Dive into the complete episode list for Culture Change RX. Each episode is cataloged with detailed descriptions, making it easy to find and explore specific topics. Keep track of all episodes from your favorite podcast and never miss a moment of insightful content.
Net revenue grows 69.4% in 3 years - CFO credits culture change.
Episode Insights and Takeaways
Culture is dynamic and constantly changing, requiring intentional efforts to shape and improve it.
Deliberate culture change can lead to significant improvements in financial performance and other measures.
Data, celebration, and leadership are key factors in successful culture change initiatives.
In this episode, Sue interviews Matthew Streeter, the Chief Financial Officer for North Country Healthcare. Throughout the episode, Matthew emphasizes the dynamic nature of culture and the need for intentional culture change. He shares examples from his career where deliberate culture change led to significant improvements in financial performance and other measures. Matthew also highlights the role of data, celebration, and leadership in culture change, and encourages CFOs to embrace and invest in culture change initiatives.
13th Annual Healthcare Executive Forum - June 18 (afternoon) and June 19 (morning) High Reliability, Just Culture & Psychological Safety Made Simple focuses on breaking down these critical concepts into practical, actionable strategies tailored for senior leaders in small and rural healthcare settings.
13th Annual Healthcare Executive Forum - June 18 (afternoon) and June 19 (morning) High Reliability, Just Culture & Psychological Safety Made Simple focuses on breaking down these critical concepts into practical, actionable strategies tailored for senior leaders in small and rural healthcare settings.
Fostering collaboration among diverse teams and organizational tiers.
Episode Insights and Takeaways:
Assigning goals and creating employee-driven teams can enhance employee engagement and ownership.
Building relationships and truly listening to employees are key to effective leadership and culture change.
Rural healthcare provides unique opportunities for community engagement and a sense of purpose.
In this episode, Sue welcomes Capstone’s Co-Founder Jane McLeod, as her guest. They discuss their love and passion for rural healthcare and the unique opportunities it provides. Jane shares her journey from the bedside to the boardroom and back, highlighting the importance of creating synergy and alignment among personnel from various departments and levels
Jane provides valuable insights and tactics for engaging employees, including aligning goals and creating employee-driven teams. The episode concludes with a reminder of the importance of building relationships, breaking down silos, and truly listening to employees.
13th Annual Healthcare Executive Forum - June 18 (afternoon) and June 19 (morning) High Reliability, Just Culture & Psychological Safety Made Simple focuses on breaking down these critical concepts into practical, actionable strategies tailored for senior leaders in small and rural healthcare settings.
13th Annual Healthcare Executive Forum - June 18 (afternoon) and June 19 (morning) High Reliability, Just Culture & Psychological Safety Made Simple focuses on breaking down these critical concepts into practical, actionable strategies tailored for senior leaders in small and rural healthcare settings.
Embark on a journey to the heart of healthcare, where we dissect the driving force behind every thriving organization: its culture. Drawing on her executive background and extensive work as a strategic coach, Capstone’s co-founder Sue Tetzlaff and guests will share actionable insights and practical steps for successfully navigating the people side of the business of healthcare. Join weekly to be equipped and inspired to uplevel the culture and unlock the next level of potential in your healthcare organization.
13th Annual Healthcare Executive Forum - June 18 (afternoon) and June 19 (morning) High Reliability, Just Culture & Psychological Safety Made Simple focuses on breaking down these critical concepts into practical, actionable strategies tailored for senior leaders in small and rural healthcare settings.
13th Annual Healthcare Executive Forum - June 18 (afternoon) and June 19 (morning) High Reliability, Just Culture & Psychological Safety Made Simple focuses on breaking down these critical concepts into practical, actionable strategies tailored for senior leaders in small and rural healthcare settings.
Healthcare organizations are complex entities and consist of both tangible and intangible elements, all of which can be strengthened
Episode Insights and Takeaways
Growing and thriving organizations intentionally design and improve the intangible aspects of their organization
Don't leave culture to chance; deliberately change and improve it
Similar to the consideration paid to designing physical structures and work processes, executives can give thoughtful consideration to designing the culture.
Just because you can’t touch it or see it, doesn’t mean you can’t design and improve it
In this short solo episode of Culture Bytes, Sue emphasizes the distinction between tangible and intangible aspects of a healthcare organization and how they interplay. Sue encourages deliberate design and improvement of the intangible aspects of culture, just like any other tangible element of an organization.
13th Annual Healthcare Executive Forum - June 18 (afternoon) and June 19 (morning) High Reliability, Just Culture & Psychological Safety Made Simple focuses on breaking down these critical concepts into practical, actionable strategies tailored for senior leaders in small and rural healthcare settings.
13th Annual Healthcare Executive Forum - June 18 (afternoon) and June 19 (morning) High Reliability, Just Culture & Psychological Safety Made Simple focuses on breaking down these critical concepts into practical, actionable strategies tailored for senior leaders in small and rural healthcare settings.
Adopt a nimble strategic planning approach that is actionable and adaptable, and then uncover and overcome learning needs in order to set people up for success
Episode Insights & Takeaways
A nimble strategic planning process is essential for success.
