project 2 14th june
Post on 05-Dec-2014
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Developing Our Leaders –
Creating a Foundation for Success
Building Leadership Capability
Future Leadership
Requirements
interventionsto fill the
gaps
Current Leadership Capabilities
UMHS Strategic Plan
Identify Assess Design
Interventions to fill the Gaps
Design
UMHS Leadership Development
Talent Building
SuccessionPlanning
Faculty/StaffDevelopmen
t
Performance
Management
PlanningLeadership Philosophy
& Strategic Goal
Alignment
Leadership Competencies
Compensation and Rewards
UMHS Leadership Development
Talent Building – Interview and hire leaders based on demonstration of the competencies
Performance Management – Identify competencies to enhance current and future performance, and align behaviors with outcomes
Development – Provide training, coaching, work assignments to learn or expand skills
Succession Planning – Identify competencies required for success and match with talent pool
Competency - Definition
A characteristic and measurable
pattern of knowledge, skill andability, demonstrated through
behaviors, which underlies and
drives exceptional performance.
Primary Goal
To establish leadership competencies which will be applicable across all the components of
our mission, will resonate with all administrative and faculty
leadership groups within UMHS, and are aligned with the UMHS Strategic Goals.
Mark Hannum - Consultant
Leadership Development
-
Organi-zational Change
Human Resource Systems
Linkage Professional
Services
Linkage Professional
Services
Focus Groups
Web SurveyInterviews
Definition of Leadership
Leadership at UMHS is the ability to achieve exceptional results by transforming the organization and developing people to create the future.
Vision: To Create the Future of Healthcare Through Discovery
Guiding Principles of Leadership
Leaders build consensus on and communicate clear, institutionally-aligned and challenging direction.
Leaders recruit, develop, mentor and engage teams of collaborative, talented people.
Leaders include and respect all individuals and groups.
Leaders encourage intelligent risk taking
Guiding Principles, cont.
Leaders encourage thoughtful experiments in everyday work to foster innovative and creative initiatives.
Leaders go see to gain first-hand knowledge of their organization’s processes and problems.
Leaders ask ‘why’ to learn more about causes of problems in order to mentor others’ problem solving.
Guiding Principles, cont.
Leaders understand that the health and safety of our patients, faculty, staff and students are the heart of our work.
Leaders demonstrate the highest level of integrity and ethics in all they do and say.
Leaders understand market and industry trends, championing business initiatives and relationships to remain market competitive.
MISSION• Creates Value for Those We
Serve• Visions and Innovates• Leads Change
EXECUTION• Achieves Result• Solves Problems• Aligns Culture
Creating the Future of Health Care Through Discovery
VALUES
VALUES
PEOPLE• Fosters & Promotes Diverse
Teams• Collaborates & Builds
Inclusive Relationships• Coaches & Develops Others
MISSION• Creates Value for the Diverse
Communities We Serve• Creates a Shared Vision• Leads Innovation & Change
SELF• Adapts• Acts with Courage & Confidence• Communicates
EXECUTION• Achieves Results• Solves Problems• Aligns Culture
Mission Domain
UMHS leaders demonstrate institutional responsibility placing UMHS goals as primary. They speak openly and with conviction about their guiding vision and values. They put those whom they serve (patients, families, staff, faculty, learners, etc.) first, leading change to promote equity and inclusion for all.
Mission
Creates Value for the Diverse Communities We Serve
Creates a Shared Vision
Leads Innovation & Change
People Domain
UMHS leaders recruit, select, train, develop, and manage people. They engage people to evoke excellence in all they do. They encourage people to practice healthy behaviors. Leaders build leaders. Leaders build teams with common goals and interdependence.
People
Fosters & Promotes Diverse Teams
Collaborates and Builds Inclusive Relationships
Coaches and Develops Others
Execution Domain
UMHS leaders are strong in achievement and practice what they teach. They go and see to grasp the situation or problems. They plan experiments to achieve results based on root causes. They check and adjust regularly.
Execution
Achieves Results
Solves Problems
Aligns Culture
Self Domain
UMHS leaders are emotionally intelligent and practice self-reflection. They are aware of their guiding values, and their biases. They assume they do not know the best course of action. They can break down a complex situation into manageable chunks. Leaders model healthy behaviors.
Self
Adapts
Acts with Courage and Confidence
Communicates
Professional Development Planning Tools
Individual Development PlanLeadership Development
programs360° Feedback ProcessPerformance Planning ProcessInterviewing Guides
360º Assessment & Feedback
Linkage to customize 360º assessment tool in Fall 2013
Identify leaders for phased implementation in FY2014
Identify and train HR Consultants as Feedback Facilitators by end of 1Q2014
Establish schedule for FY2014 Use new instrument in Linkage Leadership
Institute by Spring 2014
What Do I Do?
Familiarize yourself with the Model Assess yourself in each of the Competencies Review your Performance Plan Align Competencies with your KARs Complete your Development Plan Discuss with your supervisor and trusted
advisor(s) Implement an agreed upon plan Help your leader direct reports complete their
Development Plans
Resources
HR Website/Confluence Leadership Performance Plan & Evaluation Leadership Development Plan Job Responsibilities (KARs) by level of
supervision - Generic Sample activities and behaviors by
Competency Leadership Competency Toolkit Behavioral Based Interview Guide
Questions???
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