TRANSFORMATIONAL LEADERSHIP: STRATEGIES FOR …

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TRANSFORMATIONAL LEADERSHIP:

STRATEGIES FOR RETENTION

BARRY GALLISON

Centering

What is a Healthy Work Environment? Healthy Work Environment Key Components– American Association of Critical Care Nurses

1. Skilled Communication –as important as clinical skills

2. True Collaboration – pursue and foster collaboration

3. Effective Decision Making – nurses valued & committed partners in policy, directing & evaluating care

4. Appropriate Staffing –match patient needs & nurse competencies

5. Meaningful Recognition –recognize, recognize, recognize!

6. Authentic Leadership –transformational leadership

Strategies for Retention

1. Reflect on your Leadership

2. Foster Good Communication & Collaborative Relationships

3. Have a Zero Tolerance for Bullying

4. Create a Learning Environment

5. Build a Sense of Community

Strategy 1 Reflect on Your Leadership

1. Am I seen by my staff as someone with integrity?

2. Do I have the respect of my peers?

3. Can I create a vision lending direction to the work of the team?

4. Do I have good judgment?

5. Do I have the courage to face conflict?

6. Can I stay positive & resilient in a changing environment?

7. Do I have a passion for nursing, can I inspire passion in others?

8. Am I transformational?

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Transformational Leadership

• Leads people where they need to be

• Successfully adapts to change

• Committed to organizational mission

• Shared vision for the future

• Strategy to implement vision

• Promotes creativity, innovation & accountability

• Ensures the voices of the team is heard

Key Attributes- Mentor

1. The leader serves as role model - “walks the talk”

2. Inspire motivation with strong vision about work

3. Concerned about the individual & demonstrate genuine concern for their needs & feelings

4. Challenges & develops the team to be innovative

5. Creative nurturing independent thinking

Are You a Transformational Leader?

• Do you instill a belief in your staff they can do exceptional things?

• Do you commit people to action?

• Do you convert followers into leaders?

• Do you convert leaders into change agents?

• Are you a lifelong learner, driven by values?

• Can you deal with complexity?

Strategy 2 Improve Communication

• Authentic Leadership Presence

• Active Listening

• Open, Safe Environment for Communication

• Inclusiveness

• Attitude of Gratitude

• Ability to Deal with Conflict in Communication

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Strategy 3 Zero Tolerance for Bullying

• Observe for Bullying– both verbal & non-verbal

• Watch how Students & New Graduates are treated

• Confront it when You see it, or Staff bring it to your

attention

• Set the standard with your own behavior

– Do not beat yourself up!

• What you permit you promote

Strategy 4 Create a Learning Environment

1. Is unit practice based on the best evidence?

2. Willing to try new things?

3. How do we treat failure?

4. Is returning to school valued or do staff ask other staff “why would you want to do that?”

5. Do we celebrate specialty certification as a professional achievement?

Set the Standard: Be a Life-long Learner

1. Read and stay professionally updated

2. Maintain an awareness of current events and how they could impact health care

3. Network with other professionals at meetings

4. Look for evidence-based practices

5. Continue your education

Strategy 5 Build a Sense of Community

1. Align staff around a shared sense of purpose

2. Be inclusive

3. Value individual differences

4. Encourage environment of trust

5. Embrace conflict

6. Create opportunities for staff to tell their stories

7. Look for opportunities to celebrate

CFO: What happens if do all this training and they leave? CEO: What happens, if we don’t and they stay???

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What Could You Do Differently?

“Nobody can go back and start a new beginning,

but anyone can start today and make a new ending.” -

Maria Robinson

TRUE COLORS

Identifying Your Personality Type & Work Style

Broward Health Imperial Point

“In the real world…it’s the relationships –

the formal and informal networks of people –

that really govern how the organization runs

and how value is created.”

--Michael Schrage

True Colors Is:

• Designed to help you better understand yourself & others

• Promote individual differences

• Be aware of different personality styles

• Understand the preferred styles of their colleagues

• Each color is reflective of your personality

o You will identify a Primary

o The colors you do not choose will have some characteristics that are representative of you; however, it is not your preferred style.

• True Colors is valuable for improving your effectiveness in working with others

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Why Identify with a Color?

