GOOD MORNING!!! • If you have not already completed the “Type & Temperament Sampler” that was e- mailed to you this past Tuesday, there is an additional copy in your packet. • Please take a few minutes to fill it out now as it will be instrumental as we get started today! • Thank You Very Much!!!
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GOOD MORNING!!! If you have not already completed the “Type & Temperament Sampler” that was e-mailed to you this past Tuesday, there is an additional copy.
This document is posted to help you gain knowledge. Please leave a comment to let me know what you think about it! Share it to your friends and learn new things together.
Transcript
GOOD MORNING!!!
• If you have not already completed the “Type & Temperament Sampler” that was e-mailed to you this past Tuesday, there is an additional copy in your packet.
• Please take a few minutes to fill it out now as it will be instrumental as we get started today!
• Thank You Very Much!!!
Leadership Development Institute
March 6, 2015
Welcome!
• Welcome to today’s Leadership Development Institute!
• Following our last LDI we had the group participate in a “Leader Needs Assessment” survey. Those results indicated a need/want for additional leader development in the areas of communication, team-building, and leading versus managing.
• Those results will drive a great deal of our content for this year’s LDI’s.
Attendance/Sign-In Sheets
• Please ensure that you have signed-in
• Sign-in sheets are located at the registration desk.
• Please take the time to answer all of theevaluation questions.
• CME certificates will be issued and mailed 4-6 weeks after the activity.
• Please put your pagers and cell phones on vibrate.
Disclosure Statement
Under Accreditation Council for Continuing Medical Education guidelines disclosure
must be made regarding financial relationships with commercial interests
within the last 12 months.
Jon Brightbill
I have no financial relationships or affiliations to disclose.
Learning Objectives
Upon completion of this activity, participants will:
• Identify personality temperaments (Keirsey) & type (Myers-Briggs).
• Review ways we engage “normally” based on personality attributes.
• Recognize how to apply “type watching” to problem definition and resolution in a group or team.
• Review the influence of stressors on “normal” personality and behavior.
• Employ strategies to achieve positive outcomes.
AgendaLEADERSHIP DEVELOPMENT INSTITUTE
March 6, 2015
7:30-8:00 a.m. Registration and Breakfast 8:00-8:10 a.m. Welcome and Introduction
Jon Brightbill 8:10-9:00 a.m. OU Medicine Leader Updates
Chuck Spicer Brian Maddy Dewayne Andrews, MD
9:00-9:15 a.m. 2014 EXCEL Awards Presentation
Chuck Spicer Brian Maddy Dewayne Andrews, MD
9:15-9:30 a.m. Break 9:30-10:30 a.m. Managing Yourself and Understanding Others: Personality Temperament and
Type in the Academic Health Care Organization (Part I) Valerie Williams, PhD, Vice-Provost for Academic Affairs, OU Health
Sciences Center 10:30-10:45 a.m. Break 10:45-11:45 a.m. Managing Yourself and Understanding Others: Personality Temperament and
Type in the Academic Health Care Organization (Part II) Valerie Williams, PhD, Vice-Provost for Academic Affairs, OU Health
To help us incorporate what we have learned today into our everyday business practices, a “linkage” grid has been provided below. The linkage grid provides a clear, consistent message on the items that need to be communicated to staff and the expectations for our implementation work over the next 60 days.
Assignment Activity Tools and Validation Complete By
Complete
Learning Objectives: Communication
“Identify”
“Practice”
“Identify”
Part 1 – Personality Attributes & You
1. Identify personality temperaments (Keirsey) & type (Myers-Briggs) EXCEL Standards (Innovation – I will pursue opportunities to learn and grow.)
2. Review ways we engage “normally” based on personality attributes EXCEL Standards (Caring – I will always act with compassion, kindness, empathy and patience.)
Part 1 – Application and Practice
o What are the Salient attributes of my “Type and Temperament” as compared to others?
EXCEL Standards (Professionalism – I will promote accountability by being responsible for my own actions.) o Who are these people that work for me? (by Type and Temperament) and, what makes them tick?
EXCEL Standards (Caring – I will respect cultural, religious and social backgrounds.) o How do I best communicate with other personality types?
