F and FU: The Framework for Leaders Who Get Things Done

Abstract:

Leadership is often taught through theory, titles, and long-term strategy, but the reality of effective leadership is built in the daily disciplines most people overlook: focus, communication, dependability, and follow through. F & FU: The Framework for Productivity, Satisfaction, and Dependability introduces a memorable, practical, and highly relatable leadership framework that helps individuals and organizations improve execution, strengthen relationships, and create cultures of accountability.

At its core, the workshop centers around two simple but transformative concepts: F — focus, — and FU — follow up. While many leaders possess vision and ideas, the gap between intention and impact is often created by inconsistent communication, lack of follow-through, unclear priorities, and failure to sustain momentum. This session helps participants identify those gaps and provides practical tools to close them.

Blending storytelling, humor, audience interaction, and real-world leadership experiences from healthcare operations and organizational leadership, the workshop creates an engaging environment where attendees can immediately recognize their own leadership habits and growth opportunities. Participants will explore why some teams consistently perform at higher levels, why trust erodes in organizations, and how simple daily behaviors dramatically influence morale, engagement, productivity, and culture.

Key topics include:

• The hidden leadership cost of poor follow-up
• Why people don’t trust inconsistent leaders
• How clarity and communication reduce workplace frustration
• The relationship between focus and emotional exhaustion
• Practical systems for accountability without micromanagement
• Creating dependable workplace cultures
• Turning good intentions into measurable outcomes
• Building influence through responsiveness and reliability

Participants will engage in self-assessment exercises, reflection activities, and actionable planning designed to help them apply the framework immediately in their workplaces and personal lives. Rather than leaving inspired but unchanged, attendees will leave with tangible strategies they can implement the next day.

The workshop is especially valuable for leaders navigating fast-paced environments where burnout, competing priorities, staffing challenges, and communication breakdowns are common. While grounded in leadership principles, the message resonates across industries because every organization depends on trust, responsiveness, accountability, and human connection.

What makes F & FU unique is its ability to make leadership approachable, memorable, and actionable. The framework is intentionally simple enough to remember under pressure but powerful enough to drive meaningful organizational change. Attendees consistently connect with the authenticity of the message and the practicality of the tools presented.

Ultimately, this workshop challenges participants to rethink leadership not as a position, but as a pattern of behaviors repeated daily. When leaders improve their focus and strengthen their follow-up, teams become more aligned, communication improves, trust increases, and workplaces become healthier and more productive.

Learning Objectives:

By the end of the F & FU: The Framework for Productivity, Satisfaction, and Dependability workshop, participants will be able to:

1. Identify and apply at least three practical “Follow Up” leadership behaviors that improve accountability, communication, and trust within teams.
2. Develop a personal action framework that prioritizes focus, execution, and consistency to increase productivity and reduce workplace overwhelm.
3. Demonstrate strategies for improving employee engagement and workplace relationships through intentional communication and dependable leadership habits.
4. Create a daily/weekly implementation plan with measurable goals tied to leadership effectiveness, team responsiveness, and personal follow-through.

Speaker:

• Delena Brockmann

The Other Side of Burnout: Reclaiming Your Health, Identity, and Leadership Edge

Abstract

There is a quiet crisis unfolding inside healthcare leadership. The women who have built careers around healing others, who have climbed from bedside to boardroom, from staff nurse to vice president, are burning out at alarming rates. And too often, their burnout is invisible, masked by professionalism, productivity, and a relentless commitment to the mission.

There is a quiet crisis unfolding inside healthcare leadership. The women who have built careers around healing others, who have climbed from bedside to boardroom, from staff nurse to vice president, are burning out at alarming rates. And too often, their burnout is invisible, masked by professionalism, productivity, and a relentless commitment to the mission.

This session, The Other Side of Burnout, was designed for them.

Facilitated by Dr. Brandiss T. Pearson, Ed.D., FNP-C, a board-certified Family Nurse Practitioner, healthcare executive, and founder of THE MIDAS WELL EXECUTIVE, this breakout session takes a clinical approach to a leadership challenge that is usually treated as a personal failure. Burnout is not a weakness. It is a physiological, psychological, and organizational signal, and it deserves the same precision of diagnosis and treatment that we bring to patient care.

