Presidents-elect Session

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1 Presidents-elect Session Three Keys to Building a Successful Team 2015 Leadership Training Conference Monday, April 27, :30 10:30 a.m. Session Facilitators Terry Brennan, FHFMA Arizona Chapter Aaron Crane, FHFMA Population Health Alliance of Oregon Oregon Chapter Sharon Lucian, FHFMA Stellaris Health Network Hudson Valley Chapter 1

2 Learning Objectives At the end of this session, you will be able to Apply two strategies to identify and recruit volunteers into positions that will keep them motivated and engaged Create a delegation plan and employ two new techniques to empower and motivate team members Implement a volunteer-to-volunteer mentoring program 3 [Aaron to lead.] 4 2

3 Who are the Right People? How do you know who the right people are? Answer: That depends. Leadership Team Exercise: Sit down with the team and identify people within the chapter who you would love to clone Write down their characteristics and traits and create a benchmark of the right person for each position Who fits into the team culture? Take your time 5 Scouting What scouting techniques have worked for your chapter for identifying and recruiting volunteer leaders who have the skills your leadership team needs. Key Skill Sets Knowledge Areas Values Characteristics 6 3

4 Motivation What motivated you to volunteer? Rounding out your team What skills do your team members already have? What skills is your team missing? 7 Tips to Effective Recruitment 1. Ask personally. People don t necessarily like to volunteer. 2. Establish a Recruiting Team or Partnership 3. Establish a Direct Connection 4. Create Opportunities for Short-Term Project Teams 5. Don t assume that no means never, ask probing questions 8 4

5 9 #1 Amy is a young professional in healthcare finance. She has been in her job two and a half years and thinks that she might be interested in getting more serious about building her career. On the recommendation of her supervisor, Amy joins HFMA. She attends two local educational events and finds the content excellent, creating more enthusiasm for HFMA. The chapter officers have observed Amy and have engaged her in several conversations. They learn that Amy was the social media guru for her sorority and that she is interested in becoming more involved in the chapter. Thinking of your chapter s culture, would Amy be a good recruit for your chapter team? Why or Why Not? Discuss 10 5

6 Volunteers are not all the same What are the possible contributions? What are their strengths? Are they connected in the chapter community? What can they bring to your chapter? 11 #2 Zeek has been an HFMA member for the past 25 years. He has a myriad of experience at the chapter, regional and national levels of HFMA. In response to the chapter s need, Zeek has served as the chapter s Membership Chair for the past 10 years. You are the incoming President Elect. Your chapter has been in a transition phase for the past 3 years. Membership numbers have held steady, with a slight decline in 4 of the past 7 years. Thinking of your upcoming year, should Zeek continue in his role? Why or Why Not? How would you handle any transition? Discuss 12 6

7 Volunteer Commitment and Performance Commitment Does the volunteer connect to the chapter work? Is the person volunteering for a valid reason? Does the volunteer appear proud and satisfied with their contribution? Performance How is the volunteer benefiting the chapter? Is the volunteer consistent? Does the volunteer perform agreed-upon activities with a level of consistency? 13 Volunteer Engagement Myths Volunteers are free Volunteers want only what you want Meeting volunteers halfway is a recipe for trouble Best Practices Create a variety of volunteer opportunities that offer involvement related to: Short-term and longterm time availability Connection to service with affiliation and skill focused opportunities 14 7

8 Even "Super You" needs help and support. There is no shame in asking for assistance. Push aside the pride and show respect for the talent others can bring to the table. And, remember that there is no such thing as a single-handed success: when you include and acknowledge all those in your corner, you propel yourself, your teammates and your supporters to greater heights. Author Unknown 15 5 Key Questions to Determine When to Delegate a Task or Project Is this a task or project that someone else can do, or is it critical that you do it yourself? Does the task provide an opportunity to grow and develop another person's skills? Is this a task that will recur, in a similar form, in the future? Do you have enough time to delegate the job effectively? Is this a task that I should delegate? 16 8

9 How to Delegate 1. Clearly articulate the desired outcome. Be sure to identify constraints and barriers 2. Outline lines of authority, responsibility and accountability 3. Empower people to decide what tasks are to be delegated to them and when 4. Build motivation and commitment 17 Group Discussion What delegation techniques have been successful for you? Which of the methods discussed this morning are you willing to try? With whom? 18 9

10 19 Why Mentoring Mentoring is a highly effective, interpersonal process It offers those engaged a personal connection and a partnership for further growth Individuals learn in an environment of trust Both the mentor and the mentee are challenged to stretch and grow in their experiences Your chapter s succession plan will be secured as a result

11 Seven E s of Enhancing Potential Engage Educate Equip Encourage Empower Energize Elevate Source: Dungy, T. with Whitaker, N.,The Mentor Leader: Secrets to Building People and Teams that Win Consistently (Carol Stream, IL. Tyndale, 2010) Key Mentoring Actions 1. Establish goals for the future and develop a plan to achieve them 2. Identify an experienced partner who can help find resources, individuals and organizations to support the mentee s development 3. Teach the informal rules of the chapter so that the mentee can better navigate his/her path 4. Build a set of self-management skills, including the ability to overcome potential roadblocks that will arise 11

12 Benefits Mentees Gain valuable advice Develop knowledge, experience & skills Improve communication skills Learn new perspectives Mentors Build leadership skills Improve communication skills Learn new perspectives Gain personal satisfaction Chapter Succession Plan Volunteer Engagement Training Continue the discussion and share your LTC pictures on social media #HFMALTC HFMA Chapter Leaders LinkedIn Group = &trk=my_groups-b-grp-v 24 12

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