Case Studies

Turning Around an Imaging School’s Reputation

The Challenge

A Mid-Atlantic medical imaging school of radiography in a 900+ bed academic medical center was facing some tough questions about the ethical practices of its former key executive. The school’s reputation was suffering, so identifying a high-quality replacement candidate with a spotless track record was an urgent priority.

The Bobbie Stone Solution

We presented a short list of candidates, all of whom had the background and credibility in the marketplace to step into this difficult situation.

The Result

The new Program Director we found for the school has been in the position for over eleven years – and the school is now profitable and well-regarded, competing for top students who are eager to build their future careers with the medical center and are vied for by other institutions.


Looking in Unexpected Places To Fill a New Role

The Challenge

A Southeastern hospital system had just created a new position – Regional Director of Operations for its multi-specialty physician group with over 200 physicians. Not only was this a new role for the organization – there were just a small handful of hospitals that had anything similar.

The Bobbie Stone Solution

We knew we needed to look in unexpected places for someone who could fill the role – the “usual suspects” just wouldn’t do.

The Result

The winning candidate came from a background of both finance and consulting – and has brought sound protocols and fiscal accountability to the group.


Changing a 35-year Culture

The Challenge

The Senior Vice President and General Counsel of this multi-campus hospital in the Northeast had been in the position for over 35 years, shaping strategy and culture. Now, as he planned to retire, the organization knew it wanted a change of direction – but wasn’t sure what was needed in a replacement.

The Bobbie Stone Solution

In talking extensively with the organization’s leadership and current SVP and General Counsel, we understood the delicate balance a candidate must strike between respect for key elements of the old culture, creative ideas for change and innovative strategies for embedding that new thinking throughout the hospital staff.

The Result

We found the ideal candidate for this position – but the executive was very happy at her current employer. We brought together the candidate and client for a series of in-depth meetings to explore the mutual benefits – and today the new SVP and General Counsel is helping to successfully move the hospital forward, with new approaches and increased teamwork throughout the C-suite.


The Right Fit for an Unusual Position

The Challenge

The process of applying for the Magnet of Excellence designation is thorough and lengthy, demanding widespread participation within the organization. Only a small number of hospitals around the country have successfully made this difficult journey. So when our client decided to apply, it knew it needed a Director of Nursing Quality and Research with an unusual skill set.

The Bobbie Stone Solution

We compiled a candidate list of those who combined nursing experience, research background, writing skills and ability to work as part of a team, drawn from all over the country.

The Result

Our hard-to-find winning candidate was a faculty professor from a major university – and, to date, has helped the hospital gain two back-to-back Magnet of Excellence designations. These successful journeys have meant the hospital can attract and retain more top talent; identify ways to improve patient care, safety and satisfaction; and foster a stronger collaborative culture within the organization.


Building a Foundation’s Future

The Challenge

A well-known Northeastern hospital foundation needed to ramp up its donor and volunteer support – and its usual events-focused methods just weren’t working. Was it adequately preparing for the future?

The Bobbie Stone Solution

We looked for Executive Vice President candidates with experience in long-term gift planning, who understood how to create capital campaigns and wellness prevention programs that built relationships that lasted past a specific event.

The Result

The foundation has increased donations, introduced a host of new programs that tie together strategically and is building a solid core of millennial volunteers, who represent the future of the hospital and its foundation.


Creating Buy-in with the Leadership Team

The Challenge

As we worked with this East Coast independent hospital looking for a new Chief Nursing Officer, we found a disconnect among members of the leadership team, which meant that no one could agree on the skills and background that the position required. Just as importantly, the marketplace was aware of these issues, making the best qualified candidates reluctant to consider the position.

The Bobbie Stone Solution

We brought together the members of the team, in a confidential meeting, to discuss together their views on the CNO role and how the nursing staff and physicians could better coordinate their efforts.

The Result

With the position specifications clearly defined and with buy in from the decision makers, we were able to present a tight slate of high caliber candidates – and completed the search in less than 60 days from start to finish.

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