Culture plays a crucial role in executing strategic initiatives successfully.
Investing in learning and development can transform culture and drive growth.
In this episode, Sue and guest Doug Morse discuss the importance of strategy and culture in healthcare organizations, particularly in rural healthcare. Doug emphasizes the need for a nimble strategic planning process that is actionable and adaptable.
They also highlight the connection between culture and strategy, emphasizing the importance of aligning beliefs and behaviors with strategic goals.
Doug shares examples of how culture can be transformed through learning and development initiatives, leading to improved outcomes and growth.
13th Annual Healthcare Executive Forum - June 18 (afternoon) and June 19 (morning) High Reliability, Just Culture & Psychological Safety Made Simple focuses on breaking down these critical concepts into practical, actionable strategies tailored for senior leaders in small and rural healthcare settings.
13th Annual Healthcare Executive Forum - June 18 (afternoon) and June 19 (morning) High Reliability, Just Culture & Psychological Safety Made Simple focuses on breaking down these critical concepts into practical, actionable strategies tailored for senior leaders in small and rural healthcare settings.
Community hospital CEO Dan Rohrbach shares highlights from a decade-long journey of growth and improvement at Southwest Health.
He emphasizes the importance of balancing speed and staff well-being, managing through crisis, investing in culture, and the value of external expertise.
Gain valuable insights on attracting top talent and elevating your organization’s reputation through cultural investment
Episode Insights & Takeaways:
A strong culture can attract talent and make an organization a sought-after place for both employees and patients.
Patience is essential in cultural transformation, as it takes time to build a strong foundation.
Balancing speed and staff well-being during times of growth are crucial for sustainable success.
Investing in culture does indeed yield a positive and measurable return on investment.
External expertise can provide valuable insights and accelerate progress.
Being genuine and honest builds trust and respect.
13th Annual Healthcare Executive Forum - June 18 (afternoon) and June 19 (morning) High Reliability, Just Culture & Psychological Safety Made Simple focuses on breaking down these critical concepts into practical, actionable strategies tailored for senior leaders in small and rural healthcare settings.
13th Annual Healthcare Executive Forum - June 18 (afternoon) and June 19 (morning) High Reliability, Just Culture & Psychological Safety Made Simple focuses on breaking down these critical concepts into practical, actionable strategies tailored for senior leaders in small and rural healthcare settings.
In this short solo episode of Culture Bytes, Sue discusses the concept of readiness for culture transformation in healthcare organizations. She emphasizes the importance of continually strengthening the strategic pillars of people, service, and quality, and highlights that this work should always be a priority. Sue explains that instead of assessing readiness, it is more relevant to assess the change challenges that organizations will face in achieving their improvement goals. She also emphasizes the need for commitment to these core strategies and the potential consequences of not prioritizing them.
13th Annual Healthcare Executive Forum - June 18 (afternoon) and June 19 (morning) High Reliability, Just Culture & Psychological Safety Made Simple focuses on breaking down these critical concepts into practical, actionable strategies tailored for senior leaders in small and rural healthcare settings.
13th Annual Healthcare Executive Forum - June 18 (afternoon) and June 19 (morning) High Reliability, Just Culture & Psychological Safety Made Simple focuses on breaking down these critical concepts into practical, actionable strategies tailored for senior leaders in small and rural healthcare settings.
In this episode, Sue welcomes Julie Coneset, a Capstone transformational coach, who shares her experience in healthcare and human resources, emphasizing the importance of organizational culture. Julie discusses the transformational journey her organization went through, starting with the departure of a CEO and the implementation of a new culture. She highlights the role of employee-driven teams in identifying opportunities for improvement, communication, and training needs. Julie emphasizes the need for open-mindedness and listening to new ideas, as well as creating an environment where employees feel comfortable sharing their suggestions.
Episode Insights and Takeaways
Transformational journeys require strong leadership and commitment . . . and an unwavering determination and willingness to engage employees in the process of positive change.
New leaders and employees support the desired organizational culture when provided with the tools and training.
Open-mindedness and a willingness to listen to new ideas are essential for fostering innovation and growth.
13th Annual Healthcare Executive Forum - June 18 (afternoon) and June 19 (morning) High Reliability, Just Culture & Psychological Safety Made Simple focuses on breaking down these critical concepts into practical, actionable strategies tailored for senior leaders in small and rural healthcare settings.
13th Annual Healthcare Executive Forum - June 18 (afternoon) and June 19 (morning) High Reliability, Just Culture & Psychological Safety Made Simple focuses on breaking down these critical concepts into practical, actionable strategies tailored for senior leaders in small and rural healthcare settings.
In this episode, Sue interviews Charisse Oland about her experiences and lessons learned in healthcare leadership and governance. Charisse highlights real world examples of strengthening leadership and governance as pathways to creating stronger organizations, including improving results and a more positive and thriving workplace culture. The conversation emphasizes the need to focus on positive behaviors and reinforce them, rather than dwelling on what went wrong.
