Mirjam BuitelaarMecoMed October 12, 2017
Hill-Rom Leadership Model &
Competencies
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© 2014 Hill-Rom Services, Inc. ALL RIGHTS RESERVEDXXXXXX rev X
Hill-Rom Competencies before 2017
Hill-Rom Competencies were defined in 5 categories:• Strategic Skills• Courageous Leadership• Operations Mastery• People Skills• Energy and Drive
Divided by 3 levels:1. Individual Contributor2. Manager3. Executive
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© 2014 Hill-Rom Services, Inc. ALL RIGHTS RESERVEDXXXXXX rev X
Wizard of Oz
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© 2014 Hill-Rom Services, Inc. ALL RIGHTS RESERVEDXXXXXX rev X
Head, Heart and Guts
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© 2014 Hill-Rom Services, Inc. ALL RIGHTS RESERVEDXXXXXX rev X
New Competency model: Head, Heart and Guts
Guts
Do what’s right and think big
Head
Expand your view and advance the business
Heart
Inspire and collaborate with others
GUTS
Source: Head, Heart and Guts by Dotlich, Cair & Rhinesmith
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© 2014 Hill-Rom Services, Inc. ALL RIGHTS RESERVEDXXXXXX rev X
Financial Discipline Drives Value
Quality Matters in All We Do
Patients and Caregivers are Our Passion
Continuous Improvement Creates Simplicity
Head
Heart
Gu
ts
PEOPLEINSPIRED
To Win Together
PATIENTS AND CAREGIVERS
Are Our Passion
QUALITY MATTERS In All We
Do
FINANCIALDISCIPLINE
Drives Value
INNOVATION Fuels Our Growth
CONTINUOUSIMPROVEMENT
CreatesSimplicity
Our
Commitment People Inspired to Win Together
Innovation Fuels Our Growth
Our Commitment Our Competenciesdirectly align with our principles and define the behaviors we must exhibit to achieve our commitment
defines who we are and what we are committed to
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© 2014 Hill-Rom Services, Inc. ALL RIGHTS RESERVEDXXXXXX rev X
Card Exercise
Split up in groups of 3-4 people
1. Deal 6 cards to each person in your group.
2. From your cards, you choose at least 5 cards that best describe you as a
leader / HR professional.
3. Look at the discard pile and see if there are any you’d like to swap out.
Now, look at your table mates’ cards and see if you’d like to negotiate any
trades.
4. Prioritize your cards in order, place the card that best describe you as a
leader / HR professional on top, the second one next and so on.
5. Define what color in your chosen cards is the dominant color, if you do not
have a dominant color, than take the color of your first prioritized card
6. Go to the flipchart according to the dominant color in your 5 chosen cards.
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© 2014 Hill-Rom Services, Inc. ALL RIGHTS RESERVEDXXXXXX rev X
Head, Heart and Guts
At the flip-chart disucss the following with your group andcapture on the chart:
1. Characteristics in common with your group based on the dominant color – what themes do you have in common?
2. What are the strengths and benefits of your common themes?
3. What are pitfalls of an exclusive focus, or potential derailersof your themes?
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© 2014 Hill-Rom Services, Inc. ALL RIGHTS RESERVEDXXXXXX rev X
Cards Excercise
1. Rethinking the way things are
done
1. Rethinking the way things are
done
1. Rethinking the way things are
done
1. Rethinking the way things are
done
1. Rethinking the way things are
done
1. Rethinking the way things are
done
1. Rethinking the way things are
done
2.Reframing boundaries
when necessary
3.
