Carestream

Check out these insightful quotes from some of my fave humans! What do you think it takes to be a future-ready leader in 2026?

6to Foro de Salud y Bienestar MARSH

Happy retirement, Cindy! You had an amazing 44 year career with us. Enjoy the next chapter traveling and spending time with your family!

What does time mean to you? Time is one thing we all get equally: 24 hours in a day. No more, no less. How we choose to spend those hours is where everything changes. This past week/weekend, I had the chance to go on my first college visits with my Son. During those moments, time felt different: Slower, fuller, more meaningful. No work phone, no emails. I was just… present. We walked campuses, had real conversations, laughed, and soaked in the significance of it all. I watched him talk to coaches with confidence and ease and realized my baby boy is all grown up. These are the moments you wish you could pause. The ones you wish could last just a little longer. Time has played a pivotal role in my life and my career. However, my perspective on time has shifted. The same 24 hours are there every day, but I’ve learned that not all hours are created equal. These moments, these milestones, these memories… They don’t come back around. Use your time wisely. Be intentional. Be present. In the end, it’s not about having more time… it’s about making the time you have truly matter. #time #lifelessons

Onboarding is not just a process—it’s a defining emotional moment for every new joinee. The early days shape trust, belonging, and engagement, directly impacting retention. One element matters most—truthfulness. Be honest about expectations, culture, and even challenges. And if it becomes clear that a hiring decision may not be the right fit, it is equally important to be transparent and enable the right decision—early and respectfully. Authenticity builds trust. And trust builds lasting relationships. In a people-first world, emotionally intelligent onboarding makes all the difference—because when people feel genuinely connected, they choose to stay and grow. FROST Employee Engagement Program (FEEP) is a holistic organisation-development model designed to enhance emotional intelligence across leadership and managerial teams. It enables sustained improvements in employee engagement, collaboration, and overall organisational performance. Prof Kamal Jain #OnboardingMatters #EmployeeExperience #EmotionalIntelligence #TalentRetention #PeopleFirst

I see this pattern constantly: Hiring managers know a role is important, they know it’s sitting open longer than they want, and still… they delay partnering with a recruiting agency. Not because they don’t need help but because of a few predictable (and preventable) friction points: 1) They want to “try internally first.”: There’s an understandable belief that the team should be able to solve it with inbound applicants, referrals, or internal networks before bringing in external support. The challenge is that in today’s market, that often just stretches time-to-fill without changing the candidate pool. 2) They’re protecting perceived control of the process: Some teams worry that engaging an agency means losing control or adding complexity. In reality, the best partnerships do the opposite: they tighten focus, clarify requirements, and reduce noise. 3) They assume agency support is only for “hard” roles: So they wait until the role becomes critical or has already been open for months. By then, the talent pool has often moved on, and urgency has replaced strategy. 4) They’ve had inconsistent experiences in the past: If an agency previously overpromised or underdelivered, hesitation is natural. But that experience doesn’t reflect what a strong, embedded partnership actually looks like. 5) Sometimes, they are simply overloaded: When everything is urgent, engaging a partner becomes another task on an already full plate. ------------------- The irony is that most of the cost is paid during the waiting period, not after engaging support. The longer a role sits, the more it impacts teams, timelines, and often revenue or program delivery. The strongest hiring teams I’ve seen don’t wait for a role to become “hard to fill.” They engage early, define success together, and use recruiting partners as an extension of their team, not a last resort. Because recruiting support isn’t about replacing effort. It’s about accelerating outcomes when time actually matters. If this is something your team is navigating, now is the time to bring in a partner early and treat hiring as a strategic function, not a reactive one!

Thank you, Urgent Care Association, for this years conference in Chicago. It was wonderful connecting with some of our vendor partners, colleagues, industry experts and old friends. It was a bonus to actually experience the beautiful Chicago spring weather! Urgent Care Association #UCA2026 Mike Halsey