• Understand People Better

• Process Information Differently

• Communicate More Effectively

• Strengthen Successful Partnerships & Relationships

Learning your color will help

you:

The Colors

Orange

Blue

Gold

Green

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Personality Types

• Adventurous, Generous, Tolerant, Skillful, Charming Orange

• Warm, Kind, Devoted, Compassionate, Artistic Blue

• Consistent, Loyal, Thorough, Traditional, Cooperative Gold

• Clever, Level-Headed, Logical, Competent, Visionary

Green

True Colors at Work: Orange

• Tackle their work with enthusiasm, quickly move on to other pursuits.

• Prefer Working under pressure and on lively, risky, and unpredictable

jobs.

• Grow restless with jobs that tie them down and limit their personal

freedom.

• Are straightforward, realistic, and practical workers who bring a flair,

energy, and excitement to the workplace.

• Are talented, resourceful, skillful and adaptable.

• Are upbeat and social in nature, and present a positive self-image of

themselves and their work place.

• Strive to be action-oriented workers who know how to get results they

desire.

True Colors at Work: Blue

• They concentrate on people and relationships.

• Focus on service, and health and welfare of people.

• Prefer warm, supportive, harmonious environments where they are free

to cooperate and communicate with one another.

• Imaginative, enthusiastic and concerned about the personal welfare of

those around them.

• Dislike competition, conflict, bureaucracy and domineering authority

figures.

• Promote creativity, flexibility, individuality, and personal expression.

True Colors at Work: Gold

• Prefer jobs that allow them to be thorough, accurate, and systematic.

• Prefer to work in situations where they can see a job through to the end,

and then touch and feel the results.

• Are practical, efficient and cooperative workers that respect authority,

discipline and punctuality.

• Work best in environments that are traditional, structured, orderly and

filled with other hard-working people.

• Have compelling need to follow established procedures and routines and

do things the “right” way.

• Are stable, honest and dependable workers who generally put the needs

of the company above their own.

True Colors at Work: Green

• Driven towards work that involves an analytical and creative focus.

• Visionary and independent workers who can tune out the world as they

work on things that capture their interest.

• Most productive when they can perfect an idea, then move on and leave

the project to be maintained and supported by others.

• Work well with complex strategies, abstract concepts and theoretical

models.

• Prefer a work environment with minimum structure and little bureaucracy.

• Enjoy taking risks to test their innovative ideas.

• Thrive on their biggest assets to be competent, logical, and accurate.

Keys to Good Communication

• Language is functional and operational

• Seems to know just what words to use

• Lends electricity to conversation and discussion

• Concise

• Clever

• Can change subject quickly

• Enjoys hearing and telling jokes and stories to enhance the

communication

Likes to Talk About

• Experiences

• Adventure

Responses to You

• Practical application

• Usefulness

• Alternatives

Keys to Know How to Praise

• Praise process more than product

• Note their cleverness

• Note their skill

• Note their quickness

• Note their impact

• Note their spontaneity

• Let he/she describe what was done and how

Keys to Stress

• Being stuck at a desk

• Too many responsibilities

• Redundancy

• Deadlines

• Rules and Regulations

• Nonnegotiable imposed structures

• Lack of freedom to function/perform

• Reading manuals and following “how to’s”

• Criticism

• Abstractions

Keys to Reducing Conflict

• Allow freedom of movement

• Get things done at their own pace

• Help them understand the reason for the task assigned and

let them assist with how it will be accomplished

• Be clear about what needs to be done, direct, not abstract

• Take their need to act into consideration

• Allow freedom of possibilities, not just the way things have

been done before

• Make tasks a challenge, a contest, a race with time

• Don’t make them wait to long to get started

• Leave the options open for how to accomplish the task

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Teaming with: Blue Keys to Communication

