By: Zach Miller

Dr. Carolyn M. Rubin is a healthcare executive, leadership coach, and talk show host whose mission is to enhance operational efficiencies and leadership development. She empowers teams through her consulting business, Carolyn M. Rubin Consulting. She holds certifications in DISC, Six Types of Working Genius, is a Certified member of the Maxwell Leadership Team, and a Certified Maxwell Leadership Corporate Facilitator. Carolyn is a servant leader and the host of EMPOWERFUSE on Bold Brave TV, where she inspires audiences with insights on leadership, life, and growth. In this interview, Dr. Rubin shares valuable insights into empowering leadership and how to address challenges along the way.

Dr. Rubin, with over 33 years of experience in leadership and healthcare, how do you define transformational leadership, and what pivotal moments in your journey have shaped your approach to developing impactful leaders?

Transformational leadership is about creating a vision that inspires and motivates individuals to exceed their own expectations and capabilities. It’s about fostering a sense of purpose and commitment within the team, and empowering them to take ownership of their roles and responsibilities. One pivotal moment in my journey was during Covid and moving a practice that was 100% paper to electronic scheduling. Seeing the anxiety and uncertainty among staff, I realized the power of transparent communication and involving employees in the decision-making process. This experience taught me the importance of building trust and fostering a sense of belonging, which are essential for developing impactful leaders.

Transformational leaders inspire growth and innovation. In your experience, what are the key traits that define a transformational leader, and how can professionals cultivate these qualities to drive meaningful change?

Transformational leaders possess several key traits:

They are visionary thinkers and have a clear vision of the future and the ability to communicate it effectively. They are self-aware and able to manage their own emotions, as well as understand and influence the emotions of others, and they can bounce back from setbacks and remain steadfast in their pursuit of goals.

Transformational leaders will inspire and motivate others to achieve their best and they will encourage creative thinking as they are open to new ideas.

Professionals can cultivate these qualities by:

Seeking regular feedback as that helps in understanding strengths and areas for improvement. They can engage in leadership training programs and actively listen to understand the perspectives of others. Professionals will need to develop coping strategies to manage stress and setbacks and create a safe environment where team members feel comfortable sharing ideas.

Emotional intelligence plays a crucial role in transformational leadership. What are the most common emotional intelligence gaps among leaders today, and how can they enhance their self-awareness and empathy to build stronger, more collaborative teams?

Leaders may lack self-awareness and not fully understand their own emotions and how they impact their behavior. Leaders may lack empathy and have trouble understanding and relating to the emotions of others.

To enhance self-awareness and empathy:

I encourage leaders to engage in reflective practices like journaling and mindfulness as this can help leaders become more aware of their emotions. Feedback from peers and subordinates can also provide insights into how leaders are perceived.

Practice active listening and focus on understanding the speaker’s perspective and responding thoughtfully. Show empathy by acknowledging the feelings and concerns of team members.

Burnout is a widespread issue, especially in high-pressure industries like healthcare. You’ve developed methodologies to reduce burnout and boost engagement—what core strategies do you recommend for leaders to create a culture that prioritizes well-being while sustaining high performance?

Create an environment where team members feel comfortable sharing their thoughts, concerns, and suggestions. Regular check-ins and feedback sessions can help identify early signs of burnout and address them promptly.

Keep communication transparent, and ensure employees are informed about organizational changes, goals, and expectations. This can reduce anxiety and build trust within the team.

Promote work-life balance with flexible schedules and encourage time-off. Ensure employees understand the importance of recharging and that taking time off is supported by leadership.

Provide resources and support by introducing  wellness programs that include physical activities, mindfulness practices, and healthy eating options. Encourage participation and make these programs easily accessible.

Regularly recognize and celebrate employees’ hard work and achievements and offer opportunities for professional growth and development. Providing clear career paths and ongoing training can boost engagement and job satisfaction.

Show genuine care and concern for team members’ well-being. Be approachable and available for support when needed.

Create a Positive Work Environment and promote teamwork and collaboration. Encourage a sense of camaraderie and mutual support among team members

Additionally, leaders should lead by example by prioritizing their own well-being and demonstrating healthy work habits. This sets a positive precedent and encourages employees to follow suit.

With rapid technological advancements and evolving workplace dynamics, adaptability has become essential for leaders. What specific skills should leaders develop to navigate change effectively and lead their organizations into the future?

Leaders need the following skills to navigate change effectively:

Agility and an openness to new ideas and approaches, and quickly adapt to changes. They need to be strategic thinkers anticipating future challenges and opportunities, and plan accordingly.

Encourage creative thinking, innovation and foster a culture of experimentation and risk-taking as this will build strong relationships and effective collaboration between diverse teams.

Additionally, leaders should create an environment that embraces change by encouraging team members to be flexible and open to new ways of working.

For leaders striving to leave a lasting impact, what is the single most important mindset or practice they should adopt to create meaningful and sustainable success?

Carolyn believes the single most important mindset for leaders striving to leave a lasting impact is a commitment to servant leadership. You need to put the needs of others first and prioritize the development and well-being of team members. Empower team members and provide opportunities for growth and encourage autonomy. Lead with humility, integrity and demonstrate honesty, transparency, and ethical behavior. Foster collaboration and build a culture of trust, respect, and teamwork.

By adopting these practices, leaders can create a positive and lasting impact on their organizations and the people they serve.

Published by Stephanie M.