1. Leading Culture Healthcare Administration Heather MW Petrelli, MA, PhD
September 2, 2015

2. Leading the Culture
Organizational culture is MUCH MORE than the definition in the text
Dress code, hours, office set up, employee benefits, turnover, hiring decisions, treatment of customers and customer satisfaction
What other concepts to you believe are part of an organization’s culture?

3. Leader’s Role
The text indicates “an ideal departmental culture promotes productivity and employee happiness; increases longevity of employment, increases cooperation, communication, and teamwork among employees; allows employees to take pride in their work and instills the desire to achieve more”.
HOW?

4. Creating the Ideal Workplace
Is it better to be fair or consistent?
Consistency in Expectations – keeping expectations consistent among employees allows for a feeling of fairness?
How is this accomplished?
Setting standards – Historical Continuity
Access to resources – Onboarding
Employee Recognition – acknowledgement and consistent feedback is KEY

5. Leading the People Hiring the Right People in the Right Positions
Why Stupid People Get Hired
Behavioral interviewing – sample questions
Servant Leadership

8. Effective Communication
Crucial Conversations
Awareness of those require involvement

9. Running an Effective Meeting
Roberts Rules of Order
Consider the role of Introverts
In addition to the text, in addition to listing a person’s name after each agenda item, consider giving time limits as well.
When a discussion monopolizes the meeting, it may be appropriate to suggest scheduling a separate meeting to discuss in further detail.
“In the interest of time and moving the agenda along….”

10. Taking Interest and Empowering People
When empowering people with the freedom to act, it is important to follow up with them.
Sometimes it is a good strategy to empower a poor performer with an important task or more responsibility to help elevate them.
Situational Leadership

11. Retrieved from: http://www. kenblanchard

12. Setting Expectations Documentation of conversations and action items
Articulate consequences
One Minute Manager

13. Holding People Accountable
When set expectations or deadlines you MUST FOLLOW UP
Help those you are leading stay on task – do the organizational conceptualization
Follow up takes time but is necessary
Examples of setting a goal and not asking for progress reports

14. Coaching and Counseling for Success
Path Goal Theory – find out the personal goals of your employees and attempt to integrate them into their position
“It is important to respond quickly to mistakes made by employees, ONCE YOU HAVE VERIFIED THE FACTS – Never assume

15. Recognizing, Rewarding and Retaining Employees
Why is it important to hold people accountable in retaining employees?
How can you hold people accountable?
Protection – We are DUCKS!

16. Petrelli Pearls Give praise in public and criticism in private
#1 reason why people leave their jobs?
Must check in regularly with the relationship and really mean it
Performance evaluations
First ask for a self evaluation
Then use it to write your evaluation
Feedback should be given to employees regularly so they are never surprised
Never inflate expectations – meeting expectations is a good thing. Not everyone is exemplary at everything in their job.
Really utilize people’s strengths
Have fun! Make work meaningful

17. Activity for Organizational Structure
Make a list of all the employees that work or interact within a clinical pharmacy
Make a list of all the employees that work or interact within a retail pharmacy
Now, create an organizational structure that would work for you if you were the Director of Pharmacy or the Chief Pharmacy Officer

18. Activity for Organizational Culture
Describe the culture of some companies you have worked at.
What do you perceive is the culture at USF if you were to work here?
Work as a team to create the ideal workplace culture.