Episode Insights and Takeaways
Engaging employees in conversations about what the values mean in their daily behaviors is crucial.
Focus on positive feedback and building each other up and reinforcing positive behaviors.
Building stronger, thriving workplaces necessitates the nurturing of collaborative behaviors and maximizing board and leadership effectiveness
Creating an effective board requires varied backgrounds and expertise, and also a great culture of leadership and collaboration.
13th Annual Healthcare Executive Forum - June 18 (afternoon) and June 19 (morning) High Reliability, Just Culture & Psychological Safety Made Simple focuses on breaking down these critical concepts into practical, actionable strategies tailored for senior leaders in small and rural healthcare settings.
13th Annual Healthcare Executive Forum - June 18 (afternoon) and June 19 (morning) High Reliability, Just Culture & Psychological Safety Made Simple focuses on breaking down these critical concepts into practical, actionable strategies tailored for senior leaders in small and rural healthcare settings.
In this episode, Sue discusses the impact of trust, or lack thereof, between the administrative team and the board of directors. She draws on examples from her experiences as a senior executive in healthcare and highlights the need for trust between the board and the executive team to facilitate more effective decision-making . . . and speeding up the timeframe to achieving the desired results. She suggests two tactics to build trust: changing the definition of 'old business' on the board agenda and creating a well-designed strategic plan.
Episode Insights and Takeaways
Trust is essential for a culture of achievement and success in organizations.
Lack of trust can lead to slow decision-making and excessive rework.
To build trust, organizations should revisit the progress and outcomes of past decisions under 'old business' on the board agenda.
Having a well-designed strategic plan can also foster trust and speed up decision-making.
13th Annual Healthcare Executive Forum - June 18 (afternoon) and June 19 (morning) High Reliability, Just Culture & Psychological Safety Made Simple focuses on breaking down these critical concepts into practical, actionable strategies tailored for senior leaders in small and rural healthcare settings.
13th Annual Healthcare Executive Forum - June 18 (afternoon) and June 19 (morning) High Reliability, Just Culture & Psychological Safety Made Simple focuses on breaking down these critical concepts into practical, actionable strategies tailored for senior leaders in small and rural healthcare settings.
In this episode, Sue welcomes Courtney Kloehn, a Capstone transformational coach, who shares her experience in her organization, where they tackled the project of defining and aligning their standards of behavior with their core values. The conversation highlights the importance of consistency in reinforcing behavior standards and the challenges and opportunities in changing and merging organizations.
Episode Insights and Takeaways
Standards of behavior are essential in healthcare organizations to define and align behavioral expectations with core values.
Leaders need to take ownership of the standards and keep them alive through various tactics such as communication boards, training events, and department meetings.
Leadership practices, such as giving and receiving feedback, play a crucial role in elevating behaviors and holding employees accountable.
Persistent behavior issues should be addressed through one-on-one conversations to ensure accountability and maintain the standards. Leaders have a responsibility to address toxic behavior in the workplace and intervene effectively.
Behavior standards may need to be updated to align with strategic priorities.
Onboarding processes should include orientation on behavior standards to set new employees up for success.
13th Annual Healthcare Executive Forum - June 18 (afternoon) and June 19 (morning) High Reliability, Just Culture & Psychological Safety Made Simple focuses on breaking down these critical concepts into practical, actionable strategies tailored for senior leaders in small and rural healthcare settings.
13th Annual Healthcare Executive Forum - June 18 (afternoon) and June 19 (morning) High Reliability, Just Culture & Psychological Safety Made Simple focuses on breaking down these critical concepts into practical, actionable strategies tailored for senior leaders in small and rural healthcare settings.
Dr. JoNeil Conley shares her experiences and lessons learned in nursing leadership. JoNeil shares some personal examples of bullying stories which led her to researching bullying and developing the 3C Method to guide organizations to decrease and address incivility. The conversation emphasizes the need to be proactive and courageous as individuals and organizations when it comes to having and upholding standards of conduct.
The conversation explores the 3C model for addressing toxic behavior in the workplace: code of conduct, collecting objective data, and having courage.
Episode Insights and Takeaways:
Bullying in the workplace can have a significant impact on patient care and employee well-being.
Hold individuals accountable for their behavior and enforce consequences when necessary.
Early intervention is crucial in addressing toxic behavior.
Addressing toxic behavior is essential for creating a healthier work environment.
13th Annual Healthcare Executive Forum - June 18 (afternoon) and June 19 (morning) High Reliability, Just Culture & Psychological Safety Made Simple focuses on breaking down these critical concepts into practical, actionable strategies tailored for senior leaders in small and rural healthcare settings.
13th Annual Healthcare Executive Forum - June 18 (afternoon) and June 19 (morning) High Reliability, Just Culture & Psychological Safety Made Simple focuses on breaking down these critical concepts into practical, actionable strategies tailored for senior leaders in small and rural healthcare settings.
