Leadership Development Program

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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”.



2009-11: 8 Leadership Development a strategic initiative – under ACOD 8 LEADS adopted for Health PEI



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



Current Projects 8 Leading Workplace Communities:

ƒ 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

ƒ Development Opportunity: 10-12 spots. Any area. 4 X 1 day modules. Sep – Dec 2012.



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



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



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



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



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



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/