Credentialing & Privileging | 03.20.23
Leadership Supporting Certification
When I obtained my CPCS, it was because it was required for a new position. I had no idea what it meant at that time. I did not report to a Medical Staff Professional, so I was not provided a clear understanding of what opportunities were available or how much growth was possible for someone in this type of position. When I left the role that required me to have the CPCS, I let it lapse and regretted it immediately. I proceeded to obtain my CPCS again and in addition to that, I obtained my CPMSM. It was not long after this that I started volunteering with the Certification Commission of NAMSS (CCN) to support these certifications.
The dreaded question of, “where do you see yourself in five years?”— when asked this question in an interview a leader is trying to get an understanding of what your career goals are in the position and if you will be satisfied, work hard and stay with the company.
When working with a true leader, a professional relationship is developed where they acknowledge and want to support your personal growth goals and aim to ignite the fire they see within you. I have made this my commitment as a leader. I believe I have been granted the privilege of helping my team members to identify the room they have to develop their skills, document their expertise through certification and help them advance in their career.
As a leader in Medical Staff Services, I have had many team members tell me “I am only going to get certified if my job requires it,” or “I am only going to get certified if it’s going to increase my salary,” and let’s not forget, “I am afraid of failing.” As a dual certified leader who has accomplished so much because of my certification, I want to pay this forward. Because of that, my response to my team members has always been “It is an investment in your future. It tells everyone you are a true expert in your field.” The knowledge you obtain just in studying for the exam is invaluable, so do not be afraid of failing!
In the future, when I look back on my career as a leader, I think my success will be measured by what I leave behind and the support I provided to my team members’ growth. I am in a position now where I have the privilege of developing job descriptions, and in doing this, I make sure each requires certification be obtained in three to four years after starting so that there is the expectation and incentive for my team members to take this important step in their MSP career. However, the requirement in a job description is not enough; I must also provide ongoing encouragement. I must see the potential someone may not see in themselves and provide them with the tools, resources and encouragement to prepare for the certification test.
Help all leaders recognize the skills and expertise of your Medical Staff Professional team. Understand your teams’ strengths and weaknesses and figure out how to improve on weaknesses while bringing out the best of their strengths. Challenge them to stretch and provide the support for every team member to get certified. There is no better feeling than seeing someone you have supported receive their certification, gain that sense of personal accomplishment, and become assured of the same potential that you as their leader saw in them.