In this episode, Sue discusses the communication challenges faced by leaders and employees in organizations. She highlights the problem of communication not being received by the intended recipients, leading to frustration and confusion. Sue introduces the concept of 'splatter' as a common mistake made by leaders, where they try to communicate important information through multiple channels, resulting in a moving target and information overload. She emphasizes the need for a specific and consistent communication plan, with one channel and timing for each type of communication. Sue provides an example of a hospital CEO who sends a consistently timed monthly email update on strategic goals, demonstrating the effectiveness of consistent and timely communication.
Episode Insights and Takeaways
Communication challenges often arise when information is not received or understood by the intended recipients.
The 'splatter' approach, where leaders use multiple channels to communicate important information, can lead to confusion and information overload.
The opposite of “splatter” is to streamline and simplify and get very specific about what our communication methods are and the timing of them.
Having a specific and consistent communication plan, with one channel and timing for each type of communication, can help overcome communication challenges.
13th Annual Healthcare Executive Forum - June 18 (afternoon) and June 19 (morning) High Reliability, Just Culture & Psychological Safety Made Simple focuses on breaking down these critical concepts into practical, actionable strategies tailored for senior leaders in small and rural healthcare settings.
13th Annual Healthcare Executive Forum - June 18 (afternoon) and June 19 (morning) High Reliability, Just Culture & Psychological Safety Made Simple focuses on breaking down these critical concepts into practical, actionable strategies tailored for senior leaders in small and rural healthcare settings.
In this episode, Sue welcomes Capstone’s Co-Founder Jane McLeod, to discuss the importance of teamwork and how it can maximize momentum in an organization. Jane shares examples of fostering teamwork, such as COO Brian Rauzi's Team 90th and highlights the key elements of effective teamwork: belief, connection, and consistency. They emphasize the need for leaders to inspire belief in the team's goals, foster a sense of connectedness among team members, and consistently align teamwork with all aspects of the organization. They also discuss the benefits of teamwork, including improved patient outcomes and increased innovation.
Episode Insights and Takeaways:
Belief in the team's goals is essential for maximizing momentum and achieving success.
Creating a sense of connection among team members fosters collaboration and innovation.
Consistency in aligning teamwork with all aspects of the organization ensures sustained success.
13th Annual Healthcare Executive Forum - June 18 (afternoon) and June 19 (morning) High Reliability, Just Culture & Psychological Safety Made Simple focuses on breaking down these critical concepts into practical, actionable strategies tailored for senior leaders in small and rural healthcare settings.
13th Annual Healthcare Executive Forum - June 18 (afternoon) and June 19 (morning) High Reliability, Just Culture & Psychological Safety Made Simple focuses on breaking down these critical concepts into practical, actionable strategies tailored for senior leaders in small and rural healthcare settings.
In this episode, Sue and Kevin discuss the connection between setting and achieving goals and organizational culture. They emphasize the importance of goal setting in driving culture change and employee engagement. Kevin shares his experience with implementing a goal cycle at Tamarack Health and how it has transformed the organization. They also discuss the role of accountability and ownership in the goal-setting process and the impact of goals on patient care. Overall, they highlight the need for a systematic approach to goal setting and the positive effects it can have on organizational culture.
The activities that make up a continuous goal cycle are major contributors to driving culture change, employee engagement, growth, and ultimately improvement in patient care.
Episode Insights and Takeaways
A systematic approach to goal setting can provide clarity in mapping out organizational progress.
Accountability and ownership are two sides of the same coin in goal setting. Accountability is important in the early stages, but ownership becomes more prevalent as the process matures.
Goals involve all levels of the organization and foster a sense of collective responsibility.
Goals are aligned with the organization's pillars of success and contribute to the overall mission and vision.
Regular evaluation and measurement of goals are essential for continuous improvement as the actions are being taken toward achieving goals and bettering patient care.
13th Annual Healthcare Executive Forum - June 18 (afternoon) and June 19 (morning) High Reliability, Just Culture & Psychological Safety Made Simple focuses on breaking down these critical concepts into practical, actionable strategies tailored for senior leaders in small and rural healthcare settings.
13th Annual Healthcare Executive Forum - June 18 (afternoon) and June 19 (morning) High Reliability, Just Culture & Psychological Safety Made Simple focuses on breaking down these critical concepts into practical, actionable strategies tailored for senior leaders in small and rural healthcare settings.
In this solo Culture Byte episode, Sue shares a story about how setting goals helped a department change its culture and behaviors. The department focused on reducing absenteeism and created a social contract to achieve this goal. They recognized and rewarded employees with perfect attendance, tracked attendance on a graph, and even created a challenge for a whole pay period of perfect attendance. As a result, absenteeism decreased, patient satisfaction with cleanliness increased, overtime went down, and teamwork improved.
Episode Insights and Takeaways
Setting department goals with employees can create a social contract and drive behavior and culture change.
Recognizing and rewarding positive behavior can motivate employees to achieve goals.
Tracking progress and sharing data can help employees see the impact of their efforts.
Creating mini-challenges can further engage employees in achieving goals.
Setting goals that align with organizational objectives can lead to overall improvement in various areas.
