Developing Our Leaders –

Creating a Foundation for Success

Building Leadership Capability

Future

Leadership

Requirements

interventions

to fill the

gaps

Current

Leadership

Capabilities

UMHS Strategic Plan

Interventions to

fill the

Gaps

UMHS Leadership Development

Talent BuildingSuccession

Planning

Faculty/Staff

Development

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 and

ability, 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

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 Plan

Leadership Development

programs

360° Feedback Process

Performance Planning Process

Interviewing 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???