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The Florence Prescription for a Culture of OwnershipOSU College of NursingAugust 20, 2015Joe Tye, CEO and Head CoachValues Coach Inc.Copyright 2015, Values Coach Inc.

leadership

From the Pulitzer Prize winning book Leadership by James MacGregor Burns

In todays complex, turbulent, and uncertain world we need leadership in every corner, not just in the corner office.

When Sally and I were in the market for a second home in Arizona our criteria were:Spectacular back yardLow to zero maintenanceAffordable

And this is our primary residence, the house where we lived for the past 20 years and raised our two children photo taken last April 20

Lesson #1Things arent always what they seem.

Lesson #2What you really want might be closer than you think.

Lesson #3You must be willing to jettison old baggage to move forward.

Lesson #4There is almost always a way to create a win-win.

A word about the assumptions we make.

What do you get when you break the word assume into its constituent parts?

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Question #1When did the healthcare crisis begin?

When FN walked into the Scutari Barrack Hospital: There was no clean water, the floors were filthy and the air was foul, rats ran wild and the place was infested with vermin.Soldiers were bedded on blood-soiled straw, most still wearing what they wore on the battlefield.There was no nutritious food and virtually no medicines or supplies, and no money to get any.Orderlies cared only for officers, refused to empty chamber pots, and spent more time chasing nurses than caring for patients.Amputations were performed out in the open in full view of other patients. Surgeons refused to wash their hands and most of their victims died of infection.The first thing the medical director said to her was that he wanted nothing to do with Florence and her do-gooder ladies.He relented only when several boatloads of casualties appeared on the horizon and the hospital was already beyond a state of crisis.

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Florence Nightingale firsts include:Medical recordsLaundry and housekeepingInfection controlNutrition servicePharmacy Materials managementPatient libraryMedical triageNursing uniformsChaplain service

Two of the most influential healthcare books ever written

The first person ever to calculate cost per patient day in a hospital!

She understood the ruleno margin, no mission

We need to respark the spirit that Florence first sparked at the Scutari Barrack Hospital!

Question #2When will the healthcare crisis end?

Companies that study employee engagement* consistently find:~ 25% fully engaged~ 60% not engaged~ 15% aggressively disengaged* e.g. Gallup, HR Solutions, Press Ganey

Engaged: Spark Plugs32

32Spark Plug job description included in one of the special reports.

Not Engaged: Zombies34

34These are the people who are going through the motions, living up to the terms of their job descriptions but no more.

Unfortunately, they are more likely to be influenced by Vampires than they are by Spark Plugs because Spark Plug people are usually too busy to stand around the coffee pot gossiping and in any event they shy away from confrontation because they are positive people, whereas

Disengaged: Vampires

aka Pickle Suckers35

35Vampires love nothing better than waiting at the coffee pot for their next victim to come along. They tend to have very domineering personalities, and once they have their fangs sunk into their victims, they are very hard to shake loose.

Disengaged people, especially disengaged managers, are a defect

Disengagement effects

But whats more tragic...

It has a life-diminishing impact on the disengaged.

Disengagement [is] one of the chief causes of underachievement and depression.Edward M. Hallowell, M.D. in HBR, 12-10

The journey from mere Accountability to a culture ofOwnership

Accountable

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AccountabilityDoing what you are supposed to do because someone else expects it of you. It springs from the extrinsic motivation of reward and punishment.

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You cannot hold people accountable for the things that really matter.

Nobody ever changes the oil in a rental car!

No one ever won a DAISY Award by being held accountable!

OwnershipDoing what needs to be done because you expect it of yourself. Ownership springs from the intrinsic motivation of personal pride.

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23,844,690 views 83,976 avg 5 stars

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Who Owns Left Field?

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What 117of you told me about the culture of the OSU College of Nursing

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82%

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58%

The Acid Test

50%

Are you okay with that?

Out of 1,170 possibilities (117 people x 10 questions) there were 226 (19.3%) strongly agree responses

Invisible ArchitectureInvisible Architecture is a trademark of Values Coach Inc.

