Welcome Michele & Nikki will be with you in a few moments. Michele Holleran and Nikki Rineer are your hosts for today’s webinar. Founding Holleran nearly 23 years ago, Michele has dedicated her career to leadership and organizational development. Not only serving as a former chairperson and faculty member of LeadingAge's Leadership Academy,  Michele, alongside provider colleagues, has created Leadership Academies in 10 states as well as directly with provider organizations. During her time at Holleran, Nikki has partnered with Senior Living communities to interpret research findings and facilitate action planning sessions. She has spoken nationally as a guest lecturer on a variety of topics and regularly presents research findings to various stakeholder groups, including Boards, Leadership teams, residents and staff Welcome Michele & Nikki will be with you in a few moments. LEADERSHIP ENGAGEMENT PROGRAM Tuesday, August 23rd, 2016 11 AM – 12 PM EST

Participation We encourage participation! Please type your questions here throughout the Webinar

Why is engagement so important?

Engagement: Corporate America vs. Senior Living Senior Living (Holleran) Corporate America (Gallup)

Engagement and Turnover $11 Billion is lost annually due to Employee Turnover Bureau of National Affairs Engaged employees are 3x less likely to leave your organization than their coworkers American Management Association 45% of employees reported that they would be likely or very likely to look for other jobs outside of their current organization within the next year SHRM All statics can be found: Employee Engagement & Loyalty Statistics: The Ultimate Collection. Access Perks, August 2016

Measurement Impacts Engagement 71% of companies with upward trending levels of employee engagement have conducted an employee survey for three years or more DECISIONWISE State of Employee Engagement 2016

Holleran National Benchmark Holleran Employee Engagement Index

I believe (Community) is living up to its mission and goals. The Engagement Index I often leave work feeling good about the work I did. I have friends at work. I know what is expected of me. At work, my opinions count. I feel I personally make a difference here. My supervisor offers positive recognition for a job well done. At work, I have the opportunity to do what I do best everyday. (Community) cares for its employees. I trust the leadership of (Community). I believe (Community) is living up to its mission and goals. I feel I’m part of a team that is producing meaningful results for the organization. I would recommend (Community) as a great place to work. This last year, I have had opportunities at work to learn and grow. I think I will be working at (Community) in three years. Overall, I am satisfied with my job.

Leadership Engagement Connection

Best Practices From The Field Recognition Program Wellness Programming Hiring Right Stay Interviews Turnover Pilot Supervisor Engagement Programming

The Holleran Leadership Engagement Program Self Relationship to Others Team Organization

360º Leader Engagement Assessment

360º Leader Engagement Assessment

360º Leader Engagement Assessment

Session 1

Session 2

Vulnerability /Trust Builders Session 3 Five functions of a team Check your Ego Employ T-L-T Walk the Talk Disagree and Commit Vulnerability /Trust Builders

Session 4

Session 4: Post Workshop Departmental Results

The ROI of Employee ENGAGEMENT

We welcome your questions! Nikki Rineer nrineer@holleranconsult.com 1.800.941.2168 We welcome your questions!

Sources 2016 State of Employee Engagement. DECISIONWISE, 2016 Employee Engagement: A Strategic Game Changer for Senior Living Providers. Holleran Consulting, June 2016 Employee Engagement & Loyalty Statistics: The Ultimate Collection. Access Perks, August 2016 Employee Engagement in U.S. Stagnant in 2015. Gallup, January 2016 Understanding Employee Engagement: A Step Beyond Satisfaction. LeadingAge, July 2016