• Personalized

• Can be subjective

• Can be very general

• Metaphorical and analogical

• Honest

• Need opportunities to express feelings and have feelings

accepted

Likes to Talk About

• Ways to increase harmony

• Personal issues

• Issues of life and living

Responses to You

• Accepting

• Good Listener

• Interested in significance

• Abundant giver of appreciation

• Wish to be helpful and supportive

Keys to What and How to Praise

• Comment on unique contribution

• Personal achievements

• Comment on personal characteristics that are valued and

meaningful

• Be honest and sincere

• A touch on the shoulder

• Comment on how others have been helped by their

performance

• Let the person know they have importance and significance

to the well-being of the individuals and the group

Keys to Stress

• Broken promises

• Too much criticism Conflict

• Not discussing what is occurring Insincerity

• Paperwork as priority Lying

• Clock watching Rejection

• Lock of social contacts

• People talking about them behind their backs

• People not being a priority

• Being compared constantly to others

• Too much conformity without outlets of individuality


• Be sincere and direct

• Allow some change in tasks, avoiding to much repitition

• Be clear about what needs to be done

• Be clear about how the individual can please and be

successful

• Allow individual to bring in his /her own ideas an in other

ways be creative

• Allow personal interaction, and opportunities to work with

another person(s)

• Allow individual to express feelings and ask questions

• Keep comments focused on the positive when possible

• Public chastisement may be construed as personal

rejection

• Respond in a way that allows other individuals his/her

feelings but offers alternatives that will move him/her in the

direction that is most appropriate

• Take idealistic ideas into consideration

Teaming with: Gold

Keys to Communication

• Authoritative

• Parental

• Clear and concise

• Get right to the point

• May make decisions quickly

• Facts

• Ways to expedite the execution of plans

Likes to Talk About

• Responsibility

• Accomplishments

• Efficiency

• Work completed

• What has worked before

Responses to You

• Compliance

• Execution of plans

• Ways to keep the system running smoothly

• How to keep things functional


• Honest and specific mention of what has been done

• Note thoroughness and sense of responsibility

• A pat on the back

• Words should reflect what has actually been accomplished

• Appreciation needs to be sincere

• Reminder of the importance of the task completed to the

well-being of the team and organization

Keys to Stress

• Incomplete tasks

• Ambiguous tasks

• Disorganization

• Too many things going on at the same time

• People who do not follow through

• Too many questions

• Irresponsible people

• Waste

• Non-conformity


• Keep requests clear and uncomplicated

• Make requests concrete and explicit

• Be consistent

• Assign one task at a time

• Communicate who is responsible and for what

• Be clear as to the process to be followed

• Don’t change tasks quickly or impulsively

Teaming with: Green

Keys to Communication

• Say things once

• Might not say what he/she feels is obvious

• Concise

• Compact

• Logical

• Puts little attention into nonverbal clues

• Might be overly technical

• Enjoys playing with words

• Large vocabulary

• Does not feel assured that others will understand

• Have difficulty appreciating others verbally

• Might appear somewhat distant so might be difficult to

approach

• Doesn’t much care for small talk

Likes to Talk About

• Concepts and Ideas

Responses to You

• Debate, Putting things together

• Questions, Analyze


• Competence

• Quality of work

• Analysis of a situation

• Independent completion of job

• Clear logical explanation of what the person has done

without a lot of elaborate adjectives or feeling words

• More opportunities to exhibit competence is the best

reward for a job well done

• Vocabulary

• New Information

Keys to Stress

• Lack of control

• Lack of independence

• Repetitive conversation

• Elaborate use of adjectives

• Incompetence around them

• Emotionality

• Lack of options

• Unclear picture

• Inability to use or display knowledge

• Small talk

• Dependency

• Routine

• Social Functions


• Allow autonomy

• Provide a calm and non-conflicting environment

• Allow room to develop new ideas and plans

• Do not stifle intellectual development

• Do not stifle enthusiasm for possibilities

• Do not stifle decision making

• Do not stifle intellectual ingenuity and application

• Sarcasm and ridicule concerning ability can be devastating

• Allow questions to be asked

• Becomes embarrassed when being told he/she has done a

good job, particularly be someone not admired or respected

Bibliography/References/Websites

• Briggs-Myers, Isabel, Introduction to Type, Palo-Alto, California, Consulting Psychological Press, Inc. 1990

• Cooper, William, True Colors Personality Test: Assessment Analysis Paper for EDF 6432, April, 2009

• Kiersey, David and Marilyn, Please Understand Me, Del Mar, California, Prometheus Nemesis Book Company, 1984

• Lowry, Don, Creator of True Colors, 1976

• Miscisin, Mary, Showing Our True Colors, 3rd Edition, True Colors International Publishing, 2010

• Studer, Quint, The Great Employee Handbook: Making Work and Life Better, Chapter Seven, 2012

• True Colors International www.true-colors.com

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The following slides are

for additional content for reference and use on your own

http://www.true-colors.com/



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• One of the greatest benefits of knowing True Colors is the validation you get for knowing your own style.

