1. Creating a Great Place to Work IHS Leadership Symposium April 19, 2011 Gwen Randall RN, MA Mary Hagen RN, MSN

2. Ninety-five percent of my assets drive out the front gate every evening. It’s my job to bring them back »Jim Goodnight, CEO and founder of SAS

3. Creating a Great Place to Work Objectives: –Describe the Great Place to Work (GPTW) model and survey components –Explore strategies for taking action on survey results –Discuss best practices for creating a GPTW

4. Looking for a Great Place to Work?

5. What is a Great Workplace? Great Workplace is: –A place where people trust the people they work for –A place where they take pride in what they do –A place where they enjoy the people they work with –Is this YOUR Workplace???

6. Great Place To Work © Fundamentals Two Lenses Trust Index © Employee Perspective Culture Audit © Management Perspective

8. Great Place to Work Relationships you create matter!! YOU are the critical difference between a very good company and a very great company. Enhancing trust, pride, and camaraderie in the workplace is THE central task of effective leadership in today’s organization

9. Why GPTW survey? First and foremost, a robust model Broadly applicable to workplaces of any type Benchmarking with the 100 Best companies to work for Comprehensive analysis and recommendations Aspirational Culture to be a top performer Fits with the Iowa Health System Strategic Pillar of Employee Excellence

12. Strategies to Boost Participation GPTW Intranet button Thank you coupons E-mail reminders Department contests GPTW survey participation web link 2010 Participation = 87%

14. Tips for Interpreting Your GPTW Data Potential Pitfalls –Data Denial –Analysis Paralysis –Explaining away the results Learn from Data Move to Action Written Comments –Note themes

15. Principles for Communicating Results in Your Work Groups THANK associates for their feedback. Emphasize its importance in creating a great workplace. Share results with all associates in a positive manner, where both strengths and challenges that exist in the workplace can be discussed openly. Make It Safe Closing: Timeframe, Next Steps Best Practices: –Start, Stop, Continue Tool for discussing feedback –Facilitator assistance

16. WhenWhatResources February-March  Share GPTW results with staff  Celebrate successes  Get staff input on action plan ideas as needed Overview of results: Management Group February 17th GPTW Resource Packet March-April  Develop action plan as needed  Share plan with Director/VP and staff GPTW Help Sessions: Goal Development and Action Planning  March 8, 2011 9-10am Formal Lounge  March 14, 2011 11am-12pm SSDC  March 28, 2011 2-3pm SSDC Registration thru Net-Learning May-June  Action plan implementation  Leadership Group Action Plan sharing session: May 3, 2011 Contacts: Gwen Randall Eric Suter Mary Hagen July  Great Place to Work Report Out: Session 1 See contacts above Great Place to Work Timetable 2011

17. Additional Strategies Individual Department Coaching Great Place to Work Report Out Best Practice Sharing

18. Best Practice Celebration Management Group Retreat Topics Great Place to Work Results St. Luke’s Best Practices Senior Leadership Insight Our Mission: To give the healthcare we’d like our loved ones to receive.

19. GPTW Best Practice Mini-Sessions CAMARADERIE CREDIBILITY FAIRNESS PRIDE RESPECT

20. What Employees are Saying

21. Credibility Communication – open and accessible Competence – Competent in coordinating human and material resources Integrity – Carrying out vision with consistency

22. Ted’s Forums

23. Commitment To Excellence Pyramid

24. 2005 – BOP Staff Alignment Team Lives Up to Its Name –Behavioral-based Interviews –Extreme Makeover – Orientation –Performance Assessment Tool 2005 – Rediscovery: Mission, Vision, Values 2003-2004 – Re-building Trust and Communication Our Journey: Engaging Our Associates

25. Respect Support – Supporting professional development and showing appreciation Collaborating – Collaboration with associates in relevant decisions Caring – Caring for associates as individuals with personal lives

26. Partnership with Associates Making the Connection

27. Rounding for Outcomes

28. Stoplight tool The stoplight tool is utilized when leadership receives suggestions from their staff. This is a good tool to ensure that the staff know that you heard them and that their suggestion has not been forgotten.

29. Recognition Recognition cards Difference between recognition and appreciation – measured separately For significant accomplishments Consider sending a card to their home.

30. Celebrating Excellence Our Great Place to Work Celebrities

31. Category: Top three departments with the Highest GPTW Scores: Small Departments (less than 20 associates – more than 5) Large Departments Digestive Health Center A Avenue Floral and Gift Child Protection Center Medical Social Services Imaging Service Admin Intensive Care Nursery

32. Category: Great Improvement Laundry Spiritual Care Cardiologists LC

33. Celebrations- Spirit of St. Luke’s

34. Celebrations – Red Dress Day

35. Our Journey: Engaging Our Associates And Through the Years, A Growing Commitment to Development, Learning and Career Progression –Frontline Leadership Academy –St. Luke’s University –Bridges to Excellence –Certification Support –Nursing Residency Program –Great Leaders, Great Teams, Great Results

36. Fairness Fairness is the most difficult to master of the three building blocks to trust Equity – balanced treatment for all in terms of rewards Impartiality – Absence of favoritism in hiring and promotions Justice – actions match your words

37. Pride What the associate does matters in the organization I contribute to something meaningful Most positive of the dimensions Pride in the job, team and organization

38. Heart Walk

39. Camaraderie ‘The people here are great” Coworkers see them as complete individuals, with families and hobbies and passions outside of work. Friendly work environment Family feeling Intimacy, hospitality and community

40. Badger Challenge

41. 2008-2009 – The Magnet Home Stretch Our Journey: Engaging Our Associates 2006-2007 – Determining Associate Engagement and Satisfaction with More Robust Approaches –Rounding for Outcomes –Great Place to Work Trust Index 2005 – Committing to the Magnet Journey

42. Breaking Out of the Pack…Across the Strategic Framework – Partnership with Associates 2009 Only 5% of Hospitals Earn Magnet Designation Matching 100 Best Benchmark

44. The Journey Continues… …what lies ahead is up to us!

45. Breaking Out of the Pack Breaking Out of the Pack Breaking Out of the Pack