Dr. Yahir Santiago-Lastra

Leaders have check-ins built in. I mean, your admin coordinator is going to have you check in with every single one of your faculty. But that's the thing. The check-in has to be genuine and authentic to that specific person.

And again, because those structures are not built for that person, they were built for men, you have to listen to whatever problems are articulated, even if they are uncomfortable problems. that require you to be uncomfortable and change something. That's where the check-in really happens. Or is the person checking in with you every quarter and telling you things, but there is no change?

And again, because those structures are not built for that person, they were built for men, you have to listen to whatever problems are articulated, even if they are uncomfortable problems. that require you to be uncomfortable and change something. That's where the check-in really happens. Or is the person checking in with you every quarter and telling you things, but there is no change?

And again, because those structures are not built for that person, they were built for men, you have to listen to whatever problems are articulated, even if they are uncomfortable problems. that require you to be uncomfortable and change something. That's where the check-in really happens. Or is the person checking in with you every quarter and telling you things, but there is no change?

That's frustrating. So it's not just having the check-in. It's also listening and informing the person physically

That's frustrating. So it's not just having the check-in. It's also listening and informing the person physically

That's frustrating. So it's not just having the check-in. It's also listening and informing the person physically

through feedback that you have listened and you understand the problem so the validation is important but then the action has to happen as well so validation is great when you leave after meeting with your boss i've had this meeting many times and and i'm validated in my concerns that is so trust building in your leader but that the change has to happen as well so validation excellent change

through feedback that you have listened and you understand the problem so the validation is important but then the action has to happen as well so validation is great when you leave after meeting with your boss i've had this meeting many times and and i'm validated in my concerns that is so trust building in your leader but that the change has to happen as well so validation excellent change

through feedback that you have listened and you understand the problem so the validation is important but then the action has to happen as well so validation is great when you leave after meeting with your boss i've had this meeting many times and and i'm validated in my concerns that is so trust building in your leader but that the change has to happen as well so validation excellent change

even better, and then advocacy so that that continues to change across the institution. And some leaders do it, and I'm so proud of those of you that do. Some of my closest are just like that. And others don't. Others stop when it gets uncomfortable, and then they go on to their next faculty that may be easier to nurture because there are fewer barriers. And that's the big gap there.

even better, and then advocacy so that that continues to change across the institution. And some leaders do it, and I'm so proud of those of you that do. Some of my closest are just like that. And others don't. Others stop when it gets uncomfortable, and then they go on to their next faculty that may be easier to nurture because there are fewer barriers. And that's the big gap there.

even better, and then advocacy so that that continues to change across the institution. And some leaders do it, and I'm so proud of those of you that do. Some of my closest are just like that. And others don't. Others stop when it gets uncomfortable, and then they go on to their next faculty that may be easier to nurture because there are fewer barriers. And that's the big gap there.

And if leaders are attentive to that, they can have successful recruitment and retention.

And if leaders are attentive to that, they can have successful recruitment and retention.

And if leaders are attentive to that, they can have successful recruitment and retention.

Thank you so much for having me.

Thank you so much for having me.

Thank you so much for having me.

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