Becker’s Healthcare Podcast — Michael Sloan, CHRO at CommonSpirit Health

Date: October 5, 2025
Host: Laura Dardo
Guest: Michael Sloan, Market Vice President of Human Resources (CHRO), CommonSpirit Health

Episode Overview

This episode features an illuminating conversation between Laura Dardo and Michael Sloan, CHRO at CommonSpirit Health, focusing on Sloan’s new book, Unlocking the Hidden Strengths that Build Extraordinary Teams and Cultures. The discussion centers around the undervalued personal qualities that drive successful, resilient, and innovative healthcare organizations, especially in times of industry upheaval and change. Sloan shares insights from his career in both law and human resources, exploring what great team culture really means and offering practical guidance for leaders seeking to foster high-performing, adaptable teams.

Key Discussion Points & Insights

1. Michael Sloan’s Professional Journey and Motivation for Writing (00:45 - 05:25)

• Background: Sloan shares his transition from a legal career in Omaha, NE, to becoming a key HR leader after representing CommonSpirit Health in legal matters and growing with the organization through its major mergers and expansions.
  • Quote:
    “It's been a up and down journey to say the least in the human resource arena...I've just, you know, been very blessed in my career not to only have leaders in the space of which I've, you know, sort of settled in, in human resources, but also to the degree in which human resources has being part of that change and helping drive that change.” (01:41)
• Book Genesis: Sloan's book emerged from years of reflection on what makes workplace teams excel, especially in healthcare’s dynamic environment.
  • Focuses on the subjective criteria—soft skills and personal attributes—that drive performance and innovation.
  • Quote:
    “Sometimes we look at the four corners of someone's CV or resume...I saw that we were maybe relying too much on that...It's not to say that those people...weren't good at what they did, but putting them in a team environment...the subjective criteria of the individual really helped team succeed, that really drove change and got the return on investment.” (03:36)

2. Identifying and Nurturing Hidden Strengths (06:02 - 08:53)

• Definition: Hidden strengths are non-obvious assets—such as untapped skills, experience, and especially character traits (emotional intelligence, curiosity, resilience)—that, when identified and leveraged, can elevate entire teams.
  • Quote:
    “Hidden strengths are the non obvious assets within a team dynamic...manifested through untapped skills and experience...cross-functional fluency...but have a curiosity for learning and may have a cross functional fluency that may be better suited for something.” (06:04)
• Locker Room Analogy: Sloan likens these team members to athletes whose leadership and character build cohesion “behind the scenes,” even if they aren’t statistical superstars.
  • Quote:
    “They may not have the best stats on the field, but they build the team better behind the scenes in the locker room that people gravitate to.” (07:38)
• Diversity of Thought: Emphasizes the value of constructive skepticism and unique perspectives.

3. Defining and Cultivating Great Team Culture (09:37 - 11:55)

• Culture as a “Living, Breathing Thing”: Sloan stresses that culture, beyond being a buzzword, is the organizational personality shaped by shared values, empowerment, and psychological safety.
  • Quote:
    “Culture trumps strategy, as they say...Culture is the personality of what an organization is and what it aspires to be.” (09:43)
• Key Components:
  • Shared Purpose & Values: Everybody “rowing in the same direction.”
  • Empowerment & Autonomy: Letting individuals flourish without micromanagement.
  • Transparency & Communication: Clear articulation of mission, vision, and expectations.
  • Psychological Safety: Environment where speaking up, admitting mistakes, and challenging ideas is encouraged.
  • Recognition: People feel valued and genuinely acknowledged for their contributions.

4. Leveraging Culture and Strong Teams in Challenging Times (12:28 - 14:29)

• Pressures on Healthcare: Burnout, staffing shortages, and financial strain require resilient team cultures.
• Actionable Strategies:
  • Leaders must have their “finger on the pulse”—actively listening and checking in with team members, identifying and removing obstacles, and ensuring support.
  • Emphasis on listening deeply and resisting snap judgments or assumptions.
  • Quote:
    “It’s not just asking, but truly listening without judgment and resisting the urge to really just jump to assumptions...really gathering feedback to prepare for...Are my people ready for it, and if my people are ready for it, what type of people on my team do I want to have...leading the charge.” (13:35)

5. Practical Next Steps for Leaders (14:50 - 16:07)

• Immediate Actions:
  • Talk to your people; get direct feedback to identify obstacles.
  • Redesign roles and expectations around team members’ strengths.
  • See culture as a competitive advantage for recruiting and retention.
  • Quote:
    “I think by doing this, you measure what truly matters, which is, you know, moving beyond engagement scores and bottom line return on investment, but to understand the impact of culture and what you have done to help develop your leaders and achieving that.” (15:25)
• Result: Fostering belonging and deeper organizational commitment.

6. Looking Ahead — The Future of Talent and Culture (16:21 - 17:38)

• Broader Talent View: Encourages reconsidering who can solve organizational challenges. Don’t restrict roles (e.g., finance tasks) only to those with direct backgrounds—seek diverse perspectives, street smarts, and gut instincts.
  • Quote:
    “Looking at the challenges you’re facing, don’t just assume that the people you have specifically to that specific challenge...Make sure you’re looking at others that lend itself to...Is the strategy right? Can the strategy be revised? Can it be revamped?...Do they have an approach that may be mired in common sense?” (16:28)

Notable Quotes & Memorable Moments

• On Hidden Strengths:
  “Are they the locker room people? Right? ...They make people better around them, and they make people elevate their game.” — Michael Sloan (07:38)

• On Culture:
  “Culture trumps strategy, as they say. And I do think there is a lot of breadth to that because...culture is the personality of what an organization is and what it aspires to be.” — Michael Sloan (09:43)

• On Leadership Action:
  “What opportunities do you feel will help bolster you in your expectation of living and working in this culture that we have? And what makes you feel supported?” — Michael Sloan (12:51)

• On Next Steps:
  “Designing the work and expectations around for your team members to flourish and thinking of culture as a competitive advantage...” — Michael Sloan (15:05)

Timestamps for Key Segments

• 00:45 — Sloan’s background and HR journey
• 02:42 — What inspired the book and its focus
• 06:02 — Defining “hidden strengths” and spotting them
• 09:37 — What actually makes a great team culture
• 12:28 — How strong team culture helps in healthcare headwinds
• 14:50 — Simple next steps for leaders
• 16:21 — Envisioning the future of talent and culture

Conclusion

This episode delivers practical wisdom for healthcare leaders—and any organization—seeking to move beyond traditional qualifications and unlock hidden strengths within their teams. Sloan’s approach is data-driven, yet deeply human, advocating for recognition of undervalued qualities that foster resilience, innovation, and true belonging. His advice and the framework in his new book provide actionable steps for reimagining how we think about talent, team-building, and the enduring power of culture in healthcare.

For more: "Unlocking the Hidden Strengths that Build Extraordinary Teams and Cultures" is available on Amazon in both print and audio.