Identifying and Mentoring the Next Generation of Leaders

Transcription

1 Identifying and Mentoring the Next Generation of Leaders Jennifer Charron RN, MSN, CNE Speaker Disclosures The speaker for this presentation has no conflicts of interest to disclose. Off label and/or investigational drug uses will not be discussed during this presentation. 2 Objectives Describe followership in relation to leadership Identify leadership theories and competencies Develop an understanding of how to identify natural leaders Review strategies to mentor new leaders Importance of identifying and mentoring leaders Understanding the importance succession planning Pulling it all together with case studies 2016 NHIA Annual Conference & Exposition 1

2 Process for Development Define Identify Candidates Opportunity Creation Coach Promote Leaders and Followers Do Followers Have Traits? Are all great followers great leaders? 2016 NHIA Annual Conference & Exposition 2

3 What Makes a Great Follower? Selfmanagement Do these sound like Qualities? Relationship Oriented Risk Takers Intelligent Think Independently Enthusiastic Self Starters Committed to Organizational Success Theories Five Common Theories Transformational Transactional Servant Situational Authentic Change Transforms People Reward based Empowering Different situations require different methods of leadership Genuine Trustworthy Charismatic Relationship Focus Management by Exception Authoritative Commitment to Followers Directive and Supportive Followers Compassion Relationship Emotions, Values, Ethics, standards, long term goals Leader Focused Focuses on sharing control Based on development level of followers Passion Self Discipline Values Potential for Abuse of Power Manipulation Associated with poor follower engagement Altruistic conflicts with common theories of leadership Difficulty of matching leadership style with individuals needs Leaders may have trouble implementing supporting nonsupportive initiatives 2016 NHIA Annual Conference & Exposition 3

4 Common Themes in Theories Team Focused Relationship Focused Genuine Trustworthy Leader Commitment Communication and Motivation Empowering others Competencies Well Cultivated Self Awareness Compelling Vision Real Way with People Masterful Style of Execution Live by Personal Conviction Visionary Listening Like You Mean It Generating Informal Power Emotional Intelligence Communicating Vision Giving Feedback Building Consensus Earning Loyalty and Trust Mentor Others Making Decision Developing Teams Driving Results Energize Staff Stimulate Creativity Cultivating Adaptability Identifying Natural Leaders Applying Theory, Competencies, Themes 2016 NHIA Annual Conference & Exposition 4

5 Match the Needs with the Qualities Evaluation of Candidates Way with people Vision Theory Themes Gap Analysis Execution Self Awareness Competencies Define Development Plan Common Mistakes When Identifying New Leaders Natural Leader Organized Respect from peers Enthusiastic Desire Accomplishes tasks Technical Expertise Focused Advanced Degree Effective Follower 2016 NHIA Annual Conference & Exposition 5

6 Now What? Strategies for Developing New Leaders Rome Wasn t Built in a Day Seek Opportunities Coach Coach Seek Opportunities Types of Opportunities Empowering Others Relationship Building Feedback Communication Mentoring 2016 NHIA Annual Conference & Exposition 6

7 Feedback and Coaching Direct Actionable Professional Consistent Regular Case Studies Feedback and Coaching Prospective Leader without Emotional IQ Direct feedback post meetings and interactions Identifying triggers/difficult situations and developing proactive plan to address Focus on how to message information to staff Assigned research/reading related to tactics to improve EIQ, personal evaluations, or videos. Importance of self reflecting Prospective Leader without Organizational skills Describe what organized looks like Be specific in areas of organization that need to be fixed Job shadow, consult with someone who is very organized The importance of picking and sticking to a strategy! Case Studies Feedback and Coaching Prospective Leader Poor Communication Specific examples Cause and effect of poor communication Training/Role playing for communication at varying levels Role play scenarios that need to be communicated vs. Face to Face vs Phone Why you would pick one over the other Examples for each Prospective Leader Poor Self accountability Identify areas where deadlines or expectations not met Brainstorm the Whys and Solutions Effect of lack of accountability Perceptions 2016 NHIA Annual Conference & Exposition 7

8 Why is Identifying Emerging Leaders Important? If you don t someone else will! Benefits of Development Employee Satisfaction Leader Satisfaction Organizational Stability Engagement Retention Increased Capacity Succession Planning Succession Planning Befits company NOW Compensation Fast Onboarding Proactive Sustainability Costly Learning Company Reactive Competency Gaps Business loss Lack of Succession Planning 2016 NHIA Annual Conference & Exposition 8

9 Putting it all Together Case Studies Liam Ladder Climber Liam approaches you, as his manager, about opportunities with in the organization for advancement. He states he wants to be a manager because it s the next step in his career and wants to make more money Liam has been on your unit for 2 years, has received satisfactory scores on his evaluations, is a very high producer, but does not always get along with his peers. Of note Liam independently completed work on a resource manual for the team without being asked and it looks great! Secretly you are terrified if Liam moves out of his position it will take two people to fill his shoes Areas of Concern Liam approaches you, as his manager, about opportunities with in the organization for advancement. He states he wants to be a manager because it s the next step in his career and wants to make more money Liam has been on your unit for 2 years, has received satisfactory scores on his evaluations, is very high producer, but does not always get along with his peers. Of note Liam independently completed work on a resource manual for the team without being asked and it looks great! Secretly you are terrified if Liam moves out of his position it will take two people to fill his shoes 2016 NHIA Annual Conference & Exposition 9

10 What is the Best Way to Approach Liam s Request? Have Liam Define from his perspective Define Role of Leader Your expectations Gap Analysis Development Plan Opportunity Coach What happens if Liam leaves because he doesn t get a promotion? Sally Star Performer Sally has worked for you for 5 years, she has exceeded expectations on all reviews, is a trusted resource on the unit, and is an excellent trainer/mentor who focuses on direct/actionable feedback for new orienteers Sally leads the clinical practice committee and weekly staff huddles You are looking to move up in the organization and think Sally would be a perfect person to take your place When you approach Sally, she says she is flattered and has thought of becoming a leader before but doesn t think she has all the skill Areas of Natural Sally has worked for you for 5 years, she has exceeded expectations on all reviews, is a trusted resource on the unit, and is an excellent trainer/mentor who focuses on direct/actionable feedback for new orienteers Sally leads the clinical practice committee and weekly staff huddles and has a great way of communicating to the team so they understand the focus You are looking to move up in the organization and think Sally would be a perfect person to take your place When you approach Sally, she says she is flattered and has thought of becoming a leader before but doesn t think she has all the skill 2016 NHIA Annual Conference & Exposition 10

11 What is the Best Way to Approach Sally? Have Sally Define from her perspective Define Role of Leader Your expectations Gap Analysis Development Plan Opportunity Coach What happens if Sally never wants the promotion? Help I don t have a Sally or a Liam! Define Identify Candidates Opportunity Creation Coach Promote Go back to the basics Discussion staff one on ones Anyone going to school? Internships at local colleges Questions? 2016 NHIA Annual Conference & Exposition 11

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