Johannon Olson, RN/MBA

Recombinate Health

As a Partner at Recombinate Health, I am committed to revolutionizing patient care by empowering clinical teams with innovative solutions. 

Our mission is optimal care within reach by giving clinical teams superpowers. 

We collaborate closely with healthcare entrepreneurs to drive advancements in healthcare delivery and patient outcomes.

Connect with me to explore opportunities for collaboration and innovation in healthcare.

Partner

TIGER 21

TIGER 21 is an exclusive global peer community of ultra-high-net-worth entrepreneurs, investors, and wealth creators. Members meet monthly in Groups of up to 15 in cities worldwide to confidentially discuss a broad range of issues and opportunities related to wealth preservation, investing, family dynamics, philanthropy, and much more.

Many Members consider TIGER 21 to be their personal board of directors, enabling them to leverage the collective wisdom and experience of this exceptional community. As a result, Members enrich their lives and amplify the enduring impact of their wealth and legacy while simultaneously enhancing their networks and developing lasting relationships with other Members, both locally and globally.

Membership is by invitation only, following an in-depth due diligence process covering five criteria, known as the 5Cs, which include Character, Contribution, Capacity, Conditions, and Capital of at least $20 million USD in investable assets.

Chair

Institute of Coaching

By bringing a strong scientific foundation to the practice of coaching, the IOC is making a large, global impact on the collective well-being of individuals, leaders, teams, organizations and communities.

The Institute of Coaching (IOC) is based at McLean Hospital. Founded in 1811, McLean is the top freestanding psychiatric hospital in the U.S., a member of Mass General Brigham, and the largest psychiatric affiliate of Harvard Medical School.

The formation of the Institute of Coaching (2009) began with a $2 million donation from the Harnisch Foundation, followed by the creation of our global IOC community of 5,000+ members in 75 countries.

The global IOC community emerged from our 14 Coaching in Leadership and Healthcare conferences delivered since 2008 as a collaboration of the Institute of Coaching, McLean, and Harvard Medical School.

Fellow

PEF Community

A global community of post-exit founders supporting each other on life’s endless journey to find purpose, fulfillment, and meaning.

https://www.linkedin.com/redir/suspicious-page?url=https%3A%2F%2Fpef%2exyz%2F

Member

Horizon Search, Inc.

Responsible for leading the board and focusing it on strategic matters, overseeing the company's business, and setting high governance standards in providing business leaders with tools and support to grow through coaching and a peer network designed for high-impact collaboration

Chairperson of the Board

Redesign Health

Skills: Customer Service · Electronic Medical Record (EMR) · Process Improvement · Program Management · Management · Strategy · Healthcare · Healthcare Management · Strategic Partnerships · Business Development · Executive Management · Coaching · Cross-functional Team Leadership · Strategic Thinking · Leadership Development · Team Building · Mentoring · Problem Solving · Budgeting · Healthcare Industry · Healthcare Consulting · Business Process Improvement · Healthcare Information Technology · Hospitals · HIPAA · Managed Care · Quality Improvement · Revenue Cycle · Practice Management · Medicare · Recruiting · Health Policy · Surgery · Human Resources (HR) · Business Process · Operations Management · Business Strategy · Marketing · Project Management · Administration · Physicians · Physician Relations · Training · Leadership · EHR · Revenue Cycle Management · Organizational Development · Decision-Making · Employee Engagement · Strategic Planning

Healthcare Innovation Mentor and Consultant

Carta Healthcare

Member Of The Board Of Advisors

COO and Healthcare Management Advisor 

Founder Institute

California State University - East Bay

Transformative Leadership Advisory Board

University of California, Davis - Graduate School of Management

Johannon "Joe" Olson, RN, MBA, is a seasoned healthcare executive, successful entrepreneur, and innovator with over twenty years of experience leading businesses and transforming healthcare teams and organizations. He is a board-certified Nurse Executive with an MBA in Healthcare Management from the University of California, Davis. Johannon completed fellowships in Clinical Excellence Research at Stanford University and Wharton Graduate School, and he is an active fellow of the Institute of Coaching (IOC) at McLean Hospital, affiliated with Harvard Medical School.Our family motto: We strive for better together (Ad Altiora Certamus)

Connect, Engage & Serve

As a San Francisco/Bay Area Chair of TIGER 21, I lead a group of ultra-high-net-worth members to help them build the skill set to transition from focused entrepreneurs to disciplined managers of wealth successfully. Taking part in professionally facilitated groups, members meet one time per month to harness the varied expertise and collective intelligence of their peers in confidential, feedback-rich learning conversations. 

