Our Time is NOW MidAmerica Leadership Academy: Developing High Potential Leaders Within Oct 2, 2014 Katrina Greene Director, Organizational Development.

Slides:

Advertisements

Similar presentations

OUR CONTINUOUS JOURNEY TO EXCEPTIONAL. Mission Accomplished through CQIplus CQIplus helps us fulfill our mission, Through our Exceptional health care.

Advertisements

Leading Change Leading Change Christina Pond National Programme Director Team and Network Leadership.

Mentoring/Succession Program Elva M

Engineering Leadership

Developing Our Leaders – Creating a Foundation for Success

A Proposal Dr Susan Hamer

Developing leadership Skills 15-1Copyright© 2013 Pearson Education Leadership in Organizations.

Build over Buy: Accelerating Internal Readiness to Close Succession Gaps Jeremy Braidish VP, OD&L and HR Strategy.

Continuous Improvement Deployment Six Sigma Foundations Continuous Improvement Training Six Sigma Foundations Continuous Improvement Training freesixsigmasite.

PEOPLE MANAGEMENT DEVELOPMENT PROGRAM

Improving Your Business Results Six Sigma Qualtec Six Sigma Qualtec Six Sigma Qualtec – All Rights Reserved June 26, 2002 BEYOND SIX SIGMA: A HOLISTIC.

SEM Planning Model.

The Executive’s Guide to Strategic C H A N G E Leadership.

Leadership Performance Planning and Evaluation Form and Goal Setting

DHS LEADERSHIP ACADEMY Presenter: Rosemary Calhoun Presentation to: DHS Leadership Date: July 16, 2014 Georgia Department of Human Services.

Navigating Coaching Programs, Processes, Pitfalls, and Politics Jennifer Habig Rob Elsey.

Cheryl Miller Ferris State University 2010  Provide physicians an overview of the Nursing Administrator role in relation to patient care services, present.

Welcome to the Information Session on Leadership Competency Models

Chapter 2 The Managerial Role. Copyright © 2006 by Thomson Delmar Learning. ALL RIGHTS RESERVED. 2 Purpose and Overview Purpose –To understand roles of.

The Value of Volunteering Women’s Foodservice Forum.

September 30, 2011 Mark Stevens Director, Human Resources.

Pilot – Professional Mentoring Program The American Association of Blacks in Energy.

1 Council of the Great City Schools October 27, 2012 Succession Planning and Leadership Development.

Emerging Best Practices and Trends in Succession Planning

Professional Development Program Overview August, 2008.

Communicating in international teams Bob Dignen * CENGAGE & YORK ASSOCIATES ETAS – 30 January 2010.

Business DNA Resources Business Success Coaching Services.

Improving Efficiencies in an OB/OR by Forming Inter-Professional Team Relationships Waters J.H., Chief, Dept. of Anesthesiology; Karen Daily RNC,MSN; Linda.

Succession Planning Who will replace your leaders? Presented by Jacquelyn Thorp, MSHR/SPHR -CA.

Internal Revenue Service Workforce of Tomorrow Task Force AIM Growing Future Leaders Workshop August 6, 2009.

A Univar company Talent Management Framework April, 2010 Innovative Model. Differentiated Culture. Disruptive Technology.

Campus Plan East & Winter Park Mission Statement East Campus values innovation, creativity and achievement. This Campus Plan provides the initial.

Developing People The Turning Point Leadership Development National Excellence Collaborative Vision: Collaborative leadership is used to its fullest potential.

BUILDING STRATEGIES FOR SUCCESS, LLC “When Coaching Counts”

Company Confidential 1 Developing Aerospace Suppliers in Mexico Kalim Saiyed October 22, 2009.

The Value Driven Approach

Building a Foundation for SEM Through a One Stop Center Implementation Bryan Newton, Associate Vice President Marketing & Enrollment Management Aiken Technical.

44 Shore Vista Rochester, NY Developing Leaders The SuccessBuilders LLC Approach.

September 17, 2015 Strategic Preparation …Ready Your Business For 2016.

The Columbia Approach.

Creating and Maintaining Coalitions and Partnerships Community Tool Box Curriculum Module 1 Part 1.

MDA Leadership Consulting

Research topics International Human Resource Management Advisor: Marina O. Latuha Organizational and HRM department GSOM.

Margaret Turner Sr. Consultant, Leadership Succession Management Creating a Sustainable Systematic Approach for Leadership Succession Management.

How Senior Leaders Drive IDEAL Care Allen’s Culture Transformation Through Adaptive Design.

