hill-rom leadership model & competencies - … · mirjam buitelaar mecomed october 12, 2017...

Mirjam BuitelaarMecoMed October 12, 2017

Hill-Rom Leadership Model &

Competencies

© 2014 Hill-Rom Services, Inc. ALL RIGHTS RESERVEDXXXXXX rev X

Hill-Rom Competencies before 2017

Hill-Rom Competencies were defined in 5 categories:• Strategic Skills• Courageous Leadership• Operations Mastery• People Skills• Energy and Drive

Divided by 3 levels:1. Individual Contributor2. Manager3. Executive


Wizard of Oz


Head, Heart and Guts


New Competency model: Head, Heart and Guts

Guts

Do what’s right and think big

Head

Expand your view and advance the business

Heart

Inspire and collaborate with others

GUTS

Source: Head, Heart and Guts by Dotlich, Cair & Rhinesmith


Financial Discipline Drives Value

Quality Matters in All We Do

Patients and Caregivers are Our Passion

Continuous Improvement Creates Simplicity

Head

Heart

Gu

ts

PEOPLEINSPIRED

To Win Together

PATIENTS AND CAREGIVERS

Are Our Passion

QUALITY MATTERS In All We

Do

FINANCIALDISCIPLINE

Drives Value

INNOVATION Fuels Our Growth

CONTINUOUSIMPROVEMENT

CreatesSimplicity

Our

Commitment People Inspired to Win Together

Innovation Fuels Our Growth

Our Commitment Our Competenciesdirectly align with our principles and define the behaviors we must exhibit to achieve our commitment

defines who we are and what we are committed to


Card Exercise

Split up in groups of 3-4 people

1. Deal 6 cards to each person in your group.

2. From your cards, you choose at least 5 cards that best describe you as a

leader / HR professional.

3. Look at the discard pile and see if there are any you’d like to swap out.

Now, look at your table mates’ cards and see if you’d like to negotiate any

trades.

4. Prioritize your cards in order, place the card that best describe you as a

leader / HR professional on top, the second one next and so on.

5. Define what color in your chosen cards is the dominant color, if you do not

have a dominant color, than take the color of your first prioritized card

6. Go to the flipchart according to the dominant color in your 5 chosen cards.


Head, Heart and Guts

At the flip-chart disucss the following with your group andcapture on the chart:

1. Characteristics in common with your group based on the dominant color – what themes do you have in common?

2. What are the strengths and benefits of your common themes?

3. What are pitfalls of an exclusive focus, or potential derailersof your themes?


Cards Excercise

1. Rethinking the way things are

done


done


done


done


done


done


done

2.Reframing boundaries

when necessary

3.

Understanding

complexities

4. Thinking

strategically without losing sight on short-

term goals

5. Looking for

ideas inside and outside the

company

6. Developing a point of view

1. Balancing

people and business needs

2. Creating trust

3. Developing true compassion in a

diverse workspace

4. Creating

environments in which people

are committed

5. Knowing what’s

important

6. Understand and

overcoming potential derailers

1. Taking risks with incomplete data

2. Balancing risk

and reward

3. Acting with unyielding integrity

4. Tenacious in

pursuing what’s required for

success

5. Persevering in

the face of adversity

6. Not being afraid to make tough

decisions


Using your Head

• Rethinking the way things are done

• Reframing boundaries when necessary

• Understanding complexities

• Thinking strategically without losing sight of short-term goals

• Looking for ideas inside and outside a company, wherever they can be

found

• Developing a point of view



Common Pitfalls of Head Leaders

Intimidating people with their intellect

Confusing people by complicating issues

Dominating conversations

Changing directions without being transparent

Failing to connect with people during change

Driving for performance without inspiring other values, thereby

creating a results-only mentality

Failing to develop leadership bench strength because they are too

busy running everything

Overanalysing information leading to potential delays



• Balancing people and business needs

• Creating trust

• Developing true compassion in a diverse workplace

• Creating environments in which people can be truly committed

• Knowing what’s important

• Understand and overcoming potential derailers

Demonstrating Heart



Common Pitfalls of Heart Leaders

Letting compassion get in the way of the tough decisions

Mistaking empathy for agreement

Being unable to understand and manage personal derailers

Acting too slowly to ease the pain

Failing to address and manage conflicts

Allowing others to take advantage of them

Failing to stand up for what they believe in

Failing to override their desire to be liked by everyone


Acting with Guts

• Taking risks with incomplete data

• Balancing risk and reward

• Acting with unyielding integrity in spite of the difficulty

• Tenaciously pursuing what’s required for success

• Perservering in the face of adversity

• Not being afraid to make tough decisions



Common Pitfalls of Guts Leaders

Seeing everything as black or white, and not

acknowledging grays

Making quick decisions which can have unintended

consequences

Confusing stubbornness with focused persistence

Being unwilling to be challenged

Unintentionally intimidating others

Failing to solicit the views of others

Acting without anticipating the consequences

Ignoring facts and placing too much emphasis on their own

opinions


Which attributes of leadership do you

see most often?


Most Organizations Have Leaders Who Are One-Dimensional

and who have clear values

and the courage to do the right thing.

Companies traditionally have the greatest

supply of leaders who are strategic,

analytical, and purposeful.

In shortest supply are leaders who have

emotional intelligence and can develop

talent,GUTS


Which attributes do you feel are

most important?


Today’s Business Leader Must be a ‘Whole Leader’

“Whole Leaders” draw from their Head, Heart and Guts

Guts

Do what’s right and think big

Head

Expand your view and advance the business

Heart

Inspire and collaborate with others

GUTS



Our competencies are applicable at all levels

• Contributes primarily by setting the strategy and vision for the company.

Leading through Vision and Strategy

• Contributes primarily by accomplishing results through others, including other leaders.

Leading Other Leaders

• Contributes primarily by managing people, teams, or projects within a business area.

Leading Through Others

• Contributes primarily through individual job responsibilities and/or project tasks.

Leading Independently


Roadmap for Implementation

• Talent Acquisition

• Talent Development

• Performance Management

• Talent Planning

hill-rom leadership model & competencies - … · mirjam buitelaar mecomed october 12, 2017...

Documents