Using her proprietary BRAVE Reset Framework (Burden Load, Rhythm Disruption, Alignment Drift, Vulnerability Suppression, Erosion of Self), Dr. Pearson guides attendees through a structured, evidence-informed process for recognizing which dimension of their wellbeing has been most compromised and why. The BRAVE model moves beyond generic self-care advice and into measurable, personalized strategy; because high-achieving healthcare leaders do not need inspiration. They need a framework.

The session is structured around three core movements. First, attendees examine the hidden architecture of their burnout, not the moment of collapse, but the slow erosion of identity that precedes it. Dr. Pearson draws on her own journey from VP of Clinical Services to reclaiming her health, purpose, and professional voice to illuminate what that erosion looks and feels like from the inside. Second, participants work through the BRAVE diagnostic in real time, identifying their specific burnout pattern across five dimensions. This is not a wellness workshop; it is a leadership diagnostic grounded in clinical science and executive coaching methodology. Third, attendees co-create a MIDAS Well action plan: a direct and actionable set of recovery strategies they can implement immediately, with accountability structures built in.

The outcomes are concrete. Attendees leave with language to name what they are experiencing, a framework to understand why it is happening, and a written plan for what comes next. They also leave with something less tangible but equally important: permission. Permission to be as rigorous about their own wellbeing as they are about the wellbeing of their organizations and their patients.

This session is designed for mid-level to executive women in healthcare who are high-performers by every external measure and quietly running on empty. It is for the Chief Nursing Officer who has not taken a real vacation in three years. The Director of Operations holding her team together while her own boundaries have dissolved. The physician leader who chose medicine to heal and is no longer sure she remembers why.

The Other Side of Burnout is where their recovery begins, and where their most powerful leadership chapter starts.

Learning Objectives:

After attending this session, participants will be able to:

1. Apply the BRAVE Reset Framework to identify the specific stage of burnout affecting their leadership performance, distinguishing between depletion, identity erosion, and disengagement.
2. Articulate a values-aligned leadership identity statement that serves as an anchor for sustainable decision-making and boundary-setting in high-demand environments.
3. Design a personalized MIDAS Well action plan that integrates at least two evidence-informed strategies for restoring physical, emotional, and professional wellbeing.
4. Identify the connection between their individual burnout pattern and downstream effects on team culture, patient outcomes, and organizational performance.

Speaker:

• Dr. Brandiss Pearson

Iron Sharpens Iron: Advancing Careers Through Peer Encouragement

Abstract:

They did not plan to meet. They did not share a career track, a professional background, or a predetermined network. What they shared was a moment in the same organization at the same time, and the wisdom to recognize that the person across from them was worth investing in.

Lynn Coachman and MarCia Ekworomadu first crossed paths at Kindred Healthcare. One was building her career through health administration and operations, moving toward business development and revenue strategy. The other was moving through public health into hospital operations and service line leadership. Their paths were different. Their ambition, their standards, and their commitment to each other’s growth were not.

This session opens with that origin story told live on stage, and it does not stay biographical for long. The story becomes a structural argument: the peer relationships that change careers are rarely the ones you planned. They are the ones you chose to nurture after the chance encounter happened. The sharpening is never accidental. It is always on purpose.

From that foundation the session moves through three principles that have defined how the presenters’ peer relationship has produced real outcomes across more than one career chapter for both of them.

The first is reciprocal visibility. High-functioning peer relationships are characterized by active, unsolicited advocacy. You do not wait to be asked before creating visibility for your peer in rooms they have not yet entered. The presenters will share specific moments where one opened a door, made an introduction, or named the other in a conversation that changed the trajectory of what came next.

The second is honest accountability without hierarchy. A peer relationship carries none of the power differential that complicates feedback from a supervisor and none of the distance that can blunt feedback from a mentor. The presenters will discuss how they have told each other hard truths about blind spots, preparation gaps, and moments of underselling, and why that kind of honesty lands differently and more usefully when it comes from a peer who has nothing to gain from softening it.

The third is sustained investment across distance and change. The careers of both presenters have taken them through multiple organizations, geographies, and leadership roles since Kindred. What has not changed is the investment. This session makes the case that intentional peer relationships do not require proximity. They require commitment. The cadence, the check-ins, the advocacy, and the accountability can travel across any organizational boundary when both people decide that the relationship is worth maintaining.

