatial AI Skills-Jobs-Income Grant Program connects education directly to careers and income — with a $12.4M tech ecosystem offered for just $300,000. 🎧 In This Episode: We break down how this program integrates immersive learning, AI-powered career navigation, and entrepreneurship incubation to create a complete economic pathway for students. 🧠 Highlights Include: 40:1 return on institutional investment Perpetual licenses and no renewal fees Access to global funding and innovation networks AI Workforce reducing startup costs by 90% Global South leadership in AI application development 🚀 This isn’t just a grant — it’s the foundation of a new economic order. 🔗 Learn more at: eonreality

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"With The Five Fractures, Proconsul offers a disciplined, almost severe framework for accountability and structural integrity in organizational systems. The core message is that systems don't need more effort or clarity - they need enforced consequence and measurable outcomes." https://lnkd.in/g3utHHZ5

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🧭 How do we retain and empower the program coordinators who keep #GME running? A new article in JGME outlines evidence-based strategies to support program coordinator job satisfaction and career longevity — including formal career ladders, increased leadership inclusion, and protected time for professional development. These aren’t just HR issues, they’re mission-critical for the success and sustainability of residency and fellowship programs. 📘 Read the full article here: https://lnkd.in/gm2pcNPD 👉 Next step: Review your institution’s coordinator career pathway. Does it offer growth, recognition, and a seat at the table? If not, it’s time to start that conversation.

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Meeting standards is the baseline. But programs that stop there rarely deliver lasting impact. Across programs where outcomes depend on people’s trust we’ve seen the same truth: trust is the infrastructure behind lasting programs. Trust is what turns attendance into engagement, reporting into reliable data, training into embedded practice, and short-term fixes into sustained change. The bilingual food safety training pilot with the City of Philadelphia is one example: by addressing language and literacy barriers, the program built trust and trust carried knowledge gains into a 100% certification success rate. The lesson isn’t new to us, but it’s worth underscoring: programs don’t last because they check boxes. They last because people trust them.

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High-performing organizations understand that leadership is social, not solitary. Cohort learning accelerates insight, strengthens trust, and builds enterprise thinking across leaders. For CHROs seeking scalable impact, this article explores the hidden power behind group coaching models. Read the full perspective here: https://lnkd.in/ezSrj5rJ #CohortLearning #LeadershipGrowth #EnterpriseMindset #OrganizationalCulture #CHROLeadership

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Leadership is not a title. Leadership is a responsibility. These leadership principles, drawn from General Norman Schwarzkopf’s experience, apply far beyond the military. They apply equally to companies, institutions, governments, and any organization navigating uncertainty, pressure, and change. At its core, leadership is defined by character. Not competence alone, not position, not authority but character. The strength to do what is right. The courage to face reality. And the willingness to accept responsibility, especially when things go wrong. Because the truth is simple, and uncomfortable: no organisation improves until leadership is willing to admit that something is broken. Silence inside an organisation is not stability. Silence is decay. When people stop speaking up, stop challenging decisions, or stop believing they will be heard, and starting to leave, the damage is already underway. Trust erodes. Motivation fades. Talent disengages. And eventually, the organisation loses its ability to adapt, learn, and survive. It becomes visible very fast no matter how good PR is. Leadership is not about protecting position. It is about protecting people, integrity, and purpose. True leaders do not cover mistakes. They face them. They fix them. They create an environment where people can speak openly, learn, and improve. They set standards, provide clarity, remove obstacles, and enable others to succeed. Leadership driven by ego, fear, comfort-zones or self-preservation creates fragility. Leadership driven by responsibility creates resilience. In times of rapid change, uncertainty, and pressure which defines the world we live in today, leadership matters more than ever. Not as a symbolic role, but as an active force that shapes culture, trust, and the future of the organisation. Because people do not follow titles. They follow integrity. And ultimately, the most important rule remains the simplest one: Do what is right. Not what is easy. Not what protects appearances. But what is right. That is leadership. #Leadership #Integrity #Responsibility #OrganizationalCulture https://lnkd.in/dqHPdUG6

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What CHROs Must Now Become The CHRO of the future will not be a policy custodian. They will be a Chief Execution Architect—a system strategist with hard levers. They will: Own the behavior-performance-culture triangle Build red-line accountability systems across roles Control access to promotion, pipeline, and prestige Redesign leadership not as status but as behavior-enforced access to impact Anchor HR inside the company’s operational nervous system—not beside it This is how the CHRO becomes co-equal with the CEO, COO and CFO—not just in title, but in function. Go (https://lnkd.in/ePE6xvfu)

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