21 Feb 2012... Resource Center; HR Policies, templates and processes; LEADS 360 surveys;
defined L&D process integrated with accountability processes ...
Leadership Development Program February 21, 2012
Leadership Development Background •
2008: Leadership Development identified as an area of focus 8 Corpus Sanchez Review 8 “Building an Agile Organization: A HEALTH HUMAN RESOURCE STRATEGY. 2008-2013”.
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2009-11: 8 Leadership Development a strategic initiative – under ACOD 8 LEADS adopted for Health PEI
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2011-12 8 Leadership development opportunities defined for health professionals: Nursing Leadership, Allied and Support Leadership 8 Leadership Development approaches developed for the workplace community: Responsive Leadership for a Diverse Workplace; Leading Workplace Communities; Nursing Mentorship and Internationally Educated Nurses. 8 Leadership Supports and resources defined and put in place: Manager Resource Center; HR Policies, templates and processes; LEADS 360 surveys; defined L&D process integrated with accountability processes
Progra am Conpone ents
Fo our Dimensiions Results s
LEADERSHIP DEVELOPMENT STREAMS Governance Excellence
LEADS SELF ENGAGES OTHERS ACHIEVES RESULTS DEVELOPS COALITIONS
SYSTEMS TRANSFORMATION
Administrative Leadership
Managing Day to Day
Personal Leadership
ADMINISTRATIVE LEADERSHIP
Ceridian
LEADS SELF
Communication Conflict Management Modern Workplace Feedback, etc
ACHIEVES RESULTS
Strategic Management & Accountability Project Management
SYSTEMS TRANSFORMATION
HRA
Health PEI
Insights Ethics Career Development
ENGAGES OTHERS
DEVELOPS COALITIONS
UPEI
Strategic Communication Conflict Resolution Leader as Coach Performance Management Financial management Program planning, evaluation , Project management.
Accountability Templates and Guides: Finance; Strategy & Performance, Legal, Quality and Access
Public / Patient Engagement Plans / processes. Quality teams. Horizontal projects. Accreditation
Stakeholder Analysis Service Excellence
Dynamic Change Theory Managing Change
Labor relations Training Series
Managing Change
LEAN Project training System Change Projects: CMOC, UM/PF, etc
LEADS in a Caring Environment as a Model M d l ffor Ch Change
Workplace Culture •
Themes: The leader role, leadership capabilities, and processes / relationships within the team setting
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Current Projects 8 Leading Workplace Communities:
Development Opportunity: 8 spots spots. PCH/QEH PCH/QEH. 5 x 1 1.5 5 hr modules modules. May May– Nov. Nov 2012 2012.
8 Responsive Leadership for a Diverse Workplace
Development Opportunity: 10-12 spots. Any area. 4 X 1 day modules. Sep – Dec 2012.
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Potential New Areas of Focus 8 8 8 8
Leading Resilient Workplaces: Opportunity - build on / learn from LWC Leading Innovative Workplaces: What does this mean for HPEI Leading Effective Partnerships What does this mean for HPEI Leading g in a 24/7 Environment: Opportunity pp y – identified byy Allied Health and Support pp Leadership
Supports and Resources •
Work Underway 8 8 8 8
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Manager Resource Center Policies, templates, processes Integration of LEADS into job design / PQ’s Integration of Information into development, planning and accountability cycles. Ie. Using g LEADS 360 feedback,, staff satisfaction,, LWC,, KPI’s,, and team performance p information.
Opportunities for improvement Moving Forward 8 Communication
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Potential New Areas For Definition and Development 8 Coaching and Mentoring – defined approach for HPEI 8 Succession Planning g – defined approach pp for HPEI
Accountability: LEADS 360 and the Development Cycle Cohort Selection
Development Plan & I l Implementation t ti
Conversations Priority Setting Research
Responder Selection
Survey Launch
Debrief
Survey Close
Accountability: Th Development The D l tC Cycle l Feedback, Conversation, Feedback Conversation Planning. Learning and Development Plan with activities, outputs and team results defined as appropriate in line with team plans
Review and Evaluation Were the activities completed as planned? Individual and team performance results as planned?
Implementation, Monitoring, Feedback Are the LDP Activities being completed as planned? Initial changes in performance or results?
Now that you have your LEADS 360 F Feedback db k IInformation… f i •
Next Steps 8 Engage with your LEADS 360 feedback 8 Conversations with your manager 8 Research: Review available development and support options 8 Develop Plan
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Opportunities 8 T&D Funds available to you – excluded and unionized 8 Some things are free – keep watch and take advantage 8 Leading Workplace Communities (8 seats – starts in May), May) Responsive Leadership For A Diverse Workplace (10-12 seats - Starts in September) 8 Participate in “Special Projects” 8 Regularly visit and use the Manager Resource Center
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Accountability: Your supervisor will sign off on your plan and over time will review progress on your plan and results.
Dates to Watch for •
Leading Workplace Communities 8 PCH – QEH workplace survey: Feb 13. 1 month 8 High level review of results – April 8 Organizational Debrief – May 9-10. Opportunity to launch fuller discussion 8 “Network”: 5 x 1.5 hour facilitated learning sessions 8 Call for “Network” participants – March- April. Selection – April
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Responsive Leadership For A Diverse Workplace 8 4 x 1 dayy modules over 4 months. 8 Program starts in September 8 Call for participants: May – June
Contact • Garth Waite, Organizational Development Lead • • • •
Tel: (902) 368-5806 Fax: (902) 368-5835 E mail:
[email protected] E-mail: glwaite@gov pe ca Manager Resource Center: www healthpei ca/mrc/ www.healthpei.ca/mrc/