• Remember, you are a unique combination of many characteristics.

• Although society may try to force its opinion on us about the way we should be, through the media and other pressures, we recognize that is unrealistic.

• You are an awesome individual with your own set of values, likes and dislikes.

• Deep down we know what is right for us.

• When we behave with integrity and are able to show our True Colors, it is a freeing experience.

- Mary Miscisin

Summary

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Showing Our True Colors

Can someone really be “As Good as Gold” or a “True Blue Friend?”

• What does it mean to “Let your True Colors Show?”

o Straightforward & simple method for gaining insights into the way people behave.

o 500,000+ people annually are being educated in True Colors in the context of business, education, healthcare, criminal justice, mental health, personal and career counseling, communities and others!

o By determining your True Colors you can validate yourself for being who you are.

o Discover the True Colors of others and open lines of communication, reduce conflicts and learn ways of relating to bring out the best in everyone.

• Whether you are someone just getting acquainted with True Colors for the first time or have already experienced the life-changing benefits and are looking for other ways it can be applied, this program is for you.

Personal & Professional Lives

Do you want to make Your Personal & Professional Lives Run a lot Smoother, Easier & More Productive?

• There is a secret to this goal that does not require a huge change in behavior.

o Learn what really matters to those around you.

o The True Colors style indicator is a great place to start.

o Quint Studer calls this, knowing and understanding “What Their What Is.”

o Once we know this, we can focus on meeting others’ needs in these areas.

o It will make their lives (job) better and that, in turn, will make yours better.

The Great Employee Handbook, Chapter Seven by Quint Studer

Lowrys’ True Colors Program 1979 True Colors is based on the Keirsey Temperament Sorter, which is an adaption of the Myers-Briggs Indicator (MBTI).

The True Colors:

Will sort people into 4 colors to represent personality types

Website states that the mission is to enhance the way we live, work, communicate and interact with those around us.

True Colors

Keirsey

Myers-Briggs

Blue

Idealists or Appollonian

ENFJ, INFJ, ENFP, INFP

Gold

Guardians or Epimethean

ESTJ, ISTJ, ESFJ, ISFJ

Green

Rationals or Promethean

ENTJ, INTJ, ENTP, INTP

Orange

Artisans or Dionysian

ESTP, ISTP, ESFP, ISFP

Code for Myers-Briggs

1st

letter is

E for Extraversion or I for Introversion

2nd

letter is

N for Intuition or S for Sensation

3rd

letter is

F for Feeling or T for Thinking

4th

letter is

J for Judging or P for Perceiving

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Advantages & Disadvantages

The advantages and disadvantages of True Colors are identical to those found in any self-reporting, self-scoring personality test.

• Advantage

o The greatest benefit is that managers/teachers, employees and students all gain a better understanding of each other’s personality type (Cowell-Lucero & Rudd, 2008).

• Disadvantage

o The disadvantages are that the users can figure out what the test creator or administrator wants to measure.

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Working with Different Colors

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How can you tell if your working with a Green?

• We humans really can’t hide who we are and if you know the traits to look for, you can get a really good sense of a persons’ True Colors.

• This quote by Amy Cuddy describes the perspective of most Greens. “It’s not uncommon for people to overvalue the importance of demonstrating their competence & power, often at the expense of demonstrating their warmth.”

You know they are Green if they are:

1. Learners: They have a great desire to learn & want to continuously improve.

2. Deliberative: They take serious care in making decisions or choices. They anticipate the obstacles.

3. Reserved: They seek autonomy & usually prefer to work alone.

4. Perfectionists: Aren’t satisfied until the work is 100% right.

5. Analytical: They tend to search for reasons & causes & have the ability to think about all factors that might affect the situation.

6. Intellectual: They are introspective & appreciate intellectual discussions.

7. Competent: They pride themselves on being good at what they do & expect competent follow through from others.

Working With Different Colors

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How can you tell if your working with a Blue?


• This quote by Bill Richardson describes the Blues desire for harmonious working relationships. “We cannot accomplish all that we need to do without working together.”