TIGER 21 is the premier peer-to-peer learning network for ultra-high-net-worth individuals worldwide. Managing over $100B in aggregate investable assets, the members convene in their local communities to serve each other as a personal Board of Advisors. 

This chair-led format helps each member improve their investment acumen and navigate common concerns regarding wealth preservation, estate planning, and the complexities of integrating wealth, family, and life. TIGER 21 provides a safe environment where its 1K+ members learn, explore, and form relationships, making it a unique environment to grow and share. 

Members often join TIGER 21 because they recognize that formidable business skills do not always translate into the successful management of assets or personal happiness. They seek to gain a very different skill set: the ability to be a disciplined investor, to enhance their wealth, and to achieve personal goals like health, well-being, joy, and impact in the world.

As a group Chair and peer, I create a space where members work with each other to improve their ability to invest wisely, handle family wealth issues, and engage in high-impact philanthropy. We are lifelong learners from a variety of incredible backgrounds.

If you are ready to learn more about joining a TIGER 21 group, please reach out to me and visit: https://tiger21.com/insights/selling-a-business-my-first-million

Specialties:  

• Business process • The future of work  • Servant leadership  • Burnout prevention

Smokers beat typical high performers (in one important way!).

I noticed this pattern across every healthcare setting I've worked in. The smokers (yes, they still exist -even in healthcare!) had tighter social connections. Why? They took their breaks consistently - never skipped them. They coordinated with each other. And here's the part that caught my attention: they'd go outside in the sun, spend 15 minutes with colleagues, and come back genuinely refreshed (even if they had just taken a few days off their healthspan).

It's counterintuitive. But it taught me something critical about intentionality.

When I commuted from San Francisco to Stanford, I chose the longer route on purpose. BART and Caltrain instead of driving. That extra time became my secret weapon.

While so many riders dozed off or doom scrolled, I would read something physical/paper (could never get down with Kindle, despite many attempts) - sometimes professional development books, sometimes engaging fiction (that truly decompressed me). I'd call family members. And then came my favorite part: the electric skateboard ride from the train to campus. Those last few minutes were pure zen before I jumped into the chaos of leadership.

It wasn't about the specific activity. It was about being a person of intention rather than default.
I watched this play out in fascinating ways:

A doctor who knitted during rounds. He'd study charts while knitting, and the hats he made - maybe 4-6 per year - became prized possessions gifted to our team members. Wearing one meant you were his friend. It became part of the connective tissue of our community.

A nurse who did origami. People knew where they were in the queue. The anticipation created a connection.

Another nurse who organized paintball weekends. Rain or shine, teams formed. People showed up -brought their families and favorite foods to share. Wargames as community infrastructure.

When these individuals were on shift, the entire atmosphere shifted. Not because of what they did, but because they were intentional about it. They elevated themselves from "non-contributing player" to someone people wanted to be around.

The real magic isn't in the activity itself. It's in the systematic habit-forming and consistency. Whether it's fitness tracking on Strava, calling a family member during your commute, crafting, or, yes, even coordinated smoke breaks(!).

When one person commits to intentional practices, others join. Not everyone will be interested. But those who engage are creating something powerful together.

What intentional practice has become part of your life?

Johannon Olson 

Are you a purpose-driven and proven leader and value creator? Are you committed to optimizing your overall success? ⬇️More⬇️

 If so, it's great to meet you here! You're in the right place.

Let's begin by defining success for you. Then, let's deploy a concrete plan to achieve that success, focusing on "time to value." In short, we will work together to get (the right) shit done!

By doing this, we:

-Enable you with proven tools, concepts and strategies
-Create the superior results (including financial) that top-performing leaders enjoy
-Ensure better-performing investments of your resources, and 
-Attract more and better team members to support you. 

Leader enablement: serving leaders with the tools and coaching to lead effectively and thoughtfully.

More about me (if we must):

Joh Olson is the Chair of the San Francisco 05 chapter of Tiger 21. Tiger 21 harnesses members' expertise and collective intelligence to improve their investment acumen, business decisions, and family dynamics. 

After nearly twenty years of leadership in academic healthcare systems (UCLA, UC Davis, Stanford) and venture capital (Mighty Capital, Alix VC, others), he transitioned to grow the portfolio of successful businesses he and his wife own; from e-commerce and hospitality to residential and commercial real estate. 

