Michael Dowling, President, and CEO of Northwell Health, joins the Ask A Ceo Podcast. Michael discusses the difference between managing and leading an organization, the significance of long-term planning for CEOs, and how value-driven organizational culture helps in business growth and sustainability.

Key Facts

• Michael Dowling LinkedIn
• Northwell Health Website
• Michael is the President and CEO of Northwell Health 
• Michael has been serving as the President and CEO of Northwell Health for the past two decades
• Northwell Health is an integrated healthcare system and NY state’s largest private employer
• Michael holds a Master in Social Work from Fordham University 

Key Takeaways

• Michael is a health care optimist. He started his legacy journey at Northwell Health in 1995 as EVP and COO
• After working for seven years as the EVP and COO, Michael became the President and CEO of Northwell Health 
• Michael believes that management is for day to day whereas leading is for the future. He further emphasizes that CEOs should understand the difference between the management and leadership roles they have to perform in an organization
• He shares that someone should be focused on long-term goals rather than day-to-day tasks, as it keeps us motivated towards continuous efforts. In contrast, short term thinking might kill an organization’s ability to succeed
• Michael says that “organizational culture is the key to success” – He elaborates that the culture of any organization is carved by every individual, which includes how they work together and how they display themselves internally and externally. Furthermore, the organizations that lack a positive culture where people are not aligned with the company’s values are going to be in trouble in the future
• Michael believes that it takes time to build an optimistic organizational culture. He shares that it’s quite challenging to build a culture that is aligned with organizational values for large organizations like Northwell Health that consists of around 60,000 members. However, consistency and small steps can help CEOs build their desired culture
• He shares that a positive culture can be built by teaching employees about the company’s values and emphasizing crucial elements that define a company’s culture such as teamwork, passion, commitment, customer service skills, and so on
• Michael focuses on individual values and urges human resources to do the same while recruiting employees. It helps an organization to identify if the new hire can sync with the company’s values  
• Michael urges people to think ahead, work hard, and do the right things. He believes that focusing on these fundamentals can help you create change 
• Michael believes that the most important attribute of leadership is perseverance. One should not play victim to bad days or quit because things get tough. They need to stick with their goals because things change, circumstances evolve, and new opportunities come your way at the right time. All you need is courage and consistency
• Another idea of Michael’s revolves around having a curious mind that believes in the concept of lifelong learning. He believes it is essential to educate yourself; the day you stop educating yourself and believing in yourself is the day you fall behind 
• Michael states that his purpose in life is to do well and to do good for others
• Michael doesn’t believe in conceptualizing a retirement as he says “there is no end.” Retirement to him is another chapter in the book. One can contribute for as long as others allow you to contribute, so you just turn the page and you move on to the next chapter

Michael’s Advice for CEOs

“Most important attribute of leadership is perseverance” 

Michael believes that one should not play victim to bad days or quit because things get tough. CEOs need to stick with their goals because things change, circumstances evolve, and new opportunities emerge your way at the right time. All you need is courage and consistency.

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