13th Annual Healthcare Executive Forum - June 18 (afternoon) and June 19 (morning) High Reliability, Just Culture & Psychological Safety Made Simple focuses on breaking down these critical concepts into practical, actionable strategies tailored for senior leaders in small and rural healthcare settings.
13th Annual Healthcare Executive Forum - June 18 (afternoon) and June 19 (morning) High Reliability, Just Culture & Psychological Safety Made Simple focuses on breaking down these critical concepts into practical, actionable strategies tailored for senior leaders in small and rural healthcare settings.
In this episode, Sue welcomes Teresa Feidt, a healthcare executive and Capstone coach, about patient experience and service cultures in healthcare. They discuss the importance of creating a positive service culture in healthcare organizations and share examples of exceptional service experiences. Teresa emphasizes the need for employee-driven teams, behavioral standards, and accountability in improving patient experience. They also discuss the role of service recovery and the importance of building relationships and trust within the organization. Overall, the conversation highlights the connection between employee experience and patient experience in creating a culture of excellence in healthcare.
Episode Insights and Takeaways
Employee-driven teams, behavioral standards, and accountability are key elements in building a service culture.
Service recovery plays a vital role in addressing and resolving issues when things go wrong.
Building relationships and trust within the organization is essential for improving both employee and patient experience.
Recognizing and appreciating employees for their efforts and providing continuous feedback are important in maintaining a positive service culture.
Listening to patients and going above and beyond to meet their needs can create exceptional service experiences.
13th Annual Healthcare Executive Forum - June 18 (afternoon) and June 19 (morning) High Reliability, Just Culture & Psychological Safety Made Simple focuses on breaking down these critical concepts into practical, actionable strategies tailored for senior leaders in small and rural healthcare settings.
13th Annual Healthcare Executive Forum - June 18 (afternoon) and June 19 (morning) High Reliability, Just Culture & Psychological Safety Made Simple focuses on breaking down these critical concepts into practical, actionable strategies tailored for senior leaders in small and rural healthcare settings.
Sue welcomes back Courtney Kloehn, an experienced healthcare executive and Capstone coach, to the podcast. In this episode, Sue and Courtney introduce the 5P model of time, priority and energy management, which includes prioritizing, planning, performing, pausing, and pivoting. They emphasize the need to be thoughtful in how time is used and to focus on high-priority tasks. They also discuss the importance of starting and ending meetings on time, managing email effectively, and delegating tasks. The episode concludes with tips on restoring energy and the importance of building proactivity into processes.
The 5P model of time, priority and energy management includes habits and tactics for prioritizing, planning, performing, pausing, and pivoting.
Time is a precious non-renewable resource, and it is important to be thoughtful in how it is used.
Starting and ending meetings on time shows respect for others' time and can improve productivity.
Managing email effectively, setting turnaround times for responses, and clearing the inbox regularly can help reduce overwhelm.
Delegating tasks and evaluating what can be put down can free up time for higher-priority activities.
Restoring energy through self-care and setting boundaries is essential for maintaining productivity and well-being.
BONUS RESOURCES: to get the bonus resources mentioned in this episode email info@capstoneleadership.net and put 'PODCAST-TIME' in the subject line.
Daily Planner
FOCUS + ACTION Guide
13th Annual Healthcare Executive Forum - June 18 (afternoon) and June 19 (morning) High Reliability, Just Culture & Psychological Safety Made Simple focuses on breaking down these critical concepts into practical, actionable strategies tailored for senior leaders in small and rural healthcare settings.
13th Annual Healthcare Executive Forum - June 18 (afternoon) and June 19 (morning) High Reliability, Just Culture & Psychological Safety Made Simple focuses on breaking down these critical concepts into practical, actionable strategies tailored for senior leaders in small and rural healthcare settings.
In this Culture Byte solo episode, Sue discusses the importance of trust between executives and employees in the workplace. She emphasizes the need for both task trust and relationship trust and highlights the impact of individual executive behavior on the perception of the entire team and organization. She explains how defining and delivering on plans and goals can build trust and maximize momentum in an organization. This episode highlights actual data from a hospital that adopted Capstone’s Framework for Achieving Great Results which resulted in significant improvements in many aspects of the organization, including year-after-year increases in the trust-related scores on their annual employee surveys.
Closing the “Say-Do Gap” happens as we define and deliver on plans and goals; and in doing so, we build trust and maximize momentum.
"Trust in senior leadership went from 0.24 below the national average to 0.28 above in one year."
"Employees' trust to act on their own without needing approvals increased from 0.09 above the national average to 0.42 above in five years."
"Trust in the workplace aligns people around a purpose, embraces goals, and empowers collaboration."
13th Annual Healthcare Executive Forum - June 18 (afternoon) and June 19 (morning) High Reliability, Just Culture & Psychological Safety Made Simple focuses on breaking down these critical concepts into practical, actionable strategies tailored for senior leaders in small and rural healthcare settings.
13th Annual Healthcare Executive Forum - June 18 (afternoon) and June 19 (morning) High Reliability, Just Culture & Psychological Safety Made Simple focuses on breaking down these critical concepts into practical, actionable strategies tailored for senior leaders in small and rural healthcare settings.
