Richard Trogman is an experienced healthcare executive who works and lives in the Los Angeles, California, metro area. Richard often defines himself as a liberal healthcare leader in his field. Individuals who have had the honor of working with Richard have noticed that he follows the Seven C’s of Character. He is a person who values and honors his conscience, which he describes as the internal moral compass that guides him throughout life. Richard constantly demonstrates his concern for others’ well-being and is recognized for being thoughtful in addition to being compassionate and philanthropic. He is always looking to provide others with great examples of your decisions and the foresight to realize how actions influence others, starting from a young age. Thanks to this, Richard has continued to excel as a mentor, teacher, and team leader throughout his outstanding career managing operations and enhancing treatment for hospitals and organizations. Richard also gained the courage to ask for and receive constructive feedback, which he has utilized to improve and nurture his relationships with colleagues and clients. With the help of others, he grew into a skilled communicator and problem solver with exceptional organizational planning, multimillion-dollar operating budgeting, capital projects, contract negotiation tactics, and excellent employee development.
Richard Trogman attended the University of California in Los Angeles, where he graduated with a Bachelor of Science in Psychobiology. After graduation, he continued his studies, receiving a Master of Science from California State University, Northridge, where he earned a degree in Healthcare Administration. Richard Trogman is an active philanthropist who supports many organizations that give meaning to his life and the life of others. The American College of Healthcare Executives (FACHE) is a professional organization dedicated to ethics, leadership, diversity, lifelong learning, and inclusion in the healthcare business, with nearly 50,000 members. It is Richard’s great honor to have been chosen as a Fellow for the organization. Richard’s well-deserved Fellowship was made possible by his prolonged healthcare management experience, advanced education, volunteer hours, and the individuals who provided him a reference. Richard Trogman’s Six Sigma Green Belt (CSSGB) from Kaiser Permanente has also proven him to be a specialist in recognizing issues, performing data analysis, and developing solutions that save costs while maintaining or increasing the quality of healthcare.
To learn more about Richard Trogman and his healthcare career, check him out on social media!
Richard Trogman on Putting Inclusive Leadership into Practice
Putting up a cohesive team of employees is critical in meeting the organizations’ goals. It is essential to create an environment where everyone feels that their opinions and thoughts are considered. Companies gain their employees’ trust and goodwill through inclusive leadership.
Other than profits, inclusion and diversity are also integral in the success of an organization. Most companies claim to put diversity and inclusion into practice only to provide lip service. It takes leaders, commitment, and responsibility to implement true inclusion in their organizations. Here are a couple of traits that can help a company to practice inclusive leadership:
Commitment
An organization needs to commit to diversity and inclusion by ensuring all team members are treated with respect. They should be fair and just to all their employees by providing a level playing field. Individuals are unique, and companies need to bring their employees to work in unison despite their beliefs and cultures. Treating employees with fairness is critical in practicing inclusion.
Collaboration
When employees work together, they create a productive team that meets the company’s objectives. Leaders in the organization need to put together individuals with different backgrounds to exchange ideas and develop solutions. Employees should work towards resolving conflict instead of putting their interests first. Working together helps to improve collaboration within diverse teams.
Cultural Intelligence
Being that employees come from diverse backgrounds, it is vital to appreciate their different cultures. Leaders need to value the different cultures of their employees. They must avoid cultural stereotypes and encourage diversity within the organization. Companies need to promote cross-cultural interactions to make their employees feel part of the organization.
Awareness of Bias
Working with diversity and inclusion requires the commitment of employees and the organization. They need to be open-minded and avoid bias due to stereotypes and cultural beliefs. Companies must encourage fair play within the organization and equal treatment to all the employees. There should be transparent policies regarding rewards and promotions within the company without bias.
Diversity and inclusion are critical in the running of organizations. Providing a fair working environment for the staff makes them bring out their best cards on the table. As a result, they feel appreciated and part of the organization, making them more productive and resulting in their success.
