Healthcare Leadership Development Services that Build Core Competencies

Healthcare Leadership Development is our strength. Bolstered by years of experience training, coaching and supporting leaders at every level in healthcare organizations, Wendy Leebov and her associates offer engaging and effective training on a variety of leadership core competencies, including:

Accountability
Behavioral Interviewing
Time Management
Employee Recognition
Employee Satisfaction
Change Communication

Strategy alternatives include competency-focused briefings, half or full-day workshops and a range of follow-up options.

What makes these healthcare leadership development programs distinctive?

They are highly participatory and engaging.
They focus on "how-to".
They include toolkits and templates that make application of the skills learned surprisingly easy.
They are customized to meet your needs and suit your style and culture.

Here are some examples of our healthcare leadership development programs that strengthen core competencies:

#1: Getting a Grip-- Personal Coping Strategies for Managers Running Ragged
Today’s healthcare managers liken their roles to that of juggler, rubber band, antique, truck in quicksand, fire hydrant (complete with dog), and punching bag. Many wonderful people are going NUTS in today’s world of information overload, instant messaging, increased demands on timer, and limited resources. This session explores tactics for moving from a state of pressure and overload to balance and perspective. The results: Greater gratification in your work and added value to your organization.

Practical strategies for not only staying afloat but also moving forward on what matters most
Diagnosing your own time management traps
Six strategies that make breakthroughs in time management doable and consequential
How to renew your drive to get a grip on your precious time and energies
Handouts, including skills and follow-up options

#2: Accountability Skillshop
Employees need to be clear on what is expected of them regarding customer service. They also need to be held accountable for meeting these expectations. This session helps managers get clear on their service expectations and provides tools and skills that make it easier to hold staff accountable.

How exactly to hire great communicators
Getting behavioral about service expectations
How to hold performance conversations with low, middle and high service performers
Specific tools for handling marginal performance
How to handle resistance and excuses
Employee recognition for great service performance

#3: How Do You Say Thanks? Employee Recognition Skillshop
“We need employees of the moment, more than we need employees of the month.” It’s an enormous challenge these days to foster high performance while maintaining moral. Recognizing people’s contributions and doing so consistently and effectively is central to fostering high performance, team morale and employee satisfaction.

A compelling case for employee recognition as key to employee satisfaction and high-quality performance
The Twelve Keys to High-Impact Recognition
Methods, tools and templates: Easy-to-use, no cost or low cost, simple yet effective, varied and attention-getting
Fun firsthand experiences that demonstrate the goodwill and the good feeling and the good energy sparked by well-placed, well-paced recognition experiences
Design of individualized recognition improvement plans

#4: Fostering Soulful Work
People who work with soul apply their life energies to the mission of their job, to their everyday way of doing it, and to the challenge of doing it even better. Hear Wendy describe concrete strategies that help the wonderful people on our teams feel fully alive and fulfilled in their work.

“The Three C’s” key to soulful work
Practical positive strategies you can use to advance the 3 C’s – Contribution, Craft and Community

#5: Communication Skillshop for Healthcare Managers
Managers must embrace and spearhead change on behalf of the organization and get their teams on board. This nuts-and-bolts session identifies the powerful role of communication in change processes and helps managers develop critical skills in presenting and selling change, helping staff come to terms with change, addressing resistance and focusing on the benefits. The result: Successful implementation.

Explore the challenge and dynamics of the “Middle Management Tightrope” and apply these to concrete work situations
Identify skills and tools key to keeping your balance when functioning in your key role as change agent
How to come to terms with the change and crystallize your commitment
How to plan communication with the Communication Planning Model
Techniques for handling resistance

#6: Hiring Power: The Nuts and Bolts of Behavioral Interviewing
Better to hire right to begin with than to have to manage difficult or disappointing performance down the road. This session engages managers in learning to use the powerful technique of behavioral interviewing to distinguish acceptable candidates from OUTSTANDING candidates for the job

Replace the “guess” and “hope” approach to hiring with “behavioral interviewing”
How to identify key competencies for the job
How to design effective questions
How to identify criteria for good answers
How to keep the interview on track
How to probe for specifics
How to handle sticky situations
How to draw conclusions and make sound hiring decisions

If you'd like to discuss your healthcare leadership development priorities, please contact us.

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