Invisible Architecture is more important than bricks & mortar

The Blueprint Behind the Blueprint

Invisible architecture is to the soul of your organization what physical architecture is to its body.

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3 stages

The Foundation

Core values define who you are, what you stand for, and what you wont stand for

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Integrated DNA Technologies Inc. values (excerpt) Be yourself,Unless youre a jerk

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From the Cypress Semiconductor values (excerpt):CYPRESS IS ABOUT WINNINGWe do not tolerate losing.We thrive on competing against the world's best.WE MAKE OUR NUMBERSWe make 20% profit.We each set goals and achieve them.We ship 100% on time and get zero returns.

Have you ever been to a Texas Roadhouse?Passion, Partnership, Integrity and Fun

A values statement should be prominent in recruiting

Google Zappos Careers and youll see this >>>>>>>>>>

Check out our 10 Core Values. They are the heart and soul of our culture and central to how we do business.

Google Southwest Airlines Careers and youll see this >>>>>>>>>>

Our employees value the opportunity to work hard, be creative, and have fun on the job.

86People who are clearest about their personal vision and values are significantly more committed to their organizations.James Kouzes and Barry Posner: A Leader's Legacy

Nobody learns everything they need to know in kindergarten!

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The Superstructure

Culture is to the organization what personality and character are to the individual.

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Which diner will I choose?

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Or

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This is not a trick questionIts the reality of competing today.

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Same businessDifferent cultures

Same businessDifferent cultures

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People pay to shop at Costco

Ecstatic employees

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People shop at Wal-Mart because they dont have to dress up like they do for the Dollar Store.

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Same businessDifferent cultures

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NapRap

The Florence ChallengeEmotionally PositiveSelf EmpoweredFully Engaged

Therapy pets can even sign!

A Key Point!You cannot allow people to opt-out of positive culture change!

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Culture doesnt change unless and until people change

The Interior

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115Emotional climate is determined by what you expect and what you tolerate

116And over time, what you tolerate will dominate over what you say you expect!

117A positive workplace culture begins with intolerance for toxic emotional negativity.

118The bad news >>>>>>

The total cost of employee disengagement

$500,000,000,000

Have you defined your ZTBs?Do you have the courage to enforce them?

That hideous metaphor

Number of times the word bullying has appeared in nursing journal article titles over the past 5 years

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J.K. Simmons as Terence Fletcher in Whiplash

Does your culture tolerate mini-Donalds?

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Bob Sutton has a rule for that!

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130One toxically negative person can drag down morale and productivity of an entire work unit.

131It is a leadership responsibility to create a workplace environment where toxic emotional negativity is not tolerated.

Building a culture of ownership

Do you have to start with the right people on the bus?

You cant always choose who you have on the bus!

You cant just throw all the wrong people off the bus!

You can create a bus that everyone wants to ride

Essential qualities for promoting a culture of ownership

CommitmentTo the values, vision, and mission of the organization

Commitment is most important when the going gets tough...

We need to see opportunities where others see barriers. We need to be cheerleaders when others are moaning doom-and-gloom.

We need to face problems with contrarian toughness because its in how we solve those problems that we differentiate ourselves from everyone else.

Brick walls are not there to stop you, they are there to make you prove how much you want something.Randy Pausch: The Last Lecture

Engagement With patients, coworkers, and with the work itself

At Best Buy, a 0.1% increase in employee engagement generates a $100,000 increase in gross store revenue** Harvard Business Review, October 2010

InitiativeA Proceed Until Apprehended mindset

151Can one person who takes initiative change your organization?

154MMFI!

FellowshipFostering a support group culture of respect and caring

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PrideIn the organization, in the profession, in the work, and in you yourself

Pride is reflected in the answer to that universal icebreaker question:What do you do?

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What do you do?Thanks for asking! Im good at what I do. I love what I do. Im proud of what I do. What I do is important.

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What could be more boring than industrial ventilation systems?

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PassionEnthusiasm, positive attitude, and joy reflected in everyday actions

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If we each do our part, we will change our lives for the better.169

If we all do our parts, we will change our organizations for the better.170

And in changing our organizations, we can change our world for the better.171