Leadership Development Institute November 20, 2015
Welcome! Welcome to today’s Leadership Development Institute! As a reminder, the “Leader Needs Assessment” survey results are driving the content for this year’s LDI’s. Those results indicated a need/want for additional leader development in the areas of communication, team-building, and leading versus managing. Today’s LDI will focus on the Science of Unconscious Bias in an effort to enhance our communication and leadership skills.
Attendance/Sign-In Sheets Please ensure that you have signed-in Sign-in sheets are located at the registration desk. Please take the time to answer all of the evaluation questions. CME certificates will be issued and mailed 4-6 weeks after the activity. Please put your pagers and cell phones on vibrate. Wi-Fi password: oumed
Disclosure Statement Under Accreditation Council for Continuing Medical Education guidelines disclosure must be made regarding relevant financial relationships with commercial interests within the last 12 months. Jon Brightbill Brian Maddy have no relevant financial relationships or affiliations with commercial interests to disclose.
Introduction of Guests Since 2006, CulturaLink has partnered with health care organizations to identify challenges, perceptions, barriers, and best practices to improve diversity, inclusion, and delivery of culturally competent patient centered care to today’s multicultural and multilingual communities and workforce. – Yolanda Robles, President & CEO Critical Measures is a management training and consulting firm that assists employers to harness the power of diversity to create more productive, profitable and inclusive workforces. – David B. Hunt, J.D., President & CEO – Jerry L. Benston, Jr., Vice-President
Learning Objectives Upon completion of this activity, participants will: Understand the biological (neuroscience) and sociological factors that contribute to the formation and activation of human biases. Understand the Implicit Association Test as well as the implications for: – Healthcare workforce in areas such as recruitment, hiring and retention, employee evaluations, management practices, teamwork and employee discipline, termination and discharge. – Patient care including the impact of unconscious or implicit bias on providers’ clinical objectivity, provider-patient communication, patient satisfaction and patient outcomes. Understand how providers’ unconscious biases may contribute to racial and ethnic disparities, language access and cross-cultural medical ethics problems and disparities that result from globally mobile populations. Understand ten, core, cross-cultural biases which may contribute to cross-cultural and interracial conflict and interfere with productive workforce and patient care relationships. Understand a framework for managing cross-cultural and interracial conflict effectively. Understand strategies and best practices for reducing or overcoming unconscious biases on both an individual and an organizational level
Agenda
Leadership Linkage Grid To help us incorporate what we have learned today into our everyday business practices, a “linkage” grid has been provided below. The linkage grid provides a clear, consistent message on the items that need to be communicated to staff and the expectations for our implementation work over the next 60 days. AssignmentActivity Tools and Validation Complete By Complete Identify & Incorporate 1.Understand the biological (neuroscience) and sociological factors that contribute to the formation and activation of human biases. 2.Understand the Implicit Association Test as well as the implications for: a.Healthcare workforce in areas such as recruitment, hiring and retention, employee evaluations, management practices, teamwork and employee discipline, termination and discharge. b.Patient care including the impact of unconscious or implicit bias on providers’ clinical objectivity, provider‐patient communication, patient satisfaction and patient outcomes. 3.Understand how providers’ unconscious biases may contribute to racial and ethnic disparities, language access and cross‐cultural medical ethics problems and disparities that result from globally mobile populations. 4.Understand ten, core, cross‐cultural biases which may contribute to cross‐cultural and interracial conflict and interfere with productive workforce and patient care relationships. 5.Understand a framework for managing cross‐cultural and interracial conflict effectively. 6.Understand strategies and best practices for reducing or overcoming unconscious biases on both an individual and an organizational level Workbook (Discuss and share with work‐center and department upon return.) 12/16/15
Leadership Linkage Grid (continued) Review & Share 1.Review Key Cultural Variables Defined in Workbook pgs. 30‐32. 2.Review Intercultural Conflict Styles with Department Leaders, Workbook pgs. 33‐40. 3.Discuss benefit of initiatives in your work‐center and discuss a plan for participation/implementation. “Implicit Association Test” Harvard “Eye of the Storm” Handouts/Links01/16/15 Online Evaluation/Survey After attending this LDI, you will be ed a link to the Evaluation/Survey. Complete Evaluation/Survey to provide feedback for future Leadership Development Institutes and to receive CME or CEU credit (where applicable). It is expected that 100% of leaders will complete the Survey. Online Evaluation/Survey 12/16/15
Today’s Speakers David B. Hunt, J.D. – President and CEO, Critical Measures Jerry L. Benston, Jr. – Vice-President, Critical Measures
Leadership Linkage Grid To help us incorporate what we have learned today into our everyday business practices, a “linkage” grid has been provided below. The linkage grid provides a clear, consistent message on the items that need to be communicated to staff and the expectations for our implementation work over the next 60 days. AssignmentActivity Tools and Validation Complete By Complete Identify & Incorporate 1.Understand the biological (neuroscience) and sociological factors that contribute to the formation and activation of human biases. 2.Understand the Implicit Association Test as well as the implications for: a.Healthcare workforce in areas such as recruitment, hiring and retention, employee evaluations, management practices, teamwork and employee discipline, termination and discharge. b.Patient care including the impact of unconscious or implicit bias on providers’ clinical objectivity, provider‐patient communication, patient satisfaction and patient outcomes. 3.Understand how providers’ unconscious biases may contribute to racial and ethnic disparities, language access and cross‐cultural medical ethics problems and disparities that result from globally mobile populations. 4.Understand ten, core, cross‐cultural biases which may contribute to cross‐cultural and interracial conflict and interfere with productive workforce and patient care relationships. 5.Understand a framework for managing cross‐cultural and interracial conflict effectively. 6.Understand strategies and best practices for reducing or overcoming unconscious biases on both an individual and an organizational level Workbook (Discuss and share with work‐center and department upon return.) 12/16/15
Leadership Linkage Grid (continued) Review & Share 1.Review Key Cultural Variables Defined in Workbook pgs. 30‐32. 2.Review Intercultural Conflict Styles with Department Leaders, Workbook pgs. 33‐40. 3.Discuss benefit of initiatives in your work‐center and discuss a plan for participation/implementation. “Implicit Association Test” Harvard “Eye of the Storm” Handouts/Links01/16/15 Online Evaluation/Survey After attending this LDI, you will be ed a link to the Evaluation/Survey. Complete Evaluation/Survey to provide feedback for future Leadership Development Institutes and to receive CME or CEU credit (where applicable). It is expected that 100% of leaders will complete the Survey. Online Evaluation/Survey 12/16/15