Succession Planning: Getting your Med-Peds house in order Program Director Skills Development 2.0 Jimmy Stewart, MD University of Mississippi Medical Center.

Slides:

Advertisements

Similar presentations

Gaining Senior Leadership Support for Continuity of Operations

Advertisements

Talent Pool Succession Planning What Is It?

School Leadership that Works

2013 CollaboRATE Survey Results

Level 3 Award in Leadership and Management Workshop 5 - Presentation

Maintaining Core Leadership Skills in Times of Crisis Presenter: Loni Davis, M.A. Davis & Associates Organizational Consulting Services.

Maintaining Industrial Harmony at Work

CULTIVATING ENLIGHTENED LEADERSHIP Executive Coach, Dr. Rosie Kuhn, Ph.D.

Jubail Industrial College is pleased to announce short courses in Management For more information, please contact: Special Programs Industrial Relations.

Understanding Boards Building Connections: Community Leadership Program.

1 Leadership Succession Planning. 2 A Story to Consider… Bob founded and directs a nonprofit organization called “Bob’s Fish for a Hungry World” twenty.

0 Contract Specialist Army Contracting Command – Redstone CPCM, CFCM, CCCM, FELLOW Huntsville Chapter President Director, Mohawk Valley Small Business.

Taking an in-depth look at how you are and can be a good leader.

SUCCESSION PLANNING OVERVIEW

Developing Business Practice – 302LON Preparing for a Successful Work Experience Unit: 9 Knowledgecast: 2.

MARKETING STRATEGY O.C. FERRELL • MICHAEL D. HARTLINE

Company LOGO Leading, Connecting, Transforming UNC… …Through Its People Human Capital Management.

ABS Leadership and Management Charter & the Senior Executive Program UNECE HRMT Conference Budapest 5 – 7 September 2012.

FUNCTION 6 – CONTINGENCY PLAN, PREPAREDNESS AND CAPACITY BUILDING

Capacity Building for Academic Excellence Khalid A. Bin Abdulrahman MD, DPHC, ABFM, MHSc (MEd) Director of Medical Education Center 28/ 3 / 1424 ( 29 /

Emerging Best Practices and Trends in Succession Planning

Strategy for Excellence Leadership Development & Succession Planning Carl L. Harshman & Associates.

Organizing for Heritage Tourism 4 th Webinar in the Heritage Tourism Initiative North Central Regional Center for Rural Development.

The purpose of this poster is to document some of the lessons learned during my first 3 months in a new leadership position at a.

© 2011 Cengage Learning. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part.

Sponsored by: Paul Holl & Heide Baumann Presented by FLM’s North & South April/May 2012 Achieving a High Performance Culture 2012/13.

Developing Business Practice – 302LON Preparing for a Successful Work Experience Unit: 9 Knowledgecast: 1.

NEADS CONFERENCE “Right On” Transition From School to Work Ottawa 2004 Clint Davis Co-Director, Diversity & Workplace Equity BMO Financial Group Stephen.

Creating Competency Models for Strategic IT Planning Page 1 Creating Competency Models for Strategic IT Planning Bill Clebsch Executive Director of IT.

THE REGIONAL MUNICIPALITY OF YORK Information Technology Strategy & 5 Year Plan.

Gaining the Commitment of Others. AchieveGlobal Canada Operating in Canada since 1964 Research Based Training in: Leadership and Management Development.

Interview Workshop Edgar Pushparatnam, Technip Group QHSE director March 2014.

Simplified Strategic Planning Taking Control, Involving Employees & Linking Systems Joseph Raible Senior Consultant 1The Millennium Group International,

Supporting and Sustaining Volunteers Nonprofit Learning Point September 23, 2015.

PD-1 PROFESSIONAL DEVELOPMENT. PD-2 PROFESSIONAL DEVELOPMENT Instructional Leadership Development Framework for Data-driven Systems QUALITY STUDENT PERFORMANCE.

The Seven Principles of Leadership Rod Pollard Director of Environmental Services UH Case Medical Center.

303KM Project Management1 Chapter 2: The Project Management in Context of Organization Environment.

Succession Planning – Why Bother? BL&A 1 May 30, 2015.

American Public Power Association September 18, 2006 Workforce Planning for the Successful Utility Michael Friedman, F&L Group

McGraw-Hill© 2004 The McGraw-Hill Companies, Inc. All rights reserved.

Management Development. Definition: “An organization’s conscious effort to provide its managers (and potential managers) with opportunities to learn,

Mountain View College ModernThink © Survey Results Analyzed MVC College-wide Forum April 9, 2009 MVC Core Values: Celebration of Student & Employee Success.

AN INTRODUCTION Managing Change in Healthcare IT Implementations Sherrilynne Fuller, Center for Public Health Informatics School of Public Health, University.

Computers in Libraries Computers in Libraries, March 15, 2005 Changing the Landscape Making the Future Library Now!

Workshop Four Topic 4.5 Human Resources Development © Ana G. Méndez University System, All rights reserved.

