Being an effective leader in senior living takes more than operational know-how or charisma. It requires balancing strategic vision with hands-on engagement, mission with margin, and accountability with empowerment. The best executives understand that leadership isn’t about managing from a distance – it’s about building a culture that supports both staff and residents.
According to Jeff Harris, CEO of Jeff Harris and Associates, the strongest leaders know how to navigate the complexities of the industry while fostering a workplace where employees feel valued and residents receive the highest level of care. Here are some key traits that set them apart.
They balance mission and margin
“When I began recruiting, there was a vast chasm between non-profit and for-profit senior living organizations,” says Harris. The for-profits were often seen as prioritizing financial performance above all else, while the non-profits were seen to prioritize mission above profits.
That divide has narrowed in recent years as leaders across the industry recognize that financial sustainability and a strong mission go hand in hand. “The for-profit folks know that you can’t have margin if you don’t have mission – if you’re not doing it for the right reasons and taking care of residents,” says Harris. “On the non-profit side, they’ve realized you can’t sustain a mission if you’re losing money. You have to be a good steward.”
Finding this balance isn’t easy. It requires making strategic decisions that uphold company values while ensuring financial health. According to Harris, that means focusing on growth rather than just cost-cutting. “There’s no genius in cutting expenses,” he says. “The real skill is increasing revenue & profitability while maintaining quality.”
They hire and develop strong teams
Great leaders know that success isn’t about personal recognition – it’s about surrounding themselves with the right people. That starts with hiring individuals who bring expertise and fresh perspectives, even if they surpass the executive’s own skill set in certain areas.
“A really strong executive hires with the intent to bring in someone better than they are,” says Harris. Meanwhile, leaders who let ego or insecurity drive their hiring decisions, choosing employees who simply reinforce their own strengths, limit their company’s potential.
Beyond hiring, Harris believes standout executives invest in their team’s success by providing clear expectations, meaningful guidance and space for employees to take ownership of their work. They understand the difference between coaching and micromanaging, which can ultimately backfire.
“Good leaders don’t dictate goals; they coach people toward shared objectives,” he says. “When employees feel like they have ownership over their goals, they’re more engaged.”
They lead with purpose
Visionary leadership is essential in senior living. The most successful executives don’t just react to daily challenges – they set a clear direction for their communities and teams. According to Harris, a strong vision provides purpose, and purpose is essential for success.
But having a vision isn’t enough. Leaders must communicate effectively, ensuring that staff at every level understand the broader mission and their role in achieving it. “Without a clear sense of direction, it’s impossible to inspire and motivate a team,” Harris says.
Great leaders also empower their employees by providing the tools, autonomy and support needed to succeed. When people understand where they’re headed and why, they take greater ownership of their work, which ultimately leads to better outcomes for both staff and residents.
Within the ever-changing landscape of senior living, it’s more important than ever to lead with intention. Whether you’re hiring for senior executives or looking to expand your own impact in the role, these traits should remain top of mind.