In this episode, Sue Tetzlaff interviews Ben Davis, President and CEO at Glencoe Regional Health (GRH), about their newly launched Experience Initiative. Ben plans to be a quarterly guest on the podcast to chronicle the approach, progress, successes, and challenges of this initiative. During this first episode, Sue and Ben the early months of the partnership between Capstone and GRH centered around continually improving the employee experience, patient experience, and patient access. They also talk about the importance and role of employee-driven teams and the leadership team in driving the success of this change initiative. The conversation highlights the challenges of change and the need for data-informed decision making. They also discuss upcoming Experience Initiative events which include initial training on the initiative via all-employee training events and a 2-day leadership training.
GRH’s Experience Initiative is centered around advancing their strategic priorities to improve the employee experience, patient experience, and patient access.
Employee-driven teams are an important part of the Experience Initiative’s approach for involving frontline staff in decision making and driving change.
Leadership also plays a crucial role in leading and supporting the changes that are part of the Experience Initiative.
Data-informed decision making is essential to this initiative for identifying areas of opportunity and setting goals.
The investment in leadership development, onboarding, and succession planning is important for the future success of the organization.
Ben Davis, GRH’s CEO, plans to be a quarterly guest on the Culture Change RX podcast to chronicle the approach, progress, successes, and challenges of this initiative
Through their Experience Initiative, Glencoe Regional Health (GRH) is uniting leaders and employees on a pathway to executing strategies, evolving culture, and achieving goals.
13th Annual Healthcare Executive Forum - June 18 (afternoon) and June 19 (morning) High Reliability, Just Culture & Psychological Safety Made Simple focuses on breaking down these critical concepts into practical, actionable strategies tailored for senior leaders in small and rural healthcare settings.
13th Annual Healthcare Executive Forum - June 18 (afternoon) and June 19 (morning) High Reliability, Just Culture & Psychological Safety Made Simple focuses on breaking down these critical concepts into practical, actionable strategies tailored for senior leaders in small and rural healthcare settings.
In this Culture Byte solo episode, Sue discusses the to-dos and not-to-dos for creating a learning culture in healthcare organizations, specifically focusing on leadership development. She emphasizes the need for internal ownership of the learning system and the involvement of a steering team to develop and onboard leaders. Sue also highlights the importance of continuous learning and the role of anchor events and the designation and development of internal experts in the process. She stresses that leadership training should not be optional and that leaders must be accountable and supported to implement the takeaways from the training. Overall, Sue provides insights and tips for creating an effective leadership learning culture.
Creating a learning culture in healthcare organizations requires internal ownership of the learning system.
A steering team consisting of senior and frontline leaders can take ownership and oversight of the processes for developing and onboarding leaders.
Effective leadership development is a continuous process, not an episodic event.
Certain leadership training events and activities should be deemed mandatory and leaders can be accountable for implementing the takeaways when they know which takeaways are deemed mandatory versus optional.
Planning an annual organizational leadership development plan and setting an annual calendar for training events can help ensure proper preparation, participation, and commitment.
Given that continuous learning is the backbone of effective healthcare leadership, organizations are going to want to avoid these common pitfalls in their leadership training efforts
13th Annual Healthcare Executive Forum - June 18 (afternoon) and June 19 (morning) High Reliability, Just Culture & Psychological Safety Made Simple focuses on breaking down these critical concepts into practical, actionable strategies tailored for senior leaders in small and rural healthcare settings.
13th Annual Healthcare Executive Forum - June 18 (afternoon) and June 19 (morning) High Reliability, Just Culture & Psychological Safety Made Simple focuses on breaking down these critical concepts into practical, actionable strategies tailored for senior leaders in small and rural healthcare settings.
Jane McLeod, co-founder of Capstone, shares five of her top 10 “leadership life hacks” borne out of her 40+ year career.
An organization becomes unstoppable when front-line leaders join together on one team as a cohesive unit that works together to achieve common goals.
Beyond all the projects and management tasks, continually building strong relationships is essential for effective leadership.
Growth happens when we reflect on and own up to mistakes and then apologize when necessary, fostering trust and authenticity.
Spending time with employees outside of work helps create a supportive and engaging work environment.
Leaders should avoid taking on other people's problems and instead empower their team members to find solutions; in other words, “don’t take the monkey, gently hand it back.”
In this episode, Sue is joined by Jane McLeod. Together they co-founded Capstone Leadership Solutions, in 2012 after two decades of working together in their local community hospital. As Jane approaches her upcoming retirement after an amazing career in healthcare, she shares five of her top 10 “leadership life hacks.” These hacks have a significant impact on culture, as they promote collaboration, trust, vulnerability, and personal growth. By implementing these tactics, leaders can create a positive and empowering work environment.
13th Annual Healthcare Executive Forum - June 18 (afternoon) and June 19 (morning) High Reliability, Just Culture & Psychological Safety Made Simple focuses on breaking down these critical concepts into practical, actionable strategies tailored for senior leaders in small and rural healthcare settings.
