Memorial Health System Aimee Allbritton, PhD Vice President, Organization Development and Chief Learning Officer BOLD BENCHMARKS: CREATING BETTER LEADERS ‘17 updated jks

BOLD BENCHMARKS 20 Top Performer: 73.0 26 31

MHS Leadership Competency Model

Crucial Accountability (5.5 hrs) Focused Competencies: Accountability Financial Management Intellectual Curiosity Strategic Focus Analytical Thinking Communication Mandatory Leadership Development Crucial Accountability Critical Thinking: The 6 Thinking Hats Leader Communication Tool LDI Retreat Crucial Accountability (5.5 hrs) Mandatory for Supervisors Was required for SLT, Directors and Nurse Managers in 2016 and all Managers in 2017 Crucial Conversations is Pre Requisite Critical Thinking: The 6 Thinking Hats (1.5 hrs) The Six Thinking Hats process allows us to explore, question, and evaluate in order to make sound decisions. In this course one will learn about the Six Thinking Hats model and be provided with step by step knowledge on how to use it in every day decisions.

Leadership Competency Inventory Importance Capability Leadership Development Provide handout with 2 examples. Once can be a leadership competency and the other a management skill. Talk through the decision making process. To assess importance – ask the leader to think specifically about their role and the scope of their work. Maybe they are a front line supervisor whose responsibilities are to (come up with 2 or 3 things from a supervisor job description. Strategic Focus is not a high priority in this role. Conversely, a Director who has responsibility for planning will likely rank Strategic Focus as Very Important. Once you have ranked the importance of a competency to your role – now you will rank you own capability. So, thinking about Communication for example – when evaluating yourself – think about several things. What feedback do you get from others related to your communication. If communication shows up as

Competency Gap Analysis The Gap Analysis assists you and your leader in identifying areas of focus as well as priorities for your development.

Individualized Leadership Development Plan Update screen shots with approved ILDP

Coaching Services Assessment Center Full integration of assessments based on individual need Customized coaching services by internal board certified Coaching Consultant Update screen shots with approved ILDP

Coaching Program Outcomes Increase New Leader Assimilation Coaching from 75% to 94% (68 out of 72) Increase in Development Coaching from 3 leaders to 16 leaders Value of coaching articulated by coachee and their leader through formal evaluation results Update screen shots with approved ILDP

Education: Crucial Accountability Experiential Learning: Use of simulation for giving and receiving feedback Exposure: Proactive Retention Tool Exposure: Developmental Coaching Structure: Employee Relations function under Performance Management

Memorial Health System Aimee Allbritton, PhD Vice President, Organization Development and Chief Learning Officer BOLD BENCHMARKS: CREATING BETTER LEADERS ‘17 updated jks