Orthopedics and Neurosurgery, who will inspire us by showing how women in leadership can break barriers, spark innovation, and lift others up along the way. You'll leave this session with actionable insights on how to mentor and lead with authenticity and collaboration. Rochelle. Hopefully I'll be able to get these PowerPoint slides moving forward. Good afternoon, ladies. My name is Rochelle. As she mentioned, I am the patient access director at Midlands Orthopedic and Neurosurgery in Columbia, South Carolina. But I can say the most fulfilling and rewarding role that I do fill is the wife to an amazing husband of soon to be 14 years, October 9th. I'm excited about that. Thank you. I am also a proud mother to three beautiful adult children. I have two boys. Tavon Dallas is a male. And Tanisha is my baby girl, which she, of course, takes over as mother sometimes. I am any GGs, any grandmothers, any glam mothers in the building? We have two back. We have three. I have just recently joined the GG club. My daughter actually gave birth to my first grandchild, an amazing, beautiful baby boy, Brayden Robinson, the best birthday gift ever. So let's get started on elevating your impact and what that looks like for women in leadership. This is a Women in Practice Management, I would say, conference. But what I love about that is it's a women empowerment, right? Women empowerment. Let's get started. All right. There we go. So, of course, with elevating your impact, we have a few objectives on today. We are empowering women in leadership positions to encourage them to develop mentorship programs. The importance of that is to inspire other women to champion their achievements. We're also discussing the collaborative approach in leadership and exploring ways that this approach is effective for teens to adapt quickly to emerging challenges. And one that is dear and true to my heart is the beauty of authentic leadership. And of course, how that fosters positive relationships with those that you lead. A few achievements, of course, will be shared along the way. The most important out of all three is what to do is speak up. That you're willing to speak up as women. You're willing to speak up of the importance of developing your mentorship programs. That you're willing to speak up when you are sharing your ideas during that collaborative approach. That you are also willing to speak up and to advocate not only for yourself as one, but when we are standing up and speaking up, we are standing up for the 10,000, of course, to follow behind us. An amazing and a powerful, I would say, message or statement from Ms. Maya Angelou. So when you're leaving here today, we are going to do what? That doesn't sound right. We're going to do what? Speak up. We're going to do what? Speak up. Yes. So we're going back. We're elevating the impact with our teams, our companies, and even with our families as well. So collaborative leadership, what does that look like? The most important thing I can say for collaborative leadership is that it does promote open communication. You are breaking down those communication barriers. You are rebuilding, restructuring, I would say, those bridges. You're also, of course, enabling the team to swiftly adapt to those new and emerging challenges, capitalizing on their strengths, capitalizing on their strengths. One word comes to mind when I think of collaborative leadership. I know we've all heard it a few years and it's still lingering around. Collaborative leadership, this nasty word as you, of course, are starting off your morning, your morning routines, or even as you're in the office, and you get that email or you get that text message, what word do you think that is? I am tested positive for, oh, we got a couple of things we said. I am tested positive for, yes, the nasty word of COVID. The COVID changed. I don't know about you, but it impacted the way that we thought, the way, the dynamics of our teams, our workflows. It changed drastically. The word COVID, that nasty word of COVID, but, of course, it stresses the importance of why you must come together or have a strong collaborative team that when one is out or when you got, well, we had at one point in time, when we were down to 14 members out of 20, one is out, the show must go on. The show must go on. Your operations, I would say your workflows, still must run steady, and that they look as far as that there's, if there's only four, there's still 20 that's a part of that team. Collaborative leadership. I say that we have definitely these beautiful people here, and, yes, I do have a male. I threw him in there. No. He was a part of our patient service leadership team, and he kind of not goes with the flow, but he's very supportive and very understanding of women, and with these beautiful people here, what they're doing is they're planning during the strategic meeting. Of course, we're finishing out the year strong. We're planning to close one office, and then after that, we're opening up a new office. We know, of course, with COVID and everything else, the changes and the dynamic upon this team was staffing shortages. Working together, not just with one idea, but with shared ideas, shared decision making, collective responsibility. Accountability, of course, is really important with that, but with collaborative, I would say leadership, when one of them are down or one feels as if they have a weakness, it's the other's strength. What they're doing is they're capitalizing on each other's strengths and building on top of that. Collaborative leadership. When it comes to my family, of course, as I mentioned a few minutes ago, I am the proud mother, grandmother, excuse me, of a baby boy. Has anyone in here, mothers, or you've, of course, cared for someone that is a breastfed baby? Breastfed. New to me. All mines were formerly fed. You know, I was one of those. You fill, you seal, and you give them the milk or so, but with breastfeeding, it was something totally different, so we had to, of course, come together as a collaborative team for our family. We call it the Braden team, I would say. With the Braden team, one challenge that we did face is one thing that we say, the BBBs. That was the Braden