OHSU Leadership Development Programs Annual Report FY15

At A Glance

FY13

New Manager Leadership Essentials & Director-Level Reading Group Launched

Director-Level LFP, LFP Summer School & LFP Reading Group Launched

FY14

FY15

New Leader Mentor Program & Leadership Challenge Launched

At A Glance FY 2015 Cohorts/Sessions

Number of Participants

4

79

10

101

Leadership Foundations

3

46

Director-level Leadership Foundations

1

16

Leadership Foundations Reading Group

6

119

Director-Level Leadership Foundations Reading Group

5

30

Leadership Foundations Summer School

1

23

Program New Manager Leadership Essentials Nuts-N-Bolts

FY 2015 Participation by Mission Area

Central Services (18%)

Healthcare (33%)

Research & Academics (15%)

School of Medicine (34%)

At A Glance TOTAL (FY11-15) Cohorts/Sessions

Number of Participants

6

113

Leadership Foundations

49 19

751 308

Director-level Leadership Foundations

4

57

Leadership Foundations Reading Group

14

190

Director-Level Leadership Foundations Reading Group

9

25

Leadership Foundations Summer School

3

51

Program New Manager Leadership Essentials Nuts-N-Bolts

New Manager Leadership Essentials FY 2015 Participation by Mission Area

4 Number of Cohorts

20 Average cohort size

Central Services (22%)

Healthcare (30%)

Research & Academics (19%)

School of Medicine (29%)

79

Number of Participants

End of Program Evaluation Results (On a scale of 1 to 5)

4.8 Value of Content Presented

4.8 Likely to Use Content

4.8

100%

Overall Program Relevance

Participants Who Recommend NMLE for Other New Managers

New Manager Leadership Essentials

“I've taken many classes at OHSU and this was one of, if not THE, best.” “Keep this class going as it was very helpful and eased some of the anxiety of becoming a new manager at OHSU.”

“I thoroughly enjoyed it. I am always looking for ways to improve both personally and professionally. Even as an individual who has been in management for several years, I found quite a few things that are new and will help me be a better manager for my team and staff.” “This was a very beneficial training that I would recommend highly for any new Manager/Supervisor at OHSU.”

“I'm grateful to work in an organization that provides proper training to new managers.”

“Although it took time when I didn't really have it, the class has more than repaid the investment by giving me ideas, tools, and contacts essential to my new role.” “It is an amazing experience, a great learning opportunity and should be mandatory for all new Leaders.”

Overall

Program Relevance

Nuts-N-Bolts FY 2015

10

Participation by Mission Area

Number of Sessions

14

Average Class Size

Central Services (17%)

Healthcare (37%)

Research & Academics (17%)

School of Medicine (30%)

101

Number of Participants

End of Program Evaluation Results (On a scale of 1 to 5)

4.3

4.6

4.6

Value of Content Presented

Likely to Use Content

Overall Program Relevance

Nuts-N-Bolts Sessions Offered:

Facilitators:

 Investigatory Interviews  Record Keeping & Documentation  Progressive Discipline  Selecting & Hiring New Employees  Onboarding New Employees  OHSU’s Financial Landscape  Managing within the AFSCME Contract  Engaging Employees Through Career Development  Attendance Management  Managing Protected Leave

             

Ilona Cox Melanie Erskine Carl Del Balzo Heather DeWees Rhiannon Russell Kristen Wong Amy Wood Lawrence Furnstahl Fiona Canova Christine Lundeen Michelle LaPorte Lori Watson Yafit Heyman Tina Costa

“This [Career Development session] is very timely...I had an employee come to me Wednesday feeling "lost" in their career and in need of direction. I talked about the IDP and they were excited. Thank you for giving me the tools/training to respond quickly to my staff's needs! “This was an eye-opening session and it helped me better understand and appreciate what it means to manage AFSCME-represented employees. I also learned that my HR business partner is my friend!!!”

Overall

“I am impressed that OHSU, despite its size and range of employees, is able to offer the quality of training courses it does. As a new manager, it is great to meet other managers and have access to information that I might not be getting in an organized fashion from others in my department.”

“I am always pleasantly surprised that I take away tips from each learning session I have Program attended. Please continue to have trainings available to wide ranges of managers so we have an opportunity to expand our views beyond our departments and meet each other. We have a lot to offer, but sometimes notRelevance as many forums to interact. I find it valuable to hear what the other managers' situations are and how they handle things, given their varied backgrounds, length of time as a manager, and departmental cultures. The information is useful.”

