Education
Programs
Leadership
Development Programs
Conceptual
Overview of the Transformational Model
A detailed
review of the components of the Transformational Model: it’s
Professional Practice Component, the Process Component, and the
Primary and Strategic Outcomes Components. The integration of the
organizational developmental levels provides the basis for the assessment
process and suggests the desired future state for team evolution.
The presentation is complete with a comprehensive review of the
implementation steps, and can be refined depending on the audience
(staff, management, executive leadership).
Transformational
Leadership/Situational Leadership
Explores
the major principles of transformational leadership, and the importance
of this concept in preparing teams to meet the future challenges
in health care. Using a valid measurement tool, we conduct an assessment
of leadership styles and "comfort zones," and calculate
a flexibility factor that indicates how easily we can modify our
leadership approach based on the demands of the situation. Practical
examples and role-playing are used to facilitate learning.
Performance
Management/Transforming "Queens & Kings" into Colleagues
The performance
management cycle is taught (set expectations, observe desired behavioral
dimensions, and provide constructive feedback). Additionally, these
principles are applied to the management of transforming reactive
behaviors (depicted here as "queen-like") into collaborative
relationships. This is a critical component in the implementation
process since it demonstrates effective transformational leadership,
restores the focus on patient care and minimizes the disruption
among team members.
Conducting
a Developmental Level Assessment of Teams
A comprehensive
review of the four developmental levels of teams (reactive to high
performing) is followed by the assessment techniques used to determine
the current state of each department. Nominal Group Technique is
primarily used as the tool to determine and prioritize the key issues
which impact patient care and professional practice.
Conducting
an Educational Needs Assessment
Using
an effective process, the leader assesses the learning needs of
the team (clinical, developmental, and organizational) and develops
an individualized plan for action to teach the necessary skills
to the staff. Uses creative teaching techniques, just-in-time learning
strategies and principles of adult learning patterns.
Development
of an Effective Workplan
Most
leaders/department heads fail to develop a realistic management
plan with measurable goals and effective strategies. This program
supports learning in all areas of work planning, using an interactive
approach and real-life examples.
Building
a Hardy Team
Leaders
learn how to build hardiness characteristics among individuals and
within teams for maximum effectiveness, relationships and productivity.
Interviewing
for Hardiness
Leaders
learn behavioral interviewing techniques to screen potential employees
for hardiness characteristics.
|
