“Past traditions” “Past traditions” “Leading Change” “Leading Change”
Leading Through Change - ASSOCIATION OF RESIDENCY ... · Leading Through Change: The...
Transcript of Leading Through Change - ASSOCIATION OF RESIDENCY ... · Leading Through Change: The...
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Leading Through Change: The Coordinator’s Role
Allison Jones Administrator for Surgical Education
MedStar Georgetown University Hospital
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Acknolwedgements…
• Department of Surgery
• MedStar Leader as an Agent of Change training session and materials
• MedStar Health Organizational Effectiveness
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Goals & Objectives
• Identify recent changes in GME
• Discuss strategies for implementing change
• Identify personal “change skill” strengths and areas for improvement
• Define personal change leadership style
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Change is the only constant -Heraclitus, Greek Philosopher
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• Competencies
• Program requirements
• Outcomes project
• Milestones
We have already made change!
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We will make more change.
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CHANGE ACTIVITY
• Choose a partner
• Stand facing your partner
• STUDY CAREFULLY
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Immediate reactions
• How did the change make you feel?
• Puzzled?
• Self conscious?
• Angry?
• Annoyed?
• Did you want to quit?
• What did I do wrong?
• Purpose
• Vision
• Input
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Kotter’s “Eight Steps of Change”
CHANGE
Create urgency
Form a team
Create a vision
Communicate
Empower others
Short-term
targets
Build
Create a new
culture
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Phase 1: Create Urgency
This has already been done for us.
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Phase 1: Form a Team
Program Director(s)
Chief Residents
Chair
CCC
DIO
GME
YOU!
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Phase 2: Create a Vision
Determine your values
• Prioritize
• Strategize
Identify achievable targets
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Phase 2: Communicate
Develop a communication strategy
• Multiple methods
• All stakeholders (faculty, residents, etc)
Be respectful, open and honest.
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Phase 2: Empower others
Remove obstacles
• Create tools/guides
• Be available
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Phase 3: Short-term Targets
Share your successes widely
• Check-in with your residents
• Announcements at faculty meetings
• Social media
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Phase 3: Build
Do not claim victory too soon!
• Reassess
• Debrief
• Redevelop
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Phase 3: Create a New Culture
Recognize – and CELEBRATE - changes to the status quo
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Skills Activity
• PURPOSE: Identify strengths and areas for development
• RELEVANCE: Identify behaviors that help support the vision/change
• DIRECTIONS: Read each statement. Mark the response that best describes your typical behaviors in the past 6 months.
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Who are you? Puzzle Master Remains knowledgeable about all the specific projects
underway and their global impacts
Communicator Conduit of information – communicates with stakeholders about What? How? and Why?
Liaison Provide information between teams including results and solutions from leadership and feedback from the “boots on the ground”
Advocate Actively demonstrates support for the change
Coach Supports stakeholders through the process of change
Resistance Manager
Identifies and manages resistance to change
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Effective leaders have skill and style
Skill Style
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Leadership Style
Relationship-based • Articulates the vision
• Motivates others
• Builds trust
• Clear and confident
• Helps every member of the team succeed
• Sensitive to feelings
• Involves others in decision-making
• Role models behaviors
Task-oriented • Focus on short-term
goals
• Dictates tasks
• Expects work without complaint
• More work-driven than relationship-driven
• Makes decisions and informs others
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Style Activity
• PURPOSE: Identify your predominant style
• RELEVANCE: Identify behaviors that you want to keep and/or change
• DIRECTIONS: Read each statement. Mark the response that best describes your typical workday.
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Lead with Skill and Style
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The Four Quadrants of Change Leadership
Inspire followers
Build strong relationships
Create a stimulating
work environment
Be a role model
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Choose one area of focus in each quadrant that you would like to improve.
These are your goals for self-improvement and professional development.
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Never underestimate the power of
emotional intelligence
Dr. Pelligrini’s formula for successful leadership starts with this:
EI > IQ
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Important takeaways
• Change is inevitable
• Different people react differently to change
• Teams work best to implement change
• We all have different skills and styles, and that’s OK!
• We all have room for improvement. Perfection is overrated.
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Questions?