You know they are Blue if they are:

1. Adaptable: They prefer to “go with the flow.” They tend to be now people who take things as they come.

2. Includers: They are accepting of others. They show awareness of those who feel left out & make an effort to include them.

3. Restorative: They are adept at dealing with problems. They are good at figuring out what is wrong & resolving it.

4. Developers: They recognize & cultivate the potential in others.

5. Relators: They enjoy close relationships with others & find deep satisfaction in working hard with friends to achieve a goal.

6. Caring: They lead with feelings.

7. People Oriented: They are cooperative, nurturing & empathic.


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How can you tell if your working with a Orange?


• This quote by Marcus Gar captures the spirit of most Oranges, especially the extroverts. “With confidence, you have won before you have started.”

You know they are Orange if they are:

1. Self-Confident: They take the initiative & aren’t afraid to get things moving if they feel leadership is lacking.

1. Challengers: They thrive on competition & may get involved in situations just to see if they can be successful where others have failed.

2. Push Boundaries: They don’t conform to other peoples’ ideas & like to test limits. Red tape & bureaucracy can bog them down.

3. Impulsive & Spontaneous: They can become easily distracted if their attention isn’t kept focused & prone to making on the spot decisions.

4. Self-described Multi-taskers: They enjoy working on several things at once & can switch gears quickly.

5. Carefree: Try & find the fun in everything they do so may think a goal isn’t worth achieving if it’s not fun along the way.

6. Direct Communicators: They are “tell it like it is” people. If you want frank, forthright feedback, ask an Orange.


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How can you tell if your working with a Gold?


• This quote by Benjamin Franklin is a motto that most Gold try to live by at home, as well as, at work. “A place for everything & everything in its place”

You know they are Gold if they are:

1. Organized: Take a look at their office or work space. You’ll notice they are comfortable with an orderly environment & they have a knack for knowing the most efficient place & method for storing or

arranging things.

2. Planners: They are good linear thinkers. One thing leads to another & often use tools like checklists and Gantt charts to keep things on track.

2. All About the Rules: They are sticklers for rules & can become “prickly” when others interpret rules as guidelines, e.g. meeting starts at 8am not 8ish.

3. Punctual: pay attention to obvious signs of irritation when others are late, e.g. clock watching, encouraging the meeting to start on time even though everyone hasn’t arrived & comments about tardiness.

4. Detail Oriented: They will notice things that others just can’t see.

5. Like structure: Don’t invite them to a meeting without an agenda. They need to know what will be addressed in advance so they can be prepared. They also will expect you to follow the agenda.

6. Conscientious: They will do what it takes to get the job done & will be hard on themselves if they fail to follow through.


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Gold

Attributes

I follow the rules with Respect & Authority

o Loyal, Dependable, Prepared

I have a strong sense of what is right & wrong in Life

o Thorough, Sensible, Punctual

I need to be useful & to belong

o Faithful, Stable, Organized

I value home, family & tradition

o Caring, Concerned, Concrete

I am a natural preserver, a good citizen & helpful

Work

I provide stability & can maintain organization

My ability to handle details & to work hard make me the

backbone of many organizations

I believe that work comes before play, even if I must

work overtime to complete the task

Leadership

Expects punctuality, order, loyalty

Assumes “right” way to do things

Seldom questions tradition

Rules oriented

Detailed/thorough approach-threatened by change

Prolonged time to initiate any change

Expects people to “play” their roles

Stress

Complaining and self-pity

Anxiety & worry

Depression & fatigue

Psychosomatic problems

Malicious judgments about yourself & others

Herd mentality exhibited in blind following of leaders

Authoritarianism & phobic reactions

Joys Home, order, tidy, organized, achievement

Needs Stability, consistency, order, respect

Strengths Loyal, structures, reliable, responsible

Frustrations Inefficiency, slobs, procrastinators, change, lack of

control

Values Punctuality, family, quality, honesty

Famous

“Golds”

Santa Claus

Gerald Ford (President)

Luci (Peanuts)

Nancy Reagan

Joan Rivers

Mr. Rogers

Harry Truman

George Washington (President)

Composites

15

Green

Attributes

I seek knowledge & understanding

o Analytical, Global, Conceptual

I live by my own standards

o Cool, Calm, Collected

I need explanation & answers

o Inventive, Logical, Perfectionist

I value intelligence, insight, fairness & justice

o Abstract, Hypothetical, Investigative

I am a natural non-conformist, a visionary, a problem

solver

Work

I am a conceptual & an independent. For me work is play.