Succession Planning Sue Van Voorhis Director, Academic Support Resources.

Challenges to successful quality improvement HAIVN 2012.

YOU'VE CHOSEN YOUR TEAM August 1997 HOW DO YOU MAKE IT WORK? BERLING ASSOCIATES C 1997 R. Michael O'Bannon and Berling Associates.

Challenges to successful quality improvement HAIVN 2013.

PIHRA 804 Change Defining Change Organizational Dynamics HR Roles –Operating on 5 Levels Individual Communication & Leadership Opportunities Agenda.

Gallup Q12Yes/ No Do you know what is expected of you at work? Do you have the materials and equipment you need to do your work right? At work, do you.

What is Personal Development? Personal development is a lifelong process. It’s a way for people to assess their skills and qualities, consider their aims.

Creating & Maintaining an Effective Board November 17 & 18, 2015 Workshop Leader: Kay Sohl.

People Priorities Framework

MPPDA Our Programs at a Glance Russ Kolarik, MD Immediate Past President March 24, 2015.

Building High Performance Teams Academy for Faculty Advancement Mark Braun Project Director Organizational Development and Learning.

The Unit Counseling Program A company level leader must understand: The effects of the unit counseling program on the organization How to assess the.

Delivering Effective Feedback A Faculty Development Program for Teachers of International Medical Graduates.

Strategic Planning Session Let's LEAD in 2016! 14 Jan 2016 Robert J. Balfour Dean, Education Sciences (PC)

COMPETENCY MAPPING ASSESSMENT & DEVELOPMENT BY : SUBHASHIS CHATTERJEE Sr. MGR (PERSONNEL)

Strategic Performance Management Creating Effective Organizations J.R. Hoyer.

Communication strategy & CV preparation YOU INC..

Strategic Planning for State Energy Workforce Consortia Day 1.

Faculty Development: A key platform in our Strategic Plan Ori D. Rotstein, M.D. Professor and Associate Chair of Surgery University of Toronto.

October 1, 2015 v.1 Organizational Readiness Phase Two Presentation to the Chief Human Resources Officers October 1, 2015 Talent Management Consortium.

Succession Planning & Career Path

MGT 230 Education for Service-- tutorialrank.com

16 Talent Management.

AGENTS FOR CHANGE Being the Positive Influence and Understanding Peoples Response to Changes in the Workplace JULY 2017 Presenter Alli Taylor.

Presentation transcript:

Succession Planning: Getting your Med-Peds house in order Program Director Skills Development 2.0 Jimmy Stewart, MD University of Mississippi Medical Center MPPDA Pre-Course March 24, 2015

Disclosures I have no disclosures.

Objectives 1.Review basic leadership transition principles 2.Identify key aspects of your program to begin creating transition documents 3.Apply transition principles to four different transition situations

Roy

Principles of Transition 50 different shades of transition…

Common Vision/Culture “Culture trumps Strategy” What is your Med/Peds common culture? Is everyone aware of this?

Process What describes your day?...week?...month?...year?...NAS cycle?... Where are they located? Who has access to them? Who understands the why behind them? What are the essential meetings?

The 4 Roles 1.Fit – Improving organizational IQ 2.Focus – Clarifying expectations 3.Future – Defining priorities 4.Friends – Forming connections

Continuous Planning Cycles not spurts NAS

Choosing a Successor(s) Size determines depth which determines leadership gaps Program needs Leadership potential (substrate)

Faculty Development Survey of internal talent – who is here (or potential faculty) and what are their strengths? What do they need to fulfill their purpose in the program/personal lives?

Choosing the PD who is not there Help leadership choose the right PD SWOT analysis of program (PEC)

Communication Must include all aspects of transition process Top – down Bottom – up What are some of the things that need to be communicated?

Top 10 Communication Messages 1.Why Change? 2.What will happen if we don’t change? 3.What will it be like to change? 4.What will change? 5.What will not change? 6. Who will lead the change? 7. How will we manage the change? 8. When will the change occur? 9. For faculty: How does the change affect me and my ability to do my job and maintain my relationships (culture solidarity) 10. For faculty: What is expected of me? What will happen if I don’t participate? What will happen if I do?

Small Group Discussion Transitional Cycle Identification – Where are you in your program transition?

Small Group Discussion Process/Materials/Location – What needs to be described? Non-duplication of effort

Small Group Discussion Faculty Development (preparing the next leader) How can you help your faculty mature?

Small Group Discussion 1.Fit – Improving organizational IQ 2.Focus – Clarifying expectations 3.Future – Defining priorities 4.Friends – Forming connections 1.Replacing the Legend 2.Picking up the Pieces 3.Dealing with Stagnation 4.Starting a new program

Summary Continuous planning for leadership transition is program-centric and avoids gaps in effectiveness. Successful transition depends upon developing a strategy of fit, focus, future, and friends to adequately communicate and execute a smooth transition. Choosing a successor(s) requires skill assessment and development (faculty development) along with a clear understanding of your program needs.

Questions?