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Leadership Development Program
February 21, 2012
Leadership Development BackgroundLeadership Development Background
• 2008: Leadership Development identified as an area of focus88 Corpus Sanchez Review8 “Building an Agile Organization: A HEALTH HUMAN RESOURCE STRATEGY. 2008-2013”.
• 2009-11: 8 Leadership Development a strategic initiative – under ACOD8 LEADS adopted for Health PEI
• 2011-128 Leadership development opportunities defined for health professionals: Nursing Leadership, Allied and
Support Leadership8 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
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LEADERSHIP DEVELOPMENT STREAMSSTREAMS
ManagingDay to Day
Personal Leadership
GovernanceExcellence
AdministrativeLeadership
LEADS SELF
ENGAGES OTHERSENGAGES OTHERS
ACHIEVES RESULTS
DEVELOPS COALITIONS
SYSTEMS TRANSFORMATION
ADMINISTRATIVE LEADERSHIP
UPEICeridian HRA Health UPEICeridian HRA PEI
InsightsLEADS SELF
ENGAGES CommunicationConflict ManagementModern Workplace
Strategic CommunicationConflict ResolutionLeader as Coach
Labor relations Training Series
InsightsEthicsCareer Development
OTHERS
ACHIEVES RESULTS
Modern WorkplaceFeedback, etc
Leader as CoachPerformance Management
Strategic Management & AccountabilityProject Management
Accountability Templates and Guides: Finance; Strategy & Performance, Legal, Quality and Access
Financial managementProgram planning, evaluation , Project management.
DEVELOPS COALITIONS
Project Management
Stakeholder AnalysisService Excellence
Public / Patient Engagement Plans / processes. Quality teams. Horizontal projects. Accreditation
SYSTEMS TRANSFORMATION
Managing ChangeDynamic Change TheoryManaging Change
LEAN Project trainingSystem Change Projects: CMOC, UM/PF, etc
LEADS in a Caring EnvironmentM d l f Chas a Model for Change
Workplace CultureWorkplace Culture• Themes: The leader role, leadership capabilities, and processes /
relationships within the team settingrelationships within the team setting
• Current Projects8 Leading Workplace Communities:
Development Opportunity: 8 spots PCH/QEH 5 x 1 5 hr modules May Nov 2012Development Opportunity: 8 spots. PCH/QEH. 5 x 1.5 hr modules. May– Nov. 2012.8 Responsive Leadership for a Diverse Workplace
Development Opportunity: 10-12 spots. Any area. 4 X 1 day modules. Sep – Dec 2012.
• Potential New Areas of FocusPotential New Areas of Focus8 Leading Resilient Workplaces: Opportunity - build on / learn from LWC8 Leading Innovative Workplaces: What does this mean for HPEI8 Leading Effective Partnerships What does this mean for HPEI8 Leading in a 24/7 Environment: Opportunity – identified by Allied Health and Support g pp y y pp
Leadership
Supports and ResourcesSupports and Resources• Work Underway
8 Manager Resource Center8 Manager Resource Center8 Policies, templates, processes8 Integration of LEADS into job design / PQ’s8 Integration of Information into development, planning and accountability cycles. Ie.
Using LEADS 360 feedback, staff satisfaction, LWC, KPI’s, and team performance g , , , , pinformation.
• Opportunities for improvement Moving Forward8 Communication
• Potential New Areas For Definition and Development8 Coaching and Mentoring – defined approach for HPEI8 Succession Planning – defined approach for HPEIg pp
Accountability:LEADS 360 and the Development CycleLEADS 360 and the Development Cycle
Cohort Selection
Responder Selection
Development Plan &
I l t tiImplementation
Survey LaunchConversationsPriority Setting
Research
Survey CloseDebrief
Accountability:Th D l t C lThe Development Cycle
Feedback ConversationFeedback, Conversation, Planning.
Learning and Development Plan with activities, outputs and team results definedand team results defined as appropriate in line with
team plans
Implementation, Monitoring, FeedbackReview and Evaluation
Are the LDP Activities being completed as planned?
Initial changes in performance or results?
Were the activities completed as planned? Individual and team performance results as
planned?
Now that you have your LEADS 360 F db k I f i360 Feedback Information…
• Next Steps8 Engage with your LEADS 360 feedback8 Engage with your LEADS 360 feedback8 Conversations with your manager8 Research: Review available development and support options8 Develop Plan
• Opportunities8 T&D Funds available to you – excluded and unionized8 Some things are free – keep watch and take advantage8 Leading Workplace Communities (8 seats starts in May) Responsive8 Leading Workplace Communities (8 seats – starts in 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 forDates to Watch for• Leading Workplace Communities8 PCH – QEH workplace survey: Feb 13. 1 month8 High level review of results – April8 Organizational Debrief – May 9-10. Opportunity to launch fuller
discussion8 “Network”: 5 x 1.5 hour facilitated learning sessions8 Call for “Network” participants – March- April. Selection – April
• Responsive Leadership For A Diverse Workplace8 4 x 1 day modules over 4 months. y8 Program starts in September8 Call for participants: May – June
ContactContact
• Garth Waite, Organizational Development LeadGarth Waite, Organizational Development Lead
• Tel: (902) 368-5806Tel: (902) 368-5806• Fax: (902) 368-5835• E mail: glwaite@gov pe ca• E-mail: [email protected] • Manager Resource Center:
www healthpei ca/mrc/www.healthpei.ca/mrc/