EXCEL Standards (Quality – I will continually review my performance and strive to improve myself and the outcome of my work.)
o How do I make my expectations clear to people with a different temperament than mine? EXCEL Standards (Quality – I will be respectful and courteous to everyone because they are important to our organization.)
Part 2 – You, Your Team and Other Groups
1. Recognize how to apply “type watching” to problem definition and resolution in a group or team EXCEL Standards (Innovation – I will be committed to developing new knowledge and sharing it with others.)
2. Review the influence of stressors on “normal” personality and behavior EXCEL Standards (Communication – I will communicate with sincerity, honesty and cultural understanding.)
3. Employ strategies to achieve positive outcomes EXCEL Standards (Communication – I will proactively seek out information and accept accountability for staying informed.)
Self-Identify Jung and Kiersey
Test/Sorter
MMM (Discuss with Leader)
Communication Page
Team Exercise
Build Knowledge Base
Identify Your Leaders Natural Skills
(Based on Type and Temperament)
4-10-15
4-10-15
4-24-15
4-24-15
4-24-15
(over)
“Practice”
Part 2 – Application and Practice
o How do I use personality types to set people up to be successful in the workplace using knowledge of the types and temperaments?
Delegate tasks based on personality type. EXCEL Standards (Innovation- I will promote innovation that will benefit those we serve.)
o How do I lead those that don’t see things the way that I do? EXCEL Standards (Quality – I will demonstrate and encourage positive behaviors.)
o How do I best establish teams with a goal of success? Know your people in an effort to be able to effectively manage them. Try and put people in
positions to succeed due to natural ability. Additionally, identify opportunities for growth based on individual challenge areas.
EXCEL Standards (Innovation – I will actively support, mentor and coach to foster a constructive learning environment.)
o How do I recognize and reward people based on their personality attributes rather than mine? EXCEL Standards (Professionalism – I will demonstrate respect by treating others as I would expect to be treated.)
o How do I work with a group that I don’t engage or work with daily? (for example when serving in leadership positions, or involved in improvement processes, or with specific workgroups or tasks) EXCEL Standards (Communication – I will communicate effectively by speaking clearly and actively listening while learning and sharing information.
“Toolkits”
Jung Typology Test: http://www.humanmetrics.com/cgi-win/jtypes2.asp - this will provide the 4-letter
Type from which I can show people how to get their Temperament. The 1-page (1-paragraph plus advertisements!) report can be printed out.
Keirsey Temperament Sorter II: On completion of the instrument the “Mini Version” of the report will be unlocked in addition to more detailed reports people can purchase—there is no need to purchase anything BEFORE the LDI and certainly optional but not necessary afterward: http://www.keirsey.com/default.aspx go to drop down “About the KTS-II” > take the KTS II or on the homepage banner here look for this image. ONLY provides the temperament – no Type preferences – but short report is more detailed.
Online Evaluation
After attending this LDI, you will be emailed a link to the Evaluation/Survey. Complete the Evaluation/Survey to provide feedback for future Leadership Development Institutes and to receive CME or CEU credit (where applicable). It is expected that 100% of leaders will complete the Survey.
