creating a great place to work ihs leadership symposium april 19, 2011 gwen randall rn, ma mary...
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Creating a Great Place to Work
IHS Leadership Symposium
April 19, 2011
Gwen Randall RN, MA
Mary Hagen RN, MSN
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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
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Creating a Great Place to WorkObjectives:– 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
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Looking for a Great Place to Work?
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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???
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Great Place To Work© FundamentalsTwo Lenses
Trust Index©
Employee PerspectiveCulture Audit©
Management Perspective
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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
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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
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Strategies to Boost Participation
GPTW Intranet buttonThank you couponsE-mail remindersDepartment contestsGPTW survey participation web link
2010 Participation = 87%
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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
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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 SafeClosing: Timeframe, Next StepsBest Practices:
– Start, Stop, Continue Tool for discussing feedback
– Facilitator assistance
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When What Resources
February-March Share GPTW results with
staff Celebrate successes Get staff input on action
plan ideas as needed
Overview of results: Management Group February 17thGPTW Resource Packet
March-April Develop action plan as
needed Share plan with Director/VP
and staff
GPTW Help Sessions: Goal Development and Action PlanningMarch 8, 2011 9-10am Formal LoungeMarch 14, 2011 11am-12pm SSDCMarch 28, 2011 2-3pm SSDCRegistration 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
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Additional Strategies
Individual Department Coaching
Great Place to Work Report Out
Best Practice Sharing
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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.
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GPTW Best Practice Mini-Sessions
CAMARADERIE
CREDIBILITY
FAIRNESS
PRIDE
RESPECT
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What Employees are Saying
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Credibility
Communication – open and accessible
Competence – Competent in coordinating human and material resources
Integrity – Carrying out vision with consistency
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Ted’s Forums
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Commitment To Excellence Pyramid
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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
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Respect
Support – Supporting professional development and showing appreciation
Collaborating – Collaboration with associates in relevant decisions
Caring – Caring for associates as individuals with personal lives
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Partnership with AssociatesMaking the Connection
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Rounding for Outcomes
7. How are you proceeding w ith your personal goals? Is there anything I can help you w ith right now ?
6. Are there 1 or 2 people I should recognize for doing great w ork and w hy?
4. How do you contribute to the mission of the organization?
5. Tell me about a time w hen you have been recognized.
2. What have you done/accomplished recently in your job/position that you are most proud of?
3. Tell me about w hat you're doing to promote great customer service? (Bedside Report, Intentional Rounding, AIDET, Take 5, Take 2)
1. Personal Connection
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Stoplight toolThe 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.
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Recognition
Recognition cards
Difference between recognition and appreciation – measured separately
For significant accomplishmentsConsider sending a card
to their home.
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Celebrating ExcellenceOur
Great Place to WorkCelebrities
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Category: Top three departments with the Highest GPTW Scores:
Small Departments (less than 20 associates – more than 5)
Large Departments
DigestiveHealthCenter
A AvenueFloral andGift
ChildProtectionCenter
MedicalSocial Services
Imaging ServiceAdmin Intensive
Care Nursery
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Category: Great Improvement
Laundry SpiritualCare
Cardiologists LC
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Celebrations- Spirit of St. Luke’s
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Celebrations – Red Dress Day
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Education Dollars for Associates
$495,109$627,263
$895,751
$1,047,281
$1,197,298
$395,609$427,973
$-
$250,000
$500,000
$750,000
$1,000,000
$1,250,000
2002 2003 2004 2005 2006 2007 2008Continuing Education Tuition Reimbursement Bridges to Excellence
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
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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
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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
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Heart Walk
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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
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Badger Challenge
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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
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Breaking Out of the Pack…Across the Strategic Framework – Partnership with Associates
2009Only 5% of Hospitals
Earn Magnet Designation
Taking Everything Into Account, St. Luke's Is A Great Place To Work
88% 88% 90%
0%
25%
50%
75%
100%
2007 2008 2009
Matching
100 Best
Benchmark
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The Journey Continues…
…what lies ahead is up to us!