Attendees will leave with a peer development mapping tool completed during the session, a practical cadence framework for sustaining peer investment across busy executive schedules, and a language guide for initiating the kind of peer conversations that deepen a connection from transactional to genuinely transformational.

The session closes with a direct invitation: think about the person you met by chance who is worth investing in on purpose. That relationship may be the most important professional development decision you make this year.

Learning Objectives:

1. Attendees will be able to distinguish between accidental peer connection and intentional peer investment, and articulate the specific behaviors that convert one into the other.
2. Attendees will be able to apply the three principles of high-functioning peer relationships, reciprocal visibility, honest accountability without hierarchy, and sustained investment across distance and change, to at least two of their current professional relationships.
3. Attendees will be able to identify at least one existing peer connection in their network that has not yet been fully invested in and design a specific 30-day activation plan for that relationship.
4. Attendees will be able to complete a personal peer development map during the session and leave with a concrete accountability commitment to one peer relationship they will deepen before the end of the calendar year.

Speakers:

• Lynn Coachman
• MarCia Elworomadu

Authentic Branding for Extroverts, Introverts, and Ambiverts

Abstract:

In today's healthcare landscape, leadership often rewards a single style of visibility — favoring those who are outspoken, fast-processing, and constantly on. The result? Extroverts feel pressure to always perform. Introverts feel pressure to speak up in ways that feel unnatural. And ambiverts feel pressure to constantly shift who they are depending on the room. The cost — for individuals and organizations alike — is identity fatigue, burnout, and personal brands that don't reflect real leadership capability.

Authentic Branding for Extroverts, Introverts, and Ambiverts dismantles the one-size-fits-all leadership myth and replaces it with something far more powerful: self-awareness as a strategic career and leadership advantage.

In this dynamic, insight-driven keynote, Gallup Certified Global Strengths Coach Tanika Vital-Pringle guides healthcare leaders through a transformative exploration of personality science, neuroscience, strengths-based leadership, and purpose-driven personal branding. The result is a leadership identity that is not performed — it is owned.

What the Session Covers: This keynote explores how each personality type leads with full effectiveness: extroverts learn to leverage their natural presence without burnout or over-extension; introverts discover how to lead with depth, discernment, and quiet authority without being overlooked or undervalued; and ambiverts learn to harness their natural range without the exhaustion of constant code-switching. Beyond personality, the session goes deeper — exploring identity before influence, the role of purpose and emotional intelligence in sustainable leadership impact, and how authentic personal brands are built from the inside out rather than from comparison or external expectation.

Who This Is For: This session is designed for women healthcare leaders at every level — from emerging professionals building their career foundation to senior executives refining their leadership legacy. It is equally powerful for women's networks, ERGs, and organizations committed to inclusive leadership, psychological safety, and authentic representation across every level of the organization.

Why This Perspective Matters: Healthcare organizations that invest in authentic, strengths-based leadership cultures retain more talent, build stronger teams, and create environments where people feel seen, valued, and empowered to contribute fully. When women leaders stop shrinking to fit a mold and start leading from who they actually are, the ripple effect touches every patient interaction, every team dynamic, and every career pathway in the organization.

Participant Outcomes: Attendees leave with clarity on their natural leadership wiring and how it shapes their career brand; authentic confidence to stop performing and start leading in alignment with their identity; practical energy tools tailored to their personality style; stronger language for personal brand articulation in interviews, promotions, and executive presence; and a reframed understanding of how identity, purpose, and strengths create a leadership brand that advances careers and drives lasting organizational impact

Learning Objectives:

1. Identify their natural leadership wiring as an extrovert, introvert, or ambivert and explain how that wiring directly shapes their communication style, decision-making, and energy management in healthcare environments.
2. Articulate the difference between performing a leadership persona and leading authentically from personal brand, purpose, and strengths — and why that distinction matters for career advancement and visibility.
3. Apply at least two practical, personality-informed strategies to protect energy, reduce identity fatigue, and lead with sustained confidence without conforming to a one-size-fits-all leadership standard.
4. Develop a personal brand framework rooted in identity, values, and strengths — not comparison or external expectation — that can be immediately applied to career growth and leadership presence.
5. Demonstrate how self-awareness and authentic leadership strengthen team dynamics, psychological safety, and inclusive organizational culture.

Speaker:

Tanika Vital-Pringle