The Los Angeles Public Health Leadership Institute: An Intra-organizational Approach To Leadership Development APHA Session: The Challenge of Leadership.

© 2003 Six Sigma Academy0 The Roles of Six Sigma Champion Workshop.

Launch_blank. Set3_TitleandContent First Time Leader Department Leaders Operational Leaders Leaders of Leaders L1: Influential L2: Emerging L3: Strategic.

PACE BDC MENTORING TRAINING PROGRAM FOR CLIENTS AND MENTORS PACE All Rights Reserved

AASCIF HR Committee January 19, 2016 Cindy Mohler Director of HR New Mexico Mutual Patrick Gage, VP HR Operations CA State Compensation Insurance Fund.

©2012 THE ADVISORY BOARD COMPANY ADVISORY.COM Gaining Provider Feedback In February – March 2014, we administered a medical staff survey to employed &

UMHS Definition of Leadership Leadership at UMHS is the ability to achieve exceptional results by transforming the organization and developing people to.

Lean Process Engineering in Small Practices Masspro Joseph Holtschlag, Manager, DOQ-IT Harvard Quality Colloquium Aug 20, 2007.

OVERVIEW OF THE WORKFORCE DEVELOPMENT DOMAIN TASK FORCE APRIL 16, 2015 Joan D. Nagel, M.D., M.P.H. Program Director, Division of Clinical Innovation National.

UNMC College of Nursing Jonas Scholars Marcia Shade, MSN, RN PhD Student Terri Khan, MSN, APRN DNP Student.

Nurses Helping Nurses Holly Cole Brittany Needham Tricia Rosa Eleanor Stitt Crystal Thayer.

Sector Partnership & Career Pathways Training JULY

Today’s managers & leaders are challenged unlike any of the past generations in their roles.

You Can’t Do Succession Planning in the Public Sector …Or Can You?

Leadership Development at Bruce Power

Master Degree in Nursing Administration Presentation

Center For Faculty Excellence: Leadership and Faculty Development

HR Business Partner Individual Development Plans

HR Business Partner Individual Development Plans

Training and Career Development Division

Center on Professionalism

Developing Leaders through a Structured Leadership Development Program.

Presentation transcript:

Our Time is NOW MidAmerica Leadership Academy: Developing High Potential Leaders Within Oct 2, 2014 Katrina Greene Director, Organizational Development MidAmerica Division

Our Time is NOW Program Purpose A 12-month development program, targeting high-potential leaders to reach higher levels of success and produce better results for their organizations. 2

Our Time is NOW Leadership Academy Objectives Gain valuable developmental feedback through 360° Assessment Attend didactic workshops to enhance HCA Leadership Competencies Learn how to coach others effectively and build dynamic teams Build strategic relationships across Division Become a Champion of Change Partner with Executive Mentor to guide development Craft a succession plan for successor 3

Our Time is NOW Leadership Academy Overview 4

Our Time is NOW 5 SELECTION PROCESS Leadership Academy Overview

Our Time is NOW Leadership Academy Overview 6

Our Time is NOW Leadership Academy Overview 7 PROGRAM STRUCTURE

Our Time is NOW Leadership Academy Overview 8 PROGRAM STRUCTURE

Our Time is NOW Six Learning Series 9 Six (6) Core ProgramsHCA Leadership Competencies Showing Up as a Leader Compelling Communication, Executive Disposition, Strategic Decision Making Building a Dynamic Team Building Trust, Building Organizational Talent, Coaching & Developing Others Organizational Synergy Business Acumen, Building Strategic Relationships Driving Change Influence, Leading Change Creating a Service Culture Customer Focus, Quality Orientation Strategic Execution Establishing Strategic Direction, Driving for Execution

Our Time is NOW The Marshmallow Challenge 10

Our Time is NOW Lean Projects –Developed Spine Clinic –Implemented Oral Chemotherapy Treatment Program –Improved Credentialing Process of Neonatal Nurse Practitioners –Reduced Patient Throughput Time at Ambulatory Surgical Center –Improved scheduling process; Reduced Overtime and Contract Labor costs 11

Our Time is NOW Leadership Academy Overview 12

Our Time is NOW Outcomes: Promotions 13 Graduates: 32 Leaders Currently Enrolled: 20 Leaders  Controller → CFO  Med/Tele Director → ACNO  ASC Administrator → VP Hospital  Area Market Manager → VP Operations (HCAPS)  Director Cardiology → VP Cardiology/Oncology  Director Clinical Operations → VP Operations  4 Directors promoted with expanded scope

Our Time is NOW 14 Questions Katrina Greene MidAmerica Division