I am drawn to constant challenge in careers & like to

develop models and explore ideas.

Once I have perfected an idea, I prefer to move on,

leaving the project to be maintained by others.

Leadership

Expects intelligence & competence

Assumes task relevancy

Seeks ways to improve systems

Visionary

Encourages change for improvement

Constantly “in process” of change

Expects people to follow through

Stress

Indecisiveness

Refusal to comply or cooperate

Extreme aloofness or withdrawal

Snobbish, put-down remarks & sarcasm

Refusal to communicate

Herd mentality exhibited in blind following of leaders

Perfectionism due to severe performance anxiety

Joys High achievement, recognition, challenge of

possibilities, big picture process

Needs Autonomy, accuracy, closure, space

Strengths Confidence, persistent, insightful, inventive

Frustrations Noise, unfairness, control, boxed

Values Logic, detail, freedom, information

Famous

“Greens”

Madame Curie

Thomas Edison

Dwight Eisenhower (President)

Sherlock Holmes

Abe Lincoln

Eleanor Roosevelt

Socrates

Frank Lloyd Wright

Composites

16

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Blue

Attributes I need to feel unique & authentic

o Enthusiastic, Sympathetic, Personal

I look for meaning & significance in my life.

o Warm, Communicative, Compassionate

I need to contribute, to encourage, & to care

o Idealistic, Spiritual, Sincere

I value integrity & unity in relationships

o Peaceful, Flexible, Imaginative

I am a natural romantic, a poet, & a nurturer

Work I have a strong desire to influence others so they may

lead more significant lives

I often work in the arts, communication, education &

helping profession.

I am adept at motivating & interacting with others.

Leadership Expects others to express views

Assumes “family spirit”

Works to develop others potential

Individuals oriented

Democratic, unstructured approach

Encourage change via human potential

Stress Attention-getting misbehaving

Lying to save face

Withdrawal

Fantasy, day-dreaming, & trancing out

Crying & depression

Passive resistance

Yelling & screaming

Joys Romance, hugs, acceptance, helping others, sharing

Needs Understanding, security, sensitivity, support

Strengths Communication, optimism, compassion, giving

Frustrations Disharmony, injustice, conflict, disorder

Values Honesty, friendship, trust, faith, empathy

Famous

“Greens”

Bill Clinton (President)

Cinderella

Dorothy (Wizard of Oz)

Emily Dickenson

Ghandi

Martin Luther King, Jr.

Mohammed Ali

Mozart

Composites

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Orange

Attributes

I act on a moment’s notice

o Witty, Charming, Spontaneous

I consider life a game, here & now

o Impulsive, Generous, Impactful

I need fun, variety, stimulation & excitement

o Optimistic, Eager, Bold

I value skill, resourcefulness & courage

o Physical, Immediate, Fraternal

I am a natural troubleshooter, a performer, a competitor

Work

I am bored & restless with jobs that are routine &

structured.

I am satisfied in careers that allow me independence

and freedom.

I view any kind of tool as an extension of myself.

I am a natural performer.

Leadership

Expects quick action

Assumes flexibility

Works in the here and now

Performance oriented

Flexible approach

Welcomes change

Expects people to “make it fun”

Stress

Rudeness & defiance

Breaking the rules intentionally

Running away & dropping out

Acting out boisterously

Lying & cheating

Physical aggressiveness

Joys People, adventure, thrills, life, success

Needs Freedom, expression, challenge, stimulation

Strengths Independence, humor, adaptable, leaders

Frustrations Disharmony, injustice, conflict, disorder, Interruptions,

deadlines, criticism, nagging, lies

Values Integrity, optimism, risk taking, interaction

Famous

“Greens”

Lucille Ball

Charlie Brown

Winston Churchill

Amelia Earhart

Garfield

Ernest Hemmingway

JFK (President)

Teddy Roosevelt (President)

Composites

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Documents

TRANSFORMATIONAL LEADERSHIP: STRATEGIES FOR …