Joh is a purpose-driven entrepreneur and value creator with a track record of working with proven leaders to optimize exceptional teams for success. Starting successful businesses, developing leaders, and building trusting and highly reliable teams are his "dream jobs." 

Joh is passionate about communication, building trust, enhancing calm, and "decomplexifying" situations. He is a lifelong student of business systems, servant leadership, and personal development. 

If you are ready to learn more about joining our Bay Area TIGER 21 group, please reach out to me and visit: https://tiger21.com/insights/selling-a-business-my-first-million today!

Clinician Partner at Recombinate Health: Empowering Clinical Teams, Transforming Patient Care, Good Jobs Strategy 🏩 Peer Learning & Community Facilitator: Tiger 21 │ PEF | EO │ Hampton │ Family Office

longevity is no longer a niche field—it’s an accelerating sector attracting world-class talent and capital.

As our families, friends and many around us age, we need to continue to explore the best ways to attract and retain the best talent to solve the somewhat intractable problems in aging and healthcare. 

It’s not only our patients… our careforce is aging, too! This isn’t just about fresh new talent but also about bringing experienced and wise elders into our world from other professions.

Member Development Partner | TIGER 21 | Premier Peer Group for Ultra Successful Entrepreneurs & Investors | Executive Coach | Relationship Builder | Connector

Longevity is increasingly about quality of life, not just years lived. At the TIGER 21 Longevity Summit in London, Members and experts explored how advances in medicine and capital allocation are reshaping what it means to age well. 

Read more: https://lnkd.in/eFdQ-eFY

(Someone asked me): What would you do if you were building operations from scratch?

My answer:

This has only happened once. Needless to say, I learned some things! 

Here they are:

1. Document/map every process before attempting to bring in software and automate. Understanding workflow bottlenecks leads to better software implementation every time.

2. Early on, hire for adaptability over experience. Operations constantly evolve, and rigid thinkers create rigid systems.

3. Build dashboards that matter. Make (the right) data very visible early. Track metrics that drive decisions, not vanity numbers that look good in meetings.

4. Create feedback loops with frontline teams. The people doing the work know where the system breaks before anyone else.

The result; better days for everyone!

↳ Efficiency
↳ Reduced costs
↳ Happier team members
↳ Scalable growth through chaos

Happy building!

What's the one operations challenge you would tackle first if you could start fresh?

This speaks to the power of "in real life" interactions, IMHO. Politicians and reporters have harnessed the power of digital distribution but it has reached a somewhat surprising (but logical) end. They have been disintermediated. 

Patient care is a 1:1 interaction that occurs in real life. Even telemedicine is intimate (compared to our relationships with any other professional).

Interesting to see Nursing Home Operators trending toward the bottom of the list... so much opportunity there!

Sr. Director, Workforce | 21 Hospitals | Gallup Certified Strengths Coach | Nurse Leader Transition-To-Practice Advocate |

For the 24th consecutive year, nurses have been recognized as the most trusted profession in the Gallup poll.

In contrast, it is concerning to see that trust in news and political professionals remains at an all-time low. 

Both of these professions are in urgent need of disruption to rebuild trust and enhance their credibility.

Yesterday, I mentioned how one nurse's paintball obsession (and how he shared it) brought community and cohesion to our unit. I didn't mention a critical detail... it also reduced our burnout metrics(!).

Not through some corporate wellness mandate. Through invitation.

He'd organize weekend paintball. Rain or shine. Teams developed. People showed up consistently. They brought their families and favorite dishes. And something important shifted in how that unit functioned together.

I've spent years observing what actually works for healthcare workers (our careforce) and well-being. Not theories - longitudinal studies from Stanford, UC Davis, and UCLA with real data and brilliant scientists behind them.

Here's what the research shows works when you have high leadership support and high engagement:
Fitness initiatives (eg, with Fitbits and tracking). The academic healthcare data is clear on this one.

Mental health awareness programs like HeartMath help people intentionally manage the stress of healthcare work.
But here's what the studies miss: the mechanisms aren’t these specific activities.

It's what happens when people choose to share intentionality rather than default (lonely) behaviors.

Like the Doctor knitting during rounds. It became a social currency and connection platform all at once.
The origami nurse who created the same dynamic. The anticipation itself built community.

There is more: Pickleball tournaments. Strava challenges. Group calls during commutes.

