Definitions Leadership 2 1 7/11/2017 Definitions Management 3 - PDF document

7/11/2017 Nurse Leader and Medical Director Collaboration Leadership from both sides Dr Brian Baxter, SVP Alliance Group Ginger A Wirth, RN DCS Alliance Group Definitions Leadership 2 1

7/11/2017 Definitions Management 3 4 2

7/11/2017 Definitions Collaboration 5 Definitions Teamwork 6 3

7/11/2017 7 Job Descriptions Physician Leader/Site Medical Director Nursing Leader/Director   Summary Summary Provide (Physician) leadership for the Provide (Nursing) leadership for the   department department Build relationships with hospital staff Build relationships with hospital staff   Work collaboratively with nursing and Work collaboratively with provider and   ancillary departments ancillary departments Effectively interact with community Effectively interact with community     Key Priorities Key Priorities Communication of information to Communication of information to   provider team provider team Oversee and mentor physician and Oversee and mentor nursing and   APP’s support staff Provide medical oversight for Provide Nursing oversight for   department department Participate in QI/PI preparation for Participate in QI/PI preparation for   regulatory compliance regulatory compliance Committee representation Committee representation   Participate in patient experience and Participate in patient experience and   customer service initiatives customer service initiatives 8 4

7/11/2017 9 Parallels Parenting  Provider and Nurse leader seen as “Mom” and “Dad” of the department  Work hard to not let in the “we/they” culture Don’t worry that children never listen to you; worry that they are always watching you. -Robert Fulgram 10 5

7/11/2017 11 Parallels Team Coaching  Provider and Nurse leader seen as Coach and Assistant coach for the department “Strength of the group is the strength of the leaders.” -Vince Lombardi 12 6

7/11/2017 13 Exercise- The Leadership Compass Self Assessment 14 7

7/11/2017 Exercise- Leadership Compass Self Assessment Goals  Give us a vocabulary and a way of thinking about working with each other in our teams  Deepen our appreciation of everyone’s different work styles  Understand the need for a variety of work styles  Reflect on our own individual work styles and identify areas for growth  Learn the qualities we can develop to become better leaders Instructions  Read each of the statements  Place an “X” on the box next to the statements that apply to how you make choices and decisions at work  Each of these statements will apply to all of us some of the time; we are interested in knowing which of these statements represent you most of the time  Count the total number of “X’s” on each section an place that number in the star to the right of the section  The section with the highest number is your dominant decision-making style 15 Exercise- Leadership Compass Self Assessment Questionnaire 5 min 16 8

7/11/2017 Exercise- The Leadership Compass Self Assessment. Which are you? North- Action Leader  Approach to work/work style Assertive, active and decisive  Likes to determine the course of events and be in control of professional relationships  Quick to act; expresses a sense of urgency for others to act  Enjoys challenges presented by difficult situations and people  Thinks in terms of the bottom line  Likes a quick pace and the fast track  Perseveres; not stopped by hearing “No”; probes and presses to get at hidden resistances  Likes variety, novelty, and new products  Comfortable being in front of a room or crowd  Value-oriented phrases include “Do it now!,” “Ill do it!,” and “What’s the bottom line? ”   Best ways to work with a North Present your case quickly, clearly and with enthusiasm and confidence  Let them know they will be involved- their pay off and their role  Focus on the “challenge” of the task  Provide them with plenty of autonomy  Establish timelines and stick with them  Give them positive, public recognition  Use them to complete tasks that require motivation, persuasion, and initiative  17 Leadership Compass-Bonner Foundation Exercise- The Leadership Compass Self Assessment. Which are you? West- Analytical Leader  Approach to work/work style Understands what information is needed to assist in decision-making  Seen as practical, dependable, and thorough in task situations  Helpful to others by providing planning and resources; comes through for the team  Moves carefully and follows procedures and guidelines  Uses data analysis and logic to make decisions  Weights all sides of an issue; balanced  Introspective and self-analytical;  Careful; thoroughly examines peoples needs in situations  Maximizes existing resources; gets the most of what has been done in the past  Skilled at finding fatal flaws in an idea or project  Value-oriented word is “objective”   Best ways to work with a West Allow plenty of time for decision making  Provide data-objective facts and figures that a West can trust  Don’t be put off by the critical “NO” statements  Minimize the expression of emotion and use logic when possible  Appeal to tradition, a sense of history, and correct procedures  18 Leadership Compass-Bonner Foundation 9

7/11/2017 Exercise- The Leadership Compass Self Assessment. Which are you? East- Visionary Leader  Approaches to work/work style Visionary who sees the big picture  Generative and creative thinker; able to think outside the box  Very idea-oriented; focuses on future thought  Makes decisions by standing in the future  Insight into mission and purpose  Looks for overarching themes and ideas  Adept at problem-solving  Likes to experiment and explore  Appreciates a lot of information  Value-oriented words are “option.” “possibility,” and “imagine”   Best ways to work with an East Show appreciation and enthusiasm for ideas  Listen and be patient during idea generation  Avoid criticizing or judging ideas  Allow and support divergent thinking  Provide a variety of tasks  Provide help and supervision to support detail and project follow through  19 Leadership Compass-Bonner Foundation Exercise- The Leadership Compass Self Assessment- Which are you? South- empathetic leader  Approach to work/work style Understands how people need to receive information in order to act upon it  Integrates others’ input in determining direction of what is happening  Value-driven regarding aspects of professional life  Uses professional relationships to accomplish tasks; interaction is primary  Supportive of colleagues and peers  Displays a willingness to take others’ statements at face value  Feeling-based; trusts own emotions and intuition as truth  Receptive of others’ ideas; team player; builds on ideas of others; non-competitive  Able to focus on the present moment  Value-oriented words are “right,” and “fair”   Best way to work with a South Remember process, attention to what is happening with the relationship between you  Justify your decisions around values and ethics  Appeal your relationship with this person and his or her other relationships  Listen hard and allow the expression of feelings and intuition in logical arguments  Be aware that this person may have a hard time saying “NO” and may be easily steamrolled  Provide plenty of positive reassurance and likeability  Let the person know you like them and appreciate them  Leadership Compass-Bonner Foundation 20 10

7/11/2017 Goal Alignment-Nurse/Physician Leader Patient first  Leadership culture must be built around the patient  Communication  Throughput  Satisfaction Know and share your data  Metrics and data sets the bar  Directly correlates to patient safety, quality and experience  Make sure that you are explaining the Why Know your role and stay in your lane  Make sure nurses are doing nurse stuff  Make sure providers are doing provider stuff 21 Goal Alignment-Nurse/Physician Leader Positive outcomes of effective teamwork on healthcare  Reduced length of stay  Higher quality of care  Better patient outcomes  Greater ability to meet family member needs  Improved patient experience with care scores  Happy staff mean happier patients  Lower staff turnover  Happy staff stay where they are 22 https://www.ahrq.gov 11