Online Evaluation/Survey
4-6-15
Leader Updates
Leader Updates
• Mr. Chuck Spicer– Chief Executive Officer, OU Medical System
• Mr. Brian Maddy– Chief Executive Officer, OU Physicians
• Dewayne Andrews, M.D.– Senior Vice President and Provost, Executive
Dean, OU College of Medicine
OU Medical System
LDI – OUMS UPDATEMARCH 6, 2015
13
14
SYSTEM PERFORMANCE DASHBOARD
GOALS BY THE END OF: Most Recent
Trend 2015 2016 2017
Exceptional Clinical Quality (Quality Pillars)
Attain Risk Adjusted Mortality Index at 90th percentile by 2017 (Calendar Yr.) 0.79 (0.71)
80th (0.58) 90th
90th
Attain Risk Adjusted Complication Index at 90th percentile by 2017 (Calendar Yr.) 1.19 (0.70)
80th(0.56) 90th
90th
CAUTI (NHSN Rate) 2.7 1.0 0.5 0
CLABSI (NHSN Rate 1.3 0.8 0.5 0
Consistent Earnings Outperformance (Growth and Earnings Pillars)
Quarterly Rolling 12 month System Benchmark Series4
Change in definition for Iatrogenic pneumothorax
QUALITY - CLABSI
1Q13 2Q13 3Q13 4Q13 1Q14 2Q14 3Q14 4Q140.0
0.5
1.0
1.5
2.0
2.5
3.0
3.5
1.9
2.7
1.8
1.71.3
1.5
1.0
1.2
2.5
3.1
2.7
1.8
2.4
2.6
1
0.3
Central Line Associated Blood Stream Infections: Rate per 1000 Line Days
OUMC TCH
QUALITY - CAUTI
1Q13 2Q13 3Q13 4Q13 1Q14 2Q14 3Q14 4Q140.0
0.5
1.0
1.5
2.0
2.5
3.0
3.5
4.0
4.5
1.9
2.9
3.2 3.2
3.7
4.0
3.2
1.1
0
1.4
1.8
1.1
1.7
1.3
0
1.3
Catheter Associated Urinary Tract Infection Rate per 1000 Foley Days
OUMC OUMC - Edmond
GROWTH
19
DECEMBER YTD
Admissions ED Visits ED Admits Surgeries Deliveries Trend
YTD 2013
YTD 2014
YTD 2013
YTD 2014
YTD 2013
YTD 2014
YTD 2013
YTD 2014
YTD 201
3
YTD 2014
OU Medical Center
13,869
16,280
47,155
44,527
8,86610,38
912,30
113,20
3- -
The Children’s Hospital*
13,750
14,967
47,051
51,605
7,204 8,025 8,776 9,5084,15
74,323
Edmond 2,621 2,63720,97
320,93
81,676 1,792 3,484 3,168 333 197
Total 30,440
33,884
115,179
117,070
17,74620,20
624,56
125,87
94,49
04,520
*Includes 5,143 admissions, 8,085 ED visits, 2,819 ED Admits at Women’s
Place to Practice Medicine
* Overall HCA results are preliminary.
North Texas Division (1491)
OU Med Ctr-Presbyterian Tower (218)
Women's & Newborn Center (9)
The Children's Hospital at OU (134)
Plaza Med Ctr of Fort Worth (86)
Denton Regional Medical Center (90)
OU Medical Center Edmond (49)
Green Oaks Hospital (26)
Medical Center of Arlington (127)
North Hills Hospital (124)
Medical City Dallas Hospital (189)
Medical Center of Lewisville (122)
Medical Center of McKinney (90)
Las Colinas Medical Center (79)
Medical Center of Plano (148)
0.0 20.0 40.0 60.0 80.0 100.0
57.60.81.1
23.223.7
50.356.9
60.367.268.3
72.774.475.9
94.397.1
90thPercentile
PEOPLE – PHYSICIAN ENGAGEMENT
90thPercentil
e
PEOPLE – VOLUNTARY TURNOVER
21
16.7% RN Decrease
112.4% ALL Decrease
SERVICE – OU MEDICAL SYSTEM
22
Facility Number of Domains with Increase Q1-
Q4
Grand Composite
Trend (Q1-Q4)
OUMC Edmond 6 of 10
Children’s Hospital
5 of 10
OU Medical Center
10 of 10
Women’s & Newborn
6 of 10
OU Physicians
FY15 Pillar Results thru January 2015
Pillar FY 15 Goal Status
People Achieve an overall employee turnover rate of 16% or less.(at 20.2% at this date)
People Achieve a physician satisfaction national percentile ranking at 50th percentile for all practices and at the 60th percentile of AMGA academic practices.
PendingResurvey
People Achieve an employee engagement national percentile ranking at the 90th percentile of AMGA practices.
PendingResults
Service Achieve “Top Box” score for the CGCAHPS overall rating of provider question at the top national quartile. (Target = 86.7%)
Service Achieve “Top Box” for all 5 CGCAHPS domains at the top national quartile. (achieving 3 of 5 and 1/10 point on the fourth)
Service Achieve inpatient satisfaction ranking for physician communication at the 75th percentile on HCAHPS.