Understanding
complexities
4. Thinking
strategically without losing sight on short-
term goals
5. Looking for
ideas inside and outside the
company
6. Developing a point of view
1. Balancing
people and business needs
2. Creating trust
3. Developing true compassion in a
diverse workspace
4. Creating
environments in which people
are committed
5. Knowing what’s
important
6. Understand and
overcoming potential derailers
1. Taking risks with incomplete data
2. Balancing risk
and reward
3. Acting with unyielding integrity
4. Tenacious in
pursuing what’s required for
success
5. Persevering in
the face of adversity
6. Not being afraid to make tough
decisions
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© 2014 Hill-Rom Services, Inc. ALL RIGHTS RESERVEDXXXXXX rev X
Using your Head
• Rethinking the way things are done
• Reframing boundaries when necessary
• Understanding complexities
• Thinking strategically without losing sight of short-term goals
• Looking for ideas inside and outside a company, wherever they can be
found
• Developing a point of view
Source: Head, Heart and Guts by Dotlich, Cair & Rhinesmith
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© 2014 Hill-Rom Services, Inc. ALL RIGHTS RESERVEDXXXXXX rev X
Common Pitfalls of Head Leaders
Intimidating people with their intellect
Confusing people by complicating issues
Dominating conversations
Changing directions without being transparent
Failing to connect with people during change
Driving for performance without inspiring other values, thereby
creating a results-only mentality
Failing to develop leadership bench strength because they are too
busy running everything
Overanalysing information leading to potential delays
Source: Head, Heart and Guts by Dotlich, Cair & Rhinesmith
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© 2014 Hill-Rom Services, Inc. ALL RIGHTS RESERVEDXXXXXX rev X
• Balancing people and business needs
• Creating trust
• Developing true compassion in a diverse workplace
• Creating environments in which people can be truly committed
• Knowing what’s important
• Understand and overcoming potential derailers
Demonstrating Heart
Source: Head, Heart and Guts by Dotlich, Cair & Rhinesmith
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© 2014 Hill-Rom Services, Inc. ALL RIGHTS RESERVEDXXXXXX rev X
Common Pitfalls of Heart Leaders
Letting compassion get in the way of the tough decisions
Mistaking empathy for agreement
Being unable to understand and manage personal derailers
Acting too slowly to ease the pain
Failing to address and manage conflicts
Allowing others to take advantage of them
Failing to stand up for what they believe in
Failing to override their desire to be liked by everyone
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© 2014 Hill-Rom Services, Inc. ALL RIGHTS RESERVEDXXXXXX rev X
Acting with Guts
• Taking risks with incomplete data
• Balancing risk and reward
• Acting with unyielding integrity in spite of the difficulty
• Tenaciously pursuing what’s required for success
• Perservering in the face of adversity
• Not being afraid to make tough decisions
Source: Head, Heart and Guts by Dotlich, Cair & Rhinesmith
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© 2014 Hill-Rom Services, Inc. ALL RIGHTS RESERVEDXXXXXX rev X
Common Pitfalls of Guts Leaders
Seeing everything as black or white, and not
acknowledging grays
Making quick decisions which can have unintended
consequences
Confusing stubbornness with focused persistence
Being unwilling to be challenged
Unintentionally intimidating others
Failing to solicit the views of others
Acting without anticipating the consequences
Ignoring facts and placing too much emphasis on their own
opinions
Source: Head, Heart and Guts by Dotlich, Cair & Rhinesmith
Which attributes of leadership do you
see most often?
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© 2014 Hill-Rom Services, Inc. ALL RIGHTS RESERVEDXXXXXX rev X
Most Organizations Have Leaders Who Are One-Dimensional
and who have clear values
and the courage to do the right thing.
Companies traditionally have the greatest
supply of leaders who are strategic,
analytical, and purposeful.
In shortest supply are leaders who have
emotional intelligence and can develop
talent,GUTS
Source: Head, Heart and Guts by Dotlich, Cair & Rhinesmith
Which attributes do you feel are
most important?
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© 2014 Hill-Rom Services, Inc. ALL RIGHTS RESERVEDXXXXXX rev X
Today’s Business Leader Must be a ‘Whole Leader’
“Whole Leaders” draw from their Head, Heart and Guts
Guts
Do what’s right and think big
Head
Expand your view and advance the business
Heart
Inspire and collaborate with others
GUTS
Source: Head, Heart and Guts by Dotlich, Cair & Rhinesmith
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© 2014 Hill-Rom Services, Inc. ALL RIGHTS RESERVEDXXXXXX rev X
Our competencies are applicable at all levels
• Contributes primarily by setting the strategy and vision for the company.
Leading through Vision and Strategy
• Contributes primarily by accomplishing results through others, including other leaders.
Leading Other Leaders
• Contributes primarily by managing people, teams, or projects within a business area.
Leading Through Others
• Contributes primarily through individual job responsibilities and/or project tasks.
Leading Independently
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© 2014 Hill-Rom Services, Inc. ALL RIGHTS RESERVEDXXXXXX rev X
Roadmap for Implementation
• Talent Acquisition
• Talent Development
• Performance Management
• Talent Planning
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© 2012 Hill-Rom Services, Inc. ALL RIGHTS RESERVED
Thank you!
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