breast milk blowouts. New to me. New to me. Of course, we all have our different strengths, a part of that, and one of my strengths was my stomach is very strong compared to, I would say, my daughter, compared to his father, compared to my husband, compared to his uncles, and so we kind of came together, so my strength was helping with the BBBs. My daughter, of course, she has been recently promoted from a runner, I would say, to a screamer, and she's getting to that place, I would say, of just a squealer. You know, Braden's kind of looking like, what is going on? But I understand, so I'm helping to coach her through that. My strength, of course, her strength is producing the milk. My husband's strength is he's just kind of as a, what I would say, when you need me, let me know, but that really means don't call me for those. And then, of course, my son is just, I think I'm going to leave not only the room, but I'm going to step outside for a moment until everything, of course, has taken place. But you're coming together as a collective team. As a leader, my ideas are not always the best ideas, and we have to be okay with that. Shared ideas, shared decision making. When I tell you, it allows you, it impacts your teams more than one idea from a lead. Anyone want to stand there to feel that? All right, what are the importance of a mentorship program? And I'm trying to, I know that I am, what was the word, I'm an empathizer, so of course I'm not going to share too many stories. But for the importance of a mentorship program is, of course, you are creating those safe spaces and those brave places for your mentees to feel free to share. Not only to share, but you're helping them to navigate through their challenges. You're not giving them the answer, but as mentioned earlier, you are meeting them, meeting your mentee where they are, but you're also helping to coach them up into their fullest potential. So you're meeting your mentee where they are, but being willing to coach them up into their fullest potential. Mentorship programs, of course, it creates, I would say, the innovation and creativity. We have a lot of that a part of our team, but do we capitalize on that? You have some strong ones. I would say, I have one team member, she is very meticulous, so she's helped. What I'll do is I call her the, she's very meticulous, so when it comes to, I would say, the changing of our policies or procedures, just having her to be a part of that team, and she really enjoys that. So for your mentorship programs, you are helping to not only build the individual up, but you're also fostering diversity. How is that? Fostering diversity. You have your mentors that are in place for someone that, of course, can recognize the challenges that they're facing, they've been through it. It's hard to say that you've been through something when you truly haven't. So it's really important that you have, I would say, a well-diverse mentorship team for those that, of course, can empathize, those, of course, that can have that understanding of what that mentee is actually going through. Really important that you are taking the time, I would say, to listen. Not only to listen, but you're taking the time to understand. You're listening to understand, not just listening to respond. For your mentorship programs, as you see, it doesn't just bring the gender pay gap, but it's actually closing it. So you, of course, are empowering your mentees to be capable, I would say, or confident in moving into or advancing into those strong leadership roles. This data, of course, was pulled from a website that I have really enjoyed viewing. It's called leanin.org. So leanin.org. And as you can see here, the representation, and the data's pulled, of course, from 2015 to 2023, the representation in the corporate pipeline for gender and race. What do you see here? What do you see different? What do you see that there's still more work, I would say, to be done when it comes to closing not only those wage gaps, but allowing, of course, more women to be represented in those roles. So on every level, your entry level, you see we're very strong in that area. Management, and of course, you're moving up to those C-suites. There's still more work to be done. But are we willing to do what? Are we willing to speak up? Are we willing to advocate? Are we willing to be present? Are we willing to mentor? To coach those up, to be willing, ready, and able to step into those new levels. As mentioned before, listening, not to just respond, which sometimes, of course, when we get into the busyness, we have those time-sensitive projects, sometimes, hey, I'm listening to respond. Let me get back to you on that. But truly taking the time, pushing your agenda aside, moving what you have in place, and taking the time to really listen to understand what your mentees need in that moment. Not only what your mentees need, but what your teams need in that moment. And most importantly, as they are achieving those small goals that are turning into those big achievements, that you are celebrating them along the way, and you are reminding them that in every obstacle that they overcome, even those times of when they feel as if they failed, they still are achieving, right? And you recognize and you allow them and remind them that they are a beautiful superstar. This beautiful queen here is one that she always would ask that I call her Dot, which I grew up Southern. So my mother, I always had to remind her that my mother is not one that would be pleased if I called you by your first name or even called you Dot. Miss Dot here was, and of course her family has given me the privilege of sharing this. Miss Dot was a patient that I connected with in my office. Miss Dot, a beautiful spirit, a genuine spirit. It was something about Miss Dot that I had to learn more about. It was something about Miss Dot that I needed from her, and of course that she needed from me as well. And with Miss Dot, she recently, of course during our relationship, would have the many, I would say visits to her home to where of course her and I call him Mr. Dot. So Mr. Dot would be fighting over the attention of, she would get a little frustrated when Mr. Dot would