Leadership Foundations Program FY 2015 Participation by Mission Area

3 Number of Cohorts

15 Average cohort size

Central Services (13%)

Healthcare (30%)

Research & Academics (15%)

School of Medicine (41%)

46

Number of Participants

End of Program Evaluation Results (On a scale of 1 to 5)

4.9

4.9

4.8

100%

Value of Content Presented

Likely to Use Content

Overall Program Relevance

Participants Who Recommend LFP for Other Managers

Leadership Foundations Program “LFP is a great resource for managers of all levels.” “Great program. I thoroughly enjoyed it and feel that I have improved my abilities as a manager.”

“I have worked at other places, and none of them offered a program like this for management. It is clear that OHSU cares about fostering leadership, and that these new leaders will have rewarding careers for years to come.” “Though initially somewhat reluctant to attend (8 weeks, a whole day each week), I gained valuable information, which I believe will enhance my leadership skills. I also enjoyed getting to know the other managers in my cohort.”

“It was a very good course. I think every manager and supervisor should be required to go through the course.” “I think as a manager I have greater awareness of the importance of teambuilding. I feel more empowered to make decisions. I am working on my emotional intelligence. I feel like I have a community of managers I can go to for support as well.” “I felt I got more out of this class than any I have taken in the past.” “I will tackle those difficult conversations now that I feel I have the tools and confidence to do so.”

Overall “I have more confidence in my current role.” Program Relevance

Director-Level Leadership Foundations Program FY 2015 Participation by Mission Area

1 Number of Cohort

16

Central Services (19%)

Healthcare (44%)

Research & Academics (13%)

School of Medicine (25%)

Number of Participants

End of Program Evaluation Results (On a scale of 1 to 5)

4.8 Value of Content Presented

4.9 Likely to Use Content

4.8

100%

Overall Program Relevance

Participants Who Recommend Director-Level LFP for Other Directors

Director-Level Leadership Foundations Program “Thank you for gearing a program to this level. It’s been a valuable opportunity for me to see the breadth and expanse of those of us functioning in this capacity.”

“Grow these programs and extend them to the executive level. It is needed.” “This is a MUST class for all directors. The things we have learned are invaluable. The connections with others that have the same issues, the knowledge and resources are incredible.”

“Getting away from work for a full day every week was so refreshing. It enabled me to not only learn but also come back to work refreshed.”

“Interaction and discussion with the other team members. Also the feedback from the instructor was well timed and specific. This allowed for real-time changes to be made” “Emotional Intelligence [session]- learning about my wake and my things to work on. I never realized how my actions affected others, i.e., the wake I leave behind. Now I really think about it every day and I notice it in others. ”

“Thank you very much for an engaging program led by an expert, filled with fun people and helpful information.”

Leadership Foundations Reading Group FY 2015 Participation by Mission Area

6 Number of Sessions

119

Number of Participants Central Services (18%)

Healthcare (33%)

Research & Academics (15%)

School of Medicine (33%)

Articles Read:  “Manage Your Work, Manage Your Life”  “The New Science of Building Great Teams”  “The Five Mindsets of a Great Boss”  “The Authenticity Paradox”  “Who’s Got the Monkey”  “First, Break All the Rules”

21% LFP Graduates Who Participated in a Reading Group Session in FY15

Director-Level Leadership Foundations Reading Group FY 2015 Participation by Mission Area

5 Number of Sessions

30

Number of Participants Central Services (7%)

Healthcare (43%)

Research & Academics (10%)

School of Medicine (40%)

Articles Read:     

“The Set-Up-to-Fail Syndrome” “Finding the Coaching in Criticism” “The Focused Leader” “The Authenticity Paradox” “What Great Managers Do”

53% DL LFP Graduates Who Participated in a Reading Group Session in FY15

New Leader Mentor Program FY 2015 Mentee Participation by Mission Area

19 Number of Mentees

Central Services (5%)

Healthcare (47%)

Research & Academics (26%)

School of Medicine (21%)

Mentor Participation by Mission Area

19

Number of Mentors

Central Services (21%)

Healthcare (32%)

Research & Academics (16%)

School of Medicine (32%)

New Year Leadership Challenge FY 2015 Participation by Mission Area

100 Number of Participants

Central Services (19%)

Healthcare (32%)

Research & Academics (12%)

School of Medicine (37%)

Challenges:      

January: email February: positive feedback March: active listening April: self-care May: time management June: revisit and redo any previous challenge