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Dr.RME: The Corporate MD, Mandaluyong City, Mandaluyong (2026)

07/03/2025

"It is rarely the work that stresses someone out. It is the Culture"

Irhythm Clinical Operations-GBS held its Annual Leadership Offsite Strategic Planning with a theme Fostering a Holistic Leader: The Heart, The Head and The Hands.

The session started with a self reflection using personalized SWOT where the leaders identified their own strengths and weaknesses while their fellow managers gave a feedback on each other's opportunities and threats. The session provided better self awareness and better understanding of each other's leadership styles yielding to better team dynamics.

The next session focused on the Head where the leaders mostly did data analysis of last year annual performance, identified process gaps and opportunities for improvements. The leaders showcased their knowledge of combined clinical and business offshoring expertise.

Third session was all about ex*****on (The Hands) -- alignment in goals from corporate, global clinical operations and global business services; Alignment in communication; Reporting templates , compliance and training requirements among others.

Finally, this was capped by some fun and relaxation in preparation for another productive year.

This activity, in alignment with the theme, didn't only focused on tasks at hand, but also understanding oneself and each other as a team. It also allowed the leaders to pause from the daily grind and the chance to rediscover their "Why's".

The secret of this leadership team? The Culture.🥂🥂🥂

24/01/2025

ORIENTATION IS NOT ONLY FOR HR: Setting up people for success

A lot of organizations leave the employee onboarding to Human Resources. Most assume that all necessary requirements for an employee to jump start their career will be taken cared of by HR. Sometimes it is sufficient, most of the time it is not.

Before I entered the corporate world, I was a clinician and an academician. During my stint in the university, there was one practice that is almost standard across the board-- Orientation. During orientation, there is usually an introduction and a discussion where learning objectives, syllabus, expectations, grading system and the likes were being presented.

When I transitioned into the corporate world, I expected the same- I was looking for an operations/hiring manager orientation. I was always expecting that my direct manager or someone from operations leadership would take time to know me and will do a similar orientation with a different context- asking my expectations, providing their expectations to the new role as well, sharing company and department objectives, discussing targets and ways to measure success, and providing an insight of what it is in-store for them in the long run if they do good among others.

These are things that I don't really expect HR will do, or if they do, it will only be just showing the tip of the iceberg. As aside from the general company information and direction; things like goals, objectives, expectations, career journey were all department/cluster/division/unit specific.

After being exposed to different organizations ranging from Fortune 500 companies to Small and Medium Enterprises, I witnessed some leaders did it, some didn't. From there, I saw the difference.

I noticed that those who did it resulted to having:

1. A more engaged team- as the new hire is very much aware of what is his or her role in the grander scheme of things
2. A better professional relationship with the leadership team- as the new hire and the leaders are guided with proper expectations and way of communication
3. An aligned culture - aside from task and job orientation, it shows that setting culture expectations also resulted into solidifying culture that is aligned with the organization's
4. A driven new team player - by showing that the new role is not only a job, but a career; it stimulates eagerness to perform well and to look forward to their next career milestone.

Most leaders will say that they are too busy with other tasks and meetings, that they cannot accommodate to do such things already.
And yet, they want to drive culture change to optimize performance, but most often than not, they forget that culture starts on or before Day 1.

16/01/2025

HYBRID: The Future of Workforce

When we say hybrid- we often refer to the work set up in which we already agreed to be the most applicable work set up for most of the industries.

However, hybrid can be discussed in another context -- Field of Expertise. As a medical doctor, we were trained starting medical school that the way to go is almost always to specialize. This has been the practice for years if not for decades.

In the Philippines, the usual path is PreMed Course-Medschool-Clerkship-Internship-Board Exam-Residency-Fellowship-Subsubspecialty. I believe same applies with other industries as well with regards to approach to specialization. It is working and it is ok.

Nonetheless, there is the other side of the fence which is not commonly explored yet-- Diversification.

As the world and industries continuously evolve, there are new roles that are now requiring not just one field of expertise, but fusion of two or more. Hence, a hybrid. There are job titles/roles you will see on LinkedIn and other platforms that are new and not familiar to all.

This is where Diversification will enter. For example, A hospital or any healthcare corporation for example. There has been a long discussion of who is the best fit to lead a hospital - a doctor or a businessman/corporate guy? Why can't it be both? We can still run a business while still considering patient safety and clinical quality. We can use the business lens to identify opportunities while still banking on quality outcomes.

And this evolution is happening everywhere especially with the advent of advanced technology. Most especially, almost all industries are now fused and in hybrid with information technology.

The hybrid wave is also being adopted by the learning institutions. (Ex: MD-MBA Program of Ateneo School of Medicine and Public Health, BS Accounting Information System by University of Santo Tomas AMV College of Accountancy to name a few).

With industries working together towards sharing of expertise with each other, and with professionals traversing the traditional practice- Innovation will be waving, and the growth opportunity will be endless.

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Dr.RME: The Corporate MD

07/03/2025

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