The pattern is consistent: when individuals coordinate these activities, they elevate themselves and everyone around them.

-Team cohesion improves.
-Burnout metrics shift.

Not because of the activity itself, but because of what it represents.
These people become known as intentional contributors rather than just showing up on “default mode”.

Here are the practical core concepts:
-Choose something that genuinely resonates and engages - it can be fitness, crafting, connecting with family, reading... whatever works for the team and/or a subgroup (not everyone has to do everything every time).
-Invite others. Make it inclusive and systematic. Build the habit with consistency.
-Bring others along (when it makes sense). Coordinate. Create shared experiences.
-Talk about it at work. Not to brag, but to invite. To create that connective tissue.

As a leader, I deliberately chose to highlight these invisible cultural threads in huddles and celebrate those that led them.

That intentionality changed everything about how they showed up.

It's not about what you do. It's about being intentional rather than defaulting to doom scrolling.

What would shift if your team normalized playing, learning, and growing together outside of work?

A 5% capacity decline sounds minor -until you’re a discharge planner facing a full hospital and nowhere to send recovering patients.

A new JAMA Internal Medicine study reveals what frontline clinicians already know: skilled nursing facility capacity has quietly collapsed since COVID-19. Not just beds on paper - actual operating capacity. Some counties lost 15% or more.

The ripple effects are predictable and painful:

• Hospital lengths of stay are creeping upward (because patients have nowhere to go)
• Emergency departments are backing up (because inpatient beds stay full)
• Families scrambling to provide complex care at home (without training or support)
• Care teams burning out from the impossible math (too many patients, too few options)

The study points to staffing shortages as the primary culprit. But here's what the data can't fully capture: those empty beds represent care aides who left the field, nurses who found less demanding/more dependable work, and entire teams who decided the wages and working conditions weren't sustainable.

We've spent decades building a post-acute care system dependent on underpaid, often immigrant workers doing physically and emotionally demanding work. Then we acted surprised when that workforce decided they had other options.

The editors suggest two parallel solutions: better workforce recruitment, training, and compensation for facilities, and better support for older adults to remain in their communities.

Both are correct. Both require investment we've historically been unwilling to make.

But here's the part that is most (negatively) impactful: every day this capacity gap persists, hospitals function as expensive, inappropriate nursing facilities (which can also contribute to caregiver burnout due to hopelessness). Patients who need rehabilitation get hospital care. Families who need respite get crisis management. Communities that need a continuum of care experience fragmentation instead.

This isn't a facilities problem, a staffing problem, or a reimbursement problem. It's all three, tangled together by decades of underinvestment in the unglamorous work of caring for our most vulnerable populations.

Patients cannot be discharged to facilities with deficient staffing. Staff recruitment falters when jobs lack proper incentives. A care system based on exploitation and hope cannot be sustained.

It's time to act:

• We must prioritize investments in recruitment and retention, training, and fair compensation packages for caregivers.
• Support innovative models helping older adults stay in their communities.
• Demand policies and budgets that reflect the true value of those who do healthcare's hardest work.

What are you willing to do to ensure our most vulnerable (and our caregivers) are truly cared for?

Recognizing Burnout Before It's Too Late

Burnout doesn't happen overnight. It creeps up slowly, and by the time most people realize they're burned out, they're already deep in it. As someone who works extensively in this space, I've learned that early recognition is everything.

Looking to catch burnout before it catches you? Here are five quick tips to help you get started:

Tip 1: Monitor Your Sunday Nights
If you're consistently filled with dread every Sunday evening, that's your first warning sign. Pay attention to this feeling -it's your body telling you something isn't right.

Tip 2: Track Your Energy Levels
Notice when you feel exhausted despite adequate sleep. Persistent fatigue that doesn't respond to rest is a hallmark symptom of approaching burnout.

Tip 3: Watch for Cynicism
When you start becoming unusually negative or detached from work you once enjoyed, take note. This emotional withdrawal is a protective mechanism signaling overload.

Tip 4: Check Your Physical Health
Frequent headaches, digestive issues, or a weakened immune system often accompany chronic stress. Your body speaks before your mind accepts the truth.

Tip 5: Assess Your Productivity
Ironically, working harder while accomplishing less is a classic sign of burnout. If simple tasks feel overwhelming, pause and evaluate.

Implementing these tips can significantly improve your ability to prevent full-blown burnout.
What are your go-to tips for recognizing burnout early?

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