13th Annual Healthcare Executive Forum - June 18 (afternoon) and June 19 (morning) High Reliability, Just Culture & Psychological Safety Made Simple focuses on breaking down these critical concepts into practical, actionable strategies tailored for senior leaders in small and rural healthcare settings.
In this episode, Sue interviews Michelle Franklin, the CEO of Sullivan County Community Hospital, about their journey to developing leaders in their organization. Michelle shares how they started their leadership development efforts in earnest after experiencing disappointing employee engagement survey results. They implemented leader training which focused on core leadership practices such as improving communication, one-on-one employee rounding, and interdepartmental collaboration. The organization has seen a transformation in their culture and engagement levels, and they have received awards for staff engagement. Michelle emphasizes the importance of regular leadership training and creating a culture of accountability. She also mentions the value of relationship building and the softer side benefits of leadership development.
Investing in leadership development has both measurable and intangible benefits, including improved staff engagement and a positive organizational culture.
Effective communication, including one-on-one rounding and interdepartmental collaboration, is key to building strong relationships and solving problems.
Creating a culture of accountability and setting clear expectations for leaders helps drive performance and results; these are aided by an ongoing leadership development process.
13th Annual Healthcare Executive Forum - June 18 (afternoon) and June 19 (morning) High Reliability, Just Culture & Psychological Safety Made Simple focuses on breaking down these critical concepts into practical, actionable strategies tailored for senior leaders in small and rural healthcare settings.
13th Annual Healthcare Executive Forum - June 18 (afternoon) and June 19 (morning) High Reliability, Just Culture & Psychological Safety Made Simple focuses on breaking down these critical concepts into practical, actionable strategies tailored for senior leaders in small and rural healthcare settings.
In this Culture Byte solo episode, Sue discusses the concept of silos within organizations. Silos are groups within an organization that are focused inward and loyal to their own rather than the organization as a whole. Silos can exist between different departments or divisions, hierarchical levels, generations, geographical locations, and/or categorical roles. Silos hinder collaboration, efficiency, and workflow, and can create a perception of disorganization to patients. Sue provides four categories of actions to decrease silo behavior and promote collaboration: “uniters,” empathy and understanding activities, appreciation activities, and learning together.
The largest silos in healthcare are the clinical and business sides of the organization.
The most common silos that come to mind are the distinct departments within a healthcare organization, yet many other types of silos likely exist.
The opposite of silo behavior/actions is collaborative behaviors/actions.
Think of collaboration as “teamwork on steroids.”
When you bust silos you improve efficiency and workflow and the patient experience (..... safer and more satisfying care).
To decrease silo behavior and promote collaboration, organizations can focus on “uniters” (such as mission, vision, values, strategies, standards, goals), empathy and understanding activities, appreciation activities, and learning together.
13th Annual Healthcare Executive Forum - June 18 (afternoon) and June 19 (morning) High Reliability, Just Culture & Psychological Safety Made Simple focuses on breaking down these critical concepts into practical, actionable strategies tailored for senior leaders in small and rural healthcare settings.
13th Annual Healthcare Executive Forum - June 18 (afternoon) and June 19 (morning) High Reliability, Just Culture & Psychological Safety Made Simple focuses on breaking down these critical concepts into practical, actionable strategies tailored for senior leaders in small and rural healthcare settings.
In this episode, Sue converses with Julie Coneset, a Capstone Transformational Coach on the topic of organization-wide employee development efforts. Julie shares her experience of leading the employee training team at a community hospital and the importance of employee involvement in orchestrating these training initiatives. They discuss the benefits of having a diverse team and the impact of training topics aligned with key strategic priorities, including the wellbeing of the staff. Julie provides recommendations for setting up an employee training team, including the number of events, format, and involvement of leaders. They also emphasize the importance of keeping the learning alive through follow-up and incorporating training into existing processes.
Employee involvement in training initiatives is crucial for success.
Having a diverse team for employee training brings different perspectives and insights.
Training topics should align with strategic priorities and address employee needs.
Employee training events should be followed up with evaluations and feedback to continuously improve.
Leaders play a key role in supporting and promoting employee training initiatives.
Training should be incorporated into existing processes and practices to ensure adoption and application.
13th Annual Healthcare Executive Forum - June 18 (afternoon) and June 19 (morning) High Reliability, Just Culture & Psychological Safety Made Simple focuses on breaking down these critical concepts into practical, actionable strategies tailored for senior leaders in small and rural healthcare settings.
13th Annual Healthcare Executive Forum - June 18 (afternoon) and June 19 (morning) High Reliability, Just Culture & Psychological Safety Made Simple focuses on breaking down these critical concepts into practical, actionable strategies tailored for senior leaders in small and rural healthcare settings.
In this Culture Byte solo episode, Sue discusses the importance of hallway hospitality as one of the recommended 12 positive communication standards to be adopted by healthcare organizations. Hallway hospitality is the simple act of saying hi in the hallway and creating a friendly and caring atmosphere. Sue emphasizes the impact of consistent greetings and acknowledgments in creating a positive impression and improving the overall culture of the organization. She provides strategies for implementing and reinforcing hallway hospitality, such as declaring it as an organization-wide standard, using top-of-mind tactics, and recognizing and celebrating the behavior.
