Leadership Development
Sept
Oct
Develop
Nov
Dec
Jan
Feb
Mar
Apr
Launch
Key Metrics:
We will track indicators for each of the three components of the Learning
Domain Framework:
Managing the Business:
June
July
Aug
Measure/Evaluate
Overview:
• Linkage to BPE/BP/Finance/Henderson Framework: Supports
development of transformational leaders at NMH which is consistent our
BP strategic goal and the Henderson Framework for Practice.
• Problem: There is no formal leadership development for managers after
completion of New Manger Boot camp, HR education series and
introduction to the DMAIC process.
• Goal/Benefit: Provide both new and experienced managers with an
organized, evidence-based program of leadership development designed
to advance skills and abilities in transformational leadership. The program
will provide managers with ongoing education, mentoring and support in
three key areas: Leading People, Managing the Business, and
Developing the Leader Within.
• Scope: All NMH Patient Care Managers
• Deliverables: Conceptual Framework for Leadership Development;
Annual Program Plan for both new and experienced managers including
guiding principles.
May
Progress to Date:
• Established Leadership Development Program framework based on Magnet Program Model and NMLC
Domain Framework
• Developed Conceptual Framework based on above
• Defined Priorities for FY09 based on Conceptual Framework
–
The New Magnet Program Model (Transformational Leadership)
–
The Art: Leading People ( Relationship Management & Influencing Behaviors)
–
The Leader Within: Creating the Leader in Yourself
• Priorities include: Change Management, Understanding Your Personal Leadership Style, Transformational
Leadership and EI/Managing Conflict Effectively
• Developed initial plan for Year 1 of Program for both new manager and ongoing leadership development:
New Manager Orientation
Ongoing Leadership Development
• Defined program components
Defined program components
• Defined preceptor & facilitator roles
Defined mentor & coach roles
Next Steps:
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Develop curriculum for new manager orientation
Develop orientation program for preceptors
Train preceptors
Develop process for planning of social activities
Design November Leadership Development Session (Understanding Your Personal Leadership Style)
Hold October Book Club: S. Covey: Principle Centered Leadership
Identify other book/journal club selections using identified priorities
Develop mentoring program
Train mentors
Develop process for planning social activities
Issues/Concerns/Roadblocks
•Tactical dashboard metrics
Managing the People:
•Employee turnover
•Gallup employee engagement scores
•Number of certified nurses as a percent of the total eligible
The Leader Within:
•Manager satisfaction
•Manager turnover
•Certification in nursing administration
•Involvement in professional organizations (both membership and leadership)
•Posters, presentations and publications
Executive Sponsor: Michelle Janney, RN, PhD, NEA0BC Project Sponsor: Jill Rogers, RN, PhD, NEA-BC Process Owners: Dina Pilipczuk, MBA(new
manager orientation); Pat Murphy, RN, MSN, MBA, NEA-BC (preceptor program); Robert Fortney, RN, MSN, NE-BC, CNN (Manager/Director book club); Kristen
Ramsey, RN, MSN, MPPM, NE-BC,( social/volunteer activities); Greta Nelson, RN, MSN, NE-BC
Transformational Leadership
Individual
Consideration
Inspirational
Motivation
Intellectual
Stimulation
From the Nurse Manager
Leadership Collaborative
Learning Domain Framework
(AONE, AACN, AORN)
Consistent with
Northwestern Memorial’s
Leadership Competencies
New Manager (1st 6 Months) Orientation
NM Academy
New Manager
Boot Camp
Supplemental
New Nursing
Manager
Education
2008 Magnet
Recognition Program
Model
Idealized
Influence
Monthly
Networking
Activities
Work with Preceptor / Director Serves as Facilitator
Structured Curriculum Evaluated Bi-Annually
Ongoing Annual Leadership Development
Leadership
Development
Sessions
(4 Annually)
Book/Journal
Discussion
Group
(4 Annually)
Service /
Volunteerism /
Social Activities
(4 Annually)
Opportunity to Work with Mentor
Priorities Guided by Magnet Program Model and NMLC
Learning Domain Framework; Topics Determined Annually
Transformational Leadership
New Manager (1st 6 Months) Orientation
Ongoing Annual Leadership Development
Supplemental New Nursing Manager Education
focusing primarily on:
The Science: Managing the Business
The Art: Leading the People
FY09 Priorities Guided by:
(1) New Magnet Program Model;
(2) The Art: Leading People (specifically relationship
management and influencing behaviors); &
(3) The Leader Within: Creating the Leader in Yourself:
•Change Management
•Understanding Your Personal Leadership Style
•Transformational Leadership
•Emotional Intelligence/Managing Conflict Effectively
Monthly Social Activities with other new managers for 1st
six months to build relationships and connectedness.
Key Relationships to Foster Success
Preceptor: PC Manager assigned by Director who closely
guide new manager during 1st six months of employment;
typically from same dept. as orientee.
Director: Serves as facilitator; meeting with individual at
regular intervals to help build knowledge, skill and
confidence and understanding of culture of NMH.
13 Managers in role for less than two years
will benefit from mentoring program.
See Excel Spreadsheet for tentative schedule of
activities by month and quarter
Leadership Development Sessions (4 Annually)
August, 2008: Change Management
Nov., 2008: Understanding Your Personal Leadership Style
March, 2009: Transformational Leadership (Gail Wolf)
June, 2009: EI/Managing Conflict Effectively
Book/Journal Discussion Group
(4-6 Annually)
October Book Club—S. Covey: Principle Centered
Leadership (Understanding Your Personal Leadership Style &
Transformational Leadership)
Key Relationships to Foster Success
Mentor: Mentoring begins after first six months of
employment. Mentors will be individuals who volunteer to
serve in this capacity and have participated in a training
program to prepare them for this role. Greta Nelson will
develop training program for mentors and serve as an
ongoing resource and “coach”.
Service / Volunteerism / Social Activities
(3-4 Annually)