come in and want to talk about golf, and that was just our time together. And so with Mrs. Dot, every time that I would come in, sitting up under such great wisdom, I knew that that is what was needed for me to continue to move forward as her mentee. She took me up under her wing. And during that time that she took me up under her wing, she not only challenged me, but she encouraged me to be reminded of why I do what I do. Not just as a speaker, but why I do what I do as a manager, as a director, as a mother, as a wife, as a friend, as a colleague. She reminded me of the importance of why I do what I do. And with Miss Dot here, and for the many years that we had our relationship together, she never once shared her story, or I would say, shared her story of what she was faced and what she was challenged with in her career as a banker or working in banking. And of course, a few months ago, Miss Clark recently passed. And during her celebration of life, there was a beautiful story that was shared. Miss Clark was a trailblazer. And I'm thinking to myself, out of all the many times that we've had, all the conversations that we've had, her sitting there and just patting me on my hand. She never once shared her story. But it was a reminder of during her celebration of life. And they shared that Miss Clark not only was working in banking, but Miss Clark was the first female in that bank, I would say, in that particular area. The first female that was actually promoted into banking management. And why do I share that? What does that have to do with healthcare? Miss Clark, when she, of course, was promoted into banking management, she didn't stop there. So she put in the work. Yes, she did. But that key that was given to her, she took that, not just unlocking the door for herself and closing it behind her, but she took that key and she unlocked the door and she opened it widely for the next female that was willing and ready to step into banking. And not only banking, but banking management. So when we're given that key, when we're given those promotions and we're stepping up into that next level, and even if we're not in that place yet, are we sharing information? Are we holding it back? Are we taking that key and placing it in our pockets? Are we taking that key and throwing it away and closing the door behind us? Are we taking the key and we're willing to unlock and unleash the full potential for someone else, transforming their lives along the way? So do you have that key in your hand? And are you willing and are you ready to, of course, unlock the door for that next woman to step into their leadership position? Any key holders in here? You got a key? All right. Any of you else? Any other key holders in here? Exactly. So we got our keys in our hand and we're willing to unlock the door for the next female leader to come. As we're continuing, of course, to excel in our leadership roles or as we continue to feel empowered, that we are not only just being that kind of woman, that some kind of woman, but we're being that kind of woman that makes other women want to step their game up. So are you willing and are you ready to, of course, encourage those other women that are part of your team to step their game up? Do I have any women in here that are willing to level up? Let's go. All right. So, of course, I know you were kind of like, why does she have, why is she providing these little kitty crowns? What do we need these for? We're all beautiful queens in any and every role that we operate in, whether it be entry level, whether it be your managers, your directors, whether it be you are a top doll, you are a C-suite. But that you are willing, of course, to live loud, you are beautiful, you are unique, as mentioned earlier. You are strong, you are courageous. And the beauty behind that is, and I'm sorry my letters didn't come across, but it should say fix your crown, sis. So what I would like for us to do with the crowns, of course, that you have been given, one word, one phrase on the back, in the inside of your crown. One positive word of who you are as a woman in leadership, who you are as a woman in leadership. That one word, it could be a phrase, it could be many, if you got many. And of course, on the front of the crown, in the inside of the crown, what I would like for you to do is write down three words of the woman in practice management of who you desire to be. What do you desire more of? I desire more confidence. It doesn't seem that way, but I do. Desire to be more confident, to live out loud, to not be fearful, right? So one word on the back of where you are now as a woman in leadership. And in the inside, three, in the front, excuse me, three words that, of course, would be a reflection of who you desire to be, where you desire to go as a woman in leadership. she just wants to be beautiful she goes unnoticed she knows no limits she craves attention she praises an image she prays to be sculpted by the sculptor oh she don't see the light that's shining deeper than the eyes can find it maybe we made her blind so she tries to cover up her pain and cut her woes away this cover goes on cry after the face is made but there's a hope that's waiting for you in the dark you should know you're beautiful just the way you are and you don't have to change a thing the world could change it's hard no scars see beautiful and you don't have to change a thing the world could change it's hard oh she fades away i'm sorry i thought i had enough help you see a little bit clearer the light that shines within oh does anyone need more time everyone has their one word or their one phrase i see some crowns on their heads stop thank you all right so does anyone is anyone comfortable i would say of sharing what their one word is or their one phrase in the inside in the inside progress yes that's a good one anyone else feel free to share yes ma'am i love it are you an empathizer too are you an empathizer yes i am too say i get you you get me yes ma'am positive okay that's a good one undefinable okay yes that's what it is you are definitely a badass you know finding my voice i love that that's a great one finding your voice i need to write that down for myself that's a