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???