Zwanger-Pesiri RadiologyA Success Story

  • Established in 1953
  • 23 office locations throughout Long Island
  • Employs more than 1,000 individuals
  • Performs over 1 million exams per year

Zwanger-Pesiri recognized that it needed to invest in management training since its frontline staff serve as intermediaries between employees and executive leadership, while also contributing to day-to-day operations and mission-driven objectives.

77% of organizations identify frontline managers as key to achieving business goals1

1 Harvard Business Review Analytic Services. Frontline managers: Are they given the leadership tools to succeed? 2014 [cited 2017 June]. Availablen from:

Zwanger-Pesiri Radiology partnered with Siemens Healthineers, Healthcare Workforce Development Series (HWDS) to execute a personalized approach help staff develop and implement new techniques to effectively thrive and drive the highest quality of patient care.

The HWDS provided the following workshops to better equip the frontline leadership team.

This workshop is based on the DiSC® learning model, which clarifies behavioral tendencies and how they impact people's communication styles and work preferences. Participants will identify their style preferences and engage in individual, small, and large group exercises to learn how to communicate better and work more effectively with others.

This workshop helps managers understand change and their role within the change management process. It explores change from individual, personal, and organizational perspectives, while examining strategies for coping and leading. Participants will follow the Bridges Transition Model, how it applies to changes in a person's life, and how personal acceptance of change impacts organizational change.
Dealing with Conflict focuses on how managers can recognize and address conflict in an efficient manner prior to it becoming a destructive force on the organization. Participants will be able to demonstrate how to positively resolve conflicts that occur in the workplace. This workshop teaches a conflict management model with the ability to apply specific examples of conflict in the model.

The Basics— Part 1 of the Managing Performance workshop shares strategies to help managers learn how to positively impact the behaviors of their team in support of the organization’s overall performance goals. Through small group role-plays, participants will practice dealing with difficult, yet common, management situations and review the steps in discussing performance issues with a direct report.

Part 2 of the Managing Performance workshop builds on the strategies presented in Part 1 by introducing complex scenarios such as legal and ethical concerns. It is strongly recommended to schedule a gap between part 1 and 2 of the Managing Performance workshop.

In addition to performance management, good leaders must learn how to coach employees in order to help them develop to their full potential and achieve their goals. By helping employees achieve their aspirations, leaders can focus on succession planning, balance skill sets of the team, and coach employees to solve their own problems.
This workshop will explain how to use the power of a team to generate and communicate solutions specific to today's critical issues, such as staffing, the patient experience, inventory management, and process improvement. Participants will apply the concept of a stakeholder map and develop value propositions for the purpose of gaining support for their ideas.

Impactful Results

As a result of the HWDS leadership trainings, Zwanger-Pesiri and participants indicated the following:

87.5% believe customer service improved

100% believe office efficiencies improved

increased throughput and decreased patient wait times

A Pass Education Group. Corporate training and net promoter score. 2015 [cited 2017 June]. Available from:

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