Quality Increase to 75% the percentage of hypertension-diagnosed patients (ages 18-85) who had blood pressure adequately controlled.
Quality Increase to 75% the percentage of patients (ages 6 months and older) who receive an influenza immunization.
Quality Increase to 50% the diabetes composite score for eye, urine, foot and lipid exams of diabetes-diagnosed patients (ages 18-75 years).
Pillar Goal Report Card – FY15
Pillar FY 15 Goal StatusQuality Increase to 90% the percentage of URI-diagnosed patients (ages 3
months – 18 years) who were not prescribed an antibiotic on or within three days after the episode.
Quality OUP will show a 10% improvement from baseline in overall patient safety excellent-very good rankings as measured by AHRQ’s Medical Practice Office Survey on Patient Safety Culture.
PendingResurvey
Growth Achieve 80% retention rate of internal ADULT referrals.
Growth Achieve 90% retention rate of internal CHILDREN’S referrals.
Growth Any provider below the 50th percentile of MGMA WRVU benchmark will increase WRVU production by 20% for the providers assigned clinical effort.
Growth Any provider between the 50th percentile and the 75th percentile will increase WRVU production by 10% for the providers assigned clinical effort.
Finance Increase OU Physicians revenue by 3% for FY15. Currently running 8.1% over prior year.
Finance Develop and implement an approved plan for each OUP ASU department and clinic to achieve a 2% improvement in efficiency of operations
Pillar Goal Report Card – FY15
ServiceOUP – CGCAHPS domains
2015 GOAL = Achieve Top Box for all 5 CGCAHPS Domains at the Top National Quartile.
ServiceOUMS HCAHPS Physician Communication
2015 GOAL = Achieve inpatient satisfaction ranking for physician communication at the 75th percentile on HCAHPS.
Assoc. Dir. OperationsSr. Data AnalystManagerStaff Accountant
OUCP Dental, Neurosurgery, Neuro.OUCP Jimmy Everest CenterOUP Cardiovascular Institute & Pulmonary MedicineOUP Otorhinolaryngology (ORL)SCC InfusionSCC Hematology & Breast OncologyOU PhysiciansOUP Primary Care, Community & Population Health OU PhysiciansOUP Reporting and AnalyticsOUP Quality and CredentialingOUP Financial Services
Serving our Population
Improving Health – Impacting our Community of Patients
Promoting Breast Cancer Screening
• Between November 1 and December 1, 2014– Email and telephone campaign to women (PCP patients
of OUP) eligible for screening mammography– 15,322 attempts– Oklahoma Breast Institute volume:
November December0
200
400
600
800
1000
1200
1400
1170
992
1205 1207
20132014
Promoting Influenza Vaccination
• OUP saw 83,590 unique patients between October 1, 2014 and February 28, 2015– 40,034 patients had received vaccine– 33,109 patients declined– 16,235 doses administered
• OUP Flu Shot Clinics (patients or their families)– OUCP – gave 1,992 doses– OUPB – gave 674 doses
College of Medicine
College of Medicine-Pillar Update
“Instill and reinforce standards of behavior that will attract, develop and retain outstanding staff, physicians, faculty and students.”
• Admissions: Latest application cycle—2,075 applicants (1,463 in 2012). 411 applicants were Oklahoma residents (highest number to date).
– 3.81 GPA and 30.77 MCAT for class of 2019
• GME: 568 Residents and Fellows at OKC campus in 63 specialty andsubspecialty training programs. People
College of Medicine-Pillar Update
“Promote consistently positive experiences for our patients, staff, students, and community.”
• Latest Graduation Questionnaire results: “Overall, I am satisfied with my medical education.”– 89.4% agree or strongly agree
• 47.5% of latest graduates plan to practice in Oklahoma (27.9% responded “unknown”).
SERVICE
College of Medicine-Pillar Update
“Develop the highest quality medical education programs for all level of learners.”
• Step 1 and Step 2 USMLE scores for medical students exceed the national benchmarks.