Leadership Development

Launch

Sept Oct Nov Dec Jan Feb Mar Apr May June July Aug

Overview: Progress to Date:

Key Metrics:We will track indicators for each of the three components of the Learning Domain Framework:Managing the Business:•Tactical dashboard metricsManaging the People:•Employee turnover•Gallup employee engagement scores•Number of certified nurses as a percent of the total eligibleThe Leader Within:•Manager satisfaction•Manager turnover•Certification in nursing administration•Involvement in professional organizations (both membership and leadership)•Posters, presentations and publications

Issues/Concerns/Roadblocks

• 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

• 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.

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

Next Steps:• 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

Develop Measure/Evaluate

Transformational Leadership

NM Academy New Manager

Boot Camp

SupplementalNew Nursing

Manager Education

LeadershipDevelopment

Sessions (4 Annually)

Book/JournalDiscussion

Group (4 Annually)

Service / Volunteerism /

Social Activities(4 Annually)

New Manager (1st 6 Months) Orientation Ongoing Annual Leadership Development

Work with Preceptor / Director Serves as Facilitator Opportunity to Work with Mentor

Priorities Guided by Magnet Program Model and NMLC Learning Domain Framework; Topics Determined Annually

Individual Consideration

InspirationalMotivation

IntellectualStimulation

Idealized Influence

Structured Curriculum Evaluated Bi-Annually

2008 MagnetRecognition Program Model

From the Nurse Manager Leadership Collaborative Learning Domain Framework (AONE, AACN, AORN)

Monthly NetworkingActivities

Consistent with Northwestern Memorial’s Leadership Competencies

Transformational Leadership

Supplemental New Nursing Manager Education focusing primarily on:

The Science: Managing the BusinessThe 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

Book/Journal Discussion Group (4-6 Annually)

October Book Club—S. Covey: Principle Centered Leadership (Understanding Your Personal Leadership Style

& Transformational Leadership)

Service / Volunteerism / Social Activities(3-4 Annually)

New Manager (1st 6 Months) Orientation Ongoing Annual Leadership Development

Monthly Social Activities with other new managers for 1st six months to build relationships and connectedness.

Key Relationships to Foster SuccessPreceptor: 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.

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

Key Relationships to Foster SuccessMentor: 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”.

See Excel Spreadsheet for tentative schedule of activities by month and quarter

13 Managers in role for less than two years will benefit from mentoring program.