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LEADS Impact Study
Shauna FenwickJune 2016
LEADS in a Caring Environment
Five Leadership Domains
L – Lead Self
E – Engage Others
A – Achieve Results
D – Develop Coalitions
S – System Transformation
Four capabilities per domain
Four Capabilities per Domain
Lead Self
Self aware
Manage Self
Develop Self
Demonstrate Character
Engage Others
Foster Development
Healthy Organization
Communicate Effectively
Build Teams
Achieve Results
Set Direction
Align Decisions
Take Action
Assess & Evaluate
Develop Coalitions
Purposeful Partnerships
Customer Service
Mobilize Knowledge
Navigate Socio-political
Systems Transformation
Systems Thinking
Orient to Future
Support Innovation
Orchestrate Change
• 2006 – LEADS developed for HCLABC by RRU based research team
• 2006 – 2009/10 – Leaders for Life pilot projects (BC)
• 2009 – LEADS confirmed / adopted by CHLNet
• 2012 – LEADS transferred to CCHL
• 2014 – 2016 – Mitacs funded study re: impact– Co-sponsors: CCHL & Fenwick Leadership Explorations– RRU Academic Supervisors: Ron Lindstrom, Brigitte Harris– Fellow: Silvia Vilches
Brief History
Study Approach
• Qualitative• 5 Case Studies– Early adopters– Diversity
• 76 informants– 3 types
• 2 methods– Interviews – Focus groups
• CADTH• Health PEI• Saskatoon Health
Region• Island Health (BC)• Alberta Health
Services
1. Why are you using the LEADS framework?
2. How are you using the LEADS framework?
3. What is helping or hindering the use of the LEADS framework?
4. What difference does your use of the LEADS framework make?
5. How do you know that your use of the LEADS framework is making a difference?
Research Questions
Strong indications that, in many ways, using LEADS enables individuals to work with others in more focused
ways to achieve organizational goals.
LEADS is effective in diverse organizations, at varying scales, with a variety of implementation strategies.
Key Messages
• All case study organizations invested in leadership development as a means to achieve strategic directions.
• Adoption story not always widely known.
Why use LEADS?
Findings
• Individual• Team• Organization
Findings – What difference?
• Individual• Team• Organization
• Easy to use
• Language
• Self awareness– Lead Self is foundational
• How to work with others
• Improved confidence
• Strengthened sense of personal responsibility & capacity
• Systems perspective
Findings – What difference?
• Individual• Team• Organization
• Team skills
• Changed conversations
• Mindset re: collaboration
• Learning environment
• Connect to organizational goals
• Connect with other departments
Findings – What difference?
• Individual• Team• Organization
• Context dependent
• Changed way of doing business
• Healthier environment
• Improved interdisciplinary function
• Focused talent development
Organization Level
Talent Development
Leadership Development
Practice
What helps use LEADS?
• Senior leadership advocacy / champion
• Integrate / embed into business processes
– Link with strategic directions
– Embed in ways of doing business
• Meetings, projects…
– Use LEADS language in routine reporting
– Feedback on successes
– Communication – use LEADS language to celebrate
What helps use of LEADS? (Org level)
What helps use of LEADS?
• Development
– Learning events
– 360s
– Learning plans & goals
– LEADS-based performance conversations
– Integrate in team meetings (CADTH)
• Recruitment
• Onboarding
• Succession planning
Structural support – Talent development
Learning offerings
• Align existing programs to LEADS
• Align with strategic directions
• Build internal capacity (facilitation & knowledge base)
• External partnerships (Post-secondary, consultants)
• More online and virtual offerings
– Self study
• Develop internal tools (AHS behavioural dictionary)
What helps use of LEADS? (LD-1)
Structured social learning
• Action learning teams / projects
• Peers
• Mentors
• Coaches
• Communities of practice
What helps use of LEADS? (LD-2)
Practice supports
• Supervisory support
• More TBA…
What helps use of LEADS? (LD-3)
• No visible use by senior leadership
• LEADS use limited to learning programs
– Not everyone has access to education
• No obvious link to ways LEADS contributes to achieving strategic directions
• Local focus
• Little organizational communication re: LEADS
What hinders use of LEADS?
How do you know LEADS makes a difference?
• Non linear relationship
• No “secret sauce” re: measurement
Findings – How do you know?
• Anecdotal evidence• Process changes• Outputs/outcomes
• Stories
• Personal impact
• Accomplishments
• Capacity to do jobs
• Ability to plan for future
Findings – How do you know?
• Anecdotal evidence• Process changes• Outputs/outcomes
Different ways that…
• We talk about work together
• Meetings are run
• Work is planned
• We collaborate
• More connection with strategic goals
Findings – How do you know?
• Anecdotal evidence• Process changes• Outputs/outcomes
• Leadership development
– Variable investment in leadership development
– Enrolment metrics
– Succession plans
• Organizational success?
– LEADS not included in routine reporting
• Customer service?
Strong indications that, in many ways, using LEADS enables individuals to work with others in more focused
ways to achieve organizational goals.
LEADS is effective in diverse organizations, at varying scales, with a variety of implementation strategies.
Summary
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