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• Largestnotforprofit• 8Divisions• Totalof950beds• Carefor120,000pa=entsperyear• 3500nursingstaff
Divisions
EpworthRichmond
EpworthEastern
EpworthFreemasons
EpworthHawthorn
EpworthCliveden
EpworthGeelong
EpworthBrightonEpworthCamberwell
28Theatrecomplexand4CathLabs4RecoveryareasTwoDayofSurgeryAdmissionArea(DOSA)areasCSSD400+staffCareforonaverage150pa=entsaday
EpworthRichmond-Periopera5veServices
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Data-BestPrac5ceAustralia(BPA)
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LevelofEngagement
Engaged Afeelingofbeingupbeat,posi=ve,op=mis=candengagedwithbeingatwork
Swinging Neitheroverlyposi=veornega=ve,canbeswayedeitherway
Disengaged Nega=ve,pessimis=c,blamingtraits
CultureClassifica5ons
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CultureofSuccess Morethan60%engagedVerycloseknit,focusedandcohesivePosi=veandcandomentality
CultureofAmbi=on 50–60%engagedAmbi=ousfornewandbe_erwaystodothingsAnythingispossiblementality
CultureofConsolida=on 40–50%engagedIntransi=on,areasofhighandlowendculture
CultureofReac=on 30–40%engagedAlotofworkpu`ngourfiresandworkontherun
CultureofBlame 20–30%engagementThemandusmentality,communica=onispoor
CultureofBlame+ Lessthan20%engagementMaybeahistoryofleadershipchurn
Measuresofculture….
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STAFF
Applyingforleadership
opportuni=es
Takingprideintheir
workplace
Interac=onwiththepa=ents
Lookingforsolu=onsto
issues
Holdingeachother
accountable
Smilingandhelpingeach
other
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DoctorfeedbackSickleavedataStaffturnoverrateStafflost=meinjuryrateStaffinterac=onwithotherdepartmentsinthehospital
StaffculturehadstagnatedataCultureofBlame
Themesthatcon,nuetoberaisedbystaffincludelackingaclimateoftrustandrespect;li:letrustinManagement/Exec,nothavingasenseofpurposeordirec,onandli:lerecogni,on,rewardorinvestmentinstaffdevelopment.
27%ofstafffelttherewasalackofhonesty,fairnessandnotgeFngbacktostaffonissuestheyhaveraised
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Feedbackontheirmanagerhasdroppedsignificantlylackofreviewoftheirperformance,seFngobjec,ves
andcoachingtoimprovetheirperformance.
October201330%staffwereengaged
30%staffweredisengaged40%were‘swinging’inthemiddle
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ExternalreviewReviewoftheatrecomplex,lookingatprac5cesandprocessesaswellasiden5fyingimprovementsandsolu5onsOutcomesgroupedinto4areas:1.ManagementStructure2.Equipmentstorageandgeneralstoragesolu5ons3.Bookingsprocess4.Theatreperformanceintermsofefficiency
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ManagementstructureStructurechangewithaddi5onalsupportroles*SupportServicesManager*Pa5entFlow&U5lisa5onManager*BusinessManagerSeniorLeadershipTeam
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TheatreSeniorLeadershipTeam
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We,theTheatreSeniorLeadershipTeam,collabora6velystrivetochampionintegrity,trustandrespectinour
workplace,inthepursuitofclinicalexcellence.
Weendeavourtoachievethisthroughaunitedposi6veleadershipstyle,alignedwithEpworthvaluesand
behaviours,andconsistentlythroughperiodsofcertaintyandchange
Buildingyourmanagementteamcapacity
NUMlevel
Introduc=onofNUMProgram(commencedAugust2015)
ü RedefineNUMperformanceexpecta=onsandrolepriori=es
ü Commitmenttodevelopmentofbusinessandleadershipskills
ü Opera=onalLeadersprogram(DiplomaofLeadershipandGENOS)
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AttheANUMlevel
Introduc=onofANUMProgram(commencedNovember2015)
ü RedefineANUMperformanceexpecta=ons,KPIsandmeasures
ü EnablesupportoftheNUM
ü FrontlineLeadersprogram
ChangeStrategies–howdoyouimplement&embedbehaviour?
Phase1
Engagefirst
ü Consulta=onperiodwithnewPDü 360degreefeedbacksurveys
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Phase2
ü ADCS1:1withNUMs–developIndividualDevelopmentPlan(IDP)
ü Providethetoolsandframeworkforrepor=ng
ü Coach&development
Phase3
ü Provideclearandconsistentexpecta=onsü Ensureaccountability(monthlyEOMmee=ngs)
ü Rewardandrecogniseeffec=vebehaviourchange–ChangeChampions
ü Supportfromadistance
Community
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• Periopbakeoffs• Chocolatecompe==ons• CupcakeQueens• PeriopServicesAwards• Fundraisingforcolleagues• Storiesandhumourincommunica=on
Focusonpeopleandengageinthevalueofcommunity
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Othermeasures
CNSandENSapplica=onsconsistent
10Applica=onsforleadershipprogramsin2016,zero2yearsago
Agencyusagehasdroppedfrom11%to1%
Theatreinvolvementinallhospitalwideac=vi=esWai=nglistofstafftojointhedepartment
Pa=entrounding
Strategies….
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• Con=nuetobuildtheteam,partofwhichistoiden=fyandfosternewtalent
• Con=nuetobevisibleleaders• Keepcommunityideasfreshandnew• Keepmeasuringandassessingboththedataandnondatadrivenmeasures• Con=nuewithvaluebasedrecruitment• Reward&Recogni=on• Specificand=melyfeedback• Con=nuetoprovideopportuni=esfordevelopmentthrough
formallearningprogramsandsecondments
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