good one yes ma'am all right yes we finna step up mine would be um secure secure yeah that's a good one anyone else what about on the front of your crown the front inside of your crown anyone willing to share one or maybe all three if you have more yes ma'am oh yes yes that is definitely necessary i would say in leadership anyone else yes ma'am unapologetic oh yes yes ma'am i want to continue to be in a room with people smarter than me that's it surround your surroundings i tell you that is a really key importance when it comes to elevating that you're surrounding yourself anyone else all right so those are some great ones so of course we are visionaries we are brave we are bold we are standing out we are willing of course to advocate for others right we're being in pop we are being elevated to empower others most importantly strong women support what do we know that strong women support someone we know that strong women support someone should know it strong women support strong women empowered women do what empowered women empower empower women empower so are we willing to do that when we're going back to our teams are we empowering i would say though the women those women that are part of our team the next generation your gen z's your entry levels and even your seasoned i would say team members are we willing to empower them once again being willing to step into that next leadership role so we have our crowns we've already written in the inside of our crowns empower women empower women we have a lot of empowered women in this room so what i would like for us to do at this time with your crowns we are going to network once again the power of networking we are going to empower each other you don't have to know someone to support them you don't have to know someone to empower them you don't have to know someone to encourage them so what we're going to do is on the outside of your crown what i would like for you to do everybody up what we're going to do at this time is you're going to go around introduce yourself and of course we're going to write one there's some that don't have a crown and i do apologize i'm sorry i'm going to get a crown to you so please forgive me but what we're going to do is we're going to empower other women we're going to write on the outside of their crown an empowering word let's meet a few women not just one woman but let's of course introduce ourselves to a few Don't leave everybody to your crown. One more minute. All right, if we, all beautiful queens, if you could take your seats. So, if you don't mind, I would love to take a selfie with you, even though I don't have a crown on my head, with all the beautiful queens, so all crowns up, right? Let's go. Woo! Do it again. Woo! All right. So empowered women do what? Empowerment. Empowered women do what? Empowerment. All right. And as you went around, of course, introducing yourself, hopefully you made some very strong and very empowering connections, that you've noticed that, once again, you don't have to know someone to encourage them, to empower them, to motivate them. And when you're going around and you're fixing their crown, everyone in the room does not need to know, right? No one needs to know that you're fixing their crown. So, authentic leadership, something that, once again, that is truly dear to my heart. The beauty behind it is that you walk in confidently. You are the bold. You are the beautiful. You are the courageous female leader, that you're able to dominate in any male, we're not going to say that. You're able to dominate, right, in anything that you put your mind to. And, of course, as you're dominating and as you're walking in confidently, you are encouraging and you're inspiring and you're empowering other women to do just that, right? So, with that as well, one of the strengths that I once classified as a weakness was vulnerability. Vulnerability is really important when it comes to being a leader, an authentic leader. That was hard for me to do. I grew up in a military family. It's like, you don't show no weakness. You're showing that weakness is not a weakness. It's actually a strength. And I've learned that along the way, that it's okay to allow and let others in, right? Letting others in. They need to see, you know what? I'm sorry, I've had a bad day. Please forgive my facial expressions. Please forgive my attitude. It's not who I am. But I've had a bad day. Or even there was one point in time to where I got a call. My father had just passed. And I found that news out while I was in the office. My first thought process was, don't let anyone know. Keep it covered. Keep it together, Rochelle. But they needed to see that vulnerability, of course, to let them know. When they have those moments and they're going facing those challenges, that it's okay. It's okay to not be okay. That was a hard thing. It's okay to not be okay when you are a beautiful, bold, courageous, authentic leader. The last thing, of course, that I would like to leave with you, I ask that all beautiful queens in the room, that you close your eyes, and I would like to leave you with this message from Teresa Witherspoon. If you can tell, I'm a tall person. And, yes, I do love basketball. And I play. So Teresa Witherspoon, she has an amazing Hall of Fame speech. Has anyone heard it? Yes, no? Good. So you're going to take that with you today. So if you don't mind closing your eyes and take this message with you as we are closing out, elevating your impact. Once again, be that third frog, that third frog that's, once again, none of that noise. That's all it is, is noise. You're counseling it out. Be that third frog. Have deaf ears if someone tell you you can't do something. You can. When they tell me that I can't do it, baby, that is fuel to the fire. You don't put some fire on that. I'll tell you, you put that, you poured that gasoline. You didn't drizzle it, but you poured it. When someone tells you that you're not capable of doing something, know that you can. Let's connect. Thank y'all so much. Thank you.

women in leadership

mentorship

authentic leadership

empowerment

collaborative leadership

diversity

gender pay gap

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