Empowered Leadership: Women Driving Excellence in HME

Published in Women's Health on July 16, 2024

A powerful and engaging panel session at the 2024 Focus at Heartland Conference included female leaders in the post-acute homecare industry sharing their perspectives on leadership. Arienne Martinez, Director of Organizational Development at VGM HOMELINK, led a panel discussion with 2023 HME Woman of the Year award winner Dana McLaughlin, President at Medical Service Company, along with VGM's top female executives including Lindy Tentinger, President at VGM & Associates; Barb Anderson, Chief Financial Officer at VGM Group, Inc.; Christa Miehe, President of Corporate Communications & Events at VGM Group, Inc.; and Sara Laures, Chief People Officer at VGM Group, Inc. Covering everything from work-life balance to exuding confidence in the board room, these leaders shared their thoughts about driving excellence in the industry and beyond.

Q: What women’s empowerment stories have inspired you?

Dana McLaughlin: My grandma, who bought her own motorcycle, and Oprah on TV who included women sharing their success stories.

Barb Anderson: Partnering with a female leader in a male-dominated field, who advised me to ask for help and surround myself with people who lift me up. You can reach higher than traditional roles have allowed in past.

Q: What’s the best advice you’ve received?

Lindy Tentinger: Don’t be afraid to be wrong, just don’t be wrong for long. Be vulnerable enough to call yourself out when you make mistakes and adjust accordingly.

Sara Laures: Be reflective and ask yourself how something is best serving you. If it’s not serving you, you have the power to rewrite it yourself.

Q: What advice would you give to young women aspiring to leadership roles?

Christa Miehe: Don’t wait. You be in charge of you. When you’re at the table, don’t wait. You're there to contribute. If you have something to say about the topic at hand, it’s your responsibility to speak up. Don’t wait as you go through your career.

Dana: Respect yourself and see yourself as a leader. Don’t sell your heart and personal life short.

Lindy: If you think you know someone, no one has it all together. It’s okay to not be okay.

Barb: Lean into things that make you uncomfortable rather than lean away. You might surprise yourself. We shy away from things that make us uncomfortable, but then we nail it.

Q: How do women’s leadership styles contribute to the HME industry?

Barb: Women tend to be more collaborative and bring more empathy, intuition, and inclusion to the table, which balance the competitive and hierarchical leadership styles that are traditionally seen. This establishes a good balance of leadership traits, because both are necessary to have.

Dana: Women’s nurturing and empathetic traits are essential for flexibility and choice in the workplace.

Q: What policies can businesses implement to promote inclusiveness?

Dana: Our business offers two “flex” days. Employees are encouraged to take a “you” day if they’re unable to bring their best self forward. We also offer a support group called “EmpowHER” to talk about non-work-related issues.

Sara: Empower managers to lead with trust whenever possible and provide flexibility guidelines. Know your people and workforce and meet them where they’re at.

Lindy: Leaders believing in their employees can empower them to believe in themselves.

Q: How can women inspire inclusion in the workforce?

Christa: Be welcoming and supportive of the next person who comes along. It’s not a competition. You set the tone.

Dana: Encourage belonging within the organization and encourage expression.

Sara: Remember equality vs. equity. Everyone has different circumstances and barriers. Make sure to focus on equity for all, recognizing those different circumstances and barriers.

Q: What barriers have you faced in your career, and how did you overcome them?

Dana: Overcoming self-doubt and imposter syndrome by proving to myself that I can do it.

Barb: Balancing personal and professional life while also overcoming the expectation that women carry the heavier load to manage the home. That barrier is getting better.

Lindy: Working remotely and managing personal issues, with flexibility evolving over time in the workplace.

Q: Are there still barriers preventing women today?

Dana: Affordable, safe, and good quality daycare is still a difficult challenge.

Barb: Unfortunately, an adage heard is a woman’s work performance is often tied to the quality of her daycare.

Christa: Competing priorities between home and work continue to be a challenge. Just do the best you can.

Dana: In response to the barriers, if you respect yourself, they will respect you. Have your support system at work.

Q: How can women overcome power struggles?

Barb: Support assertive women around you.

Dana: Embrace your assertiveness.

Sara: Be brave but kind and set boundaries if needed.

Q: What are your professional goals within the HME industry and beyond?

Lindy: Personally, to open an outpatient therapy clinic in the Cedar Valley. Professionally, to disrupt traditional paradigms, influencing and actively shaping the post-acute homecare industry to raise awareness of its impact, creating long-term viability for the future of our members, vendor partners, and each other.

Sara: To leave the company better than how it was.

Q: How do you stay mindful of who’s at the table and who’s missing?

Dana: Call it out when you notice someone is missing.

Q: How do you quiet the people-pleaser in you when calling out something for the better?

Barb: Build self-confidence and focus on how it’s bettering the industry.

Christa: Think about the benefit it will bring and take yourself out of the equation. Something needs to be said because it’s better for the situation.

Sara: Be brave; people will get over "hurt feelings.”

Q: How do you empower mid-level leaders?

Sara: Create psychological safety in the organization and hold people accountable.

Female leadership in the post-acute homecare industry brings diverse perspectives, empathy, and advocacy for inclusivity. Women balance different leadership styles, contribute innovative solutions, and inspire representation. Their impact fosters positive change and creates a healthier organizational culture.

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