Hallway hospitality is a simple yet impactful communication standard for healthcare organizations.
Consistent greetings and acknowledgments create a friendly and caring atmosphere.
Implementing hallway hospitality requires declaring it as an organization-wide standard and using top-of-mind tactics.
Recognizing and celebrating hallway hospitality reinforces the behavior and improves the overall culture.
13th Annual Healthcare Executive Forum - June 18 (afternoon) and June 19 (morning) High Reliability, Just Culture & Psychological Safety Made Simple focuses on breaking down these critical concepts into practical, actionable strategies tailored for senior leaders in small and rural healthcare settings.
13th Annual Healthcare Executive Forum - June 18 (afternoon) and June 19 (morning) High Reliability, Just Culture & Psychological Safety Made Simple focuses on breaking down these critical concepts into practical, actionable strategies tailored for senior leaders in small and rural healthcare settings.
In this Culture Byte solo episode, Sue discusses the all-to-common phenomenon described as “flavor-of-the-month” which are, in essence, failed change initiatives. She acknowledges that humans are resistant to change, even when they recognize the benefits. Sue explains the concept of diffusion and the need for a majority of employees to adopt the new way before it has staying power. She emphasizes the simplicity, yet importance, of ongoing reminders and recognition to support the adoption of change.
Organizations that have a history of 'flavor of the month' initiatives struggle to sustain changes.
Diffusion is the process of reaching a critical mass of employees adopting the new way, and it takes time and ongoing effort.
Regular reminders and recognition are important tactics to support the adoption of change.
Capstone Leadership Solutions has developed a framework for positive change in organizations, which includes addressing common barriers to change.
13th Annual Healthcare Executive Forum - June 18 (afternoon) and June 19 (morning) High Reliability, Just Culture & Psychological Safety Made Simple focuses on breaking down these critical concepts into practical, actionable strategies tailored for senior leaders in small and rural healthcare settings.
13th Annual Healthcare Executive Forum - June 18 (afternoon) and June 19 (morning) High Reliability, Just Culture & Psychological Safety Made Simple focuses on breaking down these critical concepts into practical, actionable strategies tailored for senior leaders in small and rural healthcare settings.
In this episode, Sue and Julia Green discuss Access Community Health Center’s successful efforts to retain, develop, and recruit medical support staff. Julia discusses the adoptions of the TeamSTEPPS framework for improving communication and teamwork. They also talk about the importance of behavioral-based interviewing, onboarding, and career pathways in retaining and developing staff. Julia shares the positive impact these strategies have had on their organization, including increased staff engagement, improved patient care, growth, and higher retention rates.
Implementing the TeamSTEPPS framework can improve communication and teamwork in healthcare organizations.
Behavioral-based interviewing can help identify candidates who are a good fit for the organization's culture and values.
Investing in onboarding and career pathways can improve staff retention and development.
Creating a culture of feedback and open communication can enhance employee engagement and satisfaction.
13th Annual Healthcare Executive Forum - June 18 (afternoon) and June 19 (morning) High Reliability, Just Culture & Psychological Safety Made Simple focuses on breaking down these critical concepts into practical, actionable strategies tailored for senior leaders in small and rural healthcare settings.
13th Annual Healthcare Executive Forum - June 18 (afternoon) and June 19 (morning) High Reliability, Just Culture & Psychological Safety Made Simple focuses on breaking down these critical concepts into practical, actionable strategies tailored for senior leaders in small and rural healthcare settings.
In this Culture Byte solo episode, Sue discusses the concept of the leadership bundle and its importance in the organization's future success. She explains that leadership is about activities that make something better for the future and recommends defining and practicing a bundle of core leadership tactics. Sue emphasizes the need for leaders to focus on proactive, positive, and results-oriented practices rather than getting caught up solely in supervisory or management tasks. She also highlights the benefits of adopting a leadership bundle at both the individual and organizational level.
A leadership bundle is born out of the questions “what is leadership?” “what do leaders do?” and “how do we lead around here?”
Leadership is about engaging activities that make something better for the future.
The Capstone recommended leadership bundle consists of nine core leadership practices that work together synergistically.
To support improvement and growth initiatives, leaders engage in proactive, positive, and results-oriented practices over supervisory or management tasks.
13th Annual Healthcare Executive Forum - June 18 (afternoon) and June 19 (morning) High Reliability, Just Culture & Psychological Safety Made Simple focuses on breaking down these critical concepts into practical, actionable strategies tailored for senior leaders in small and rural healthcare settings.
13th Annual Healthcare Executive Forum - June 18 (afternoon) and June 19 (morning) High Reliability, Just Culture & Psychological Safety Made Simple focuses on breaking down these critical concepts into practical, actionable strategies tailored for senior leaders in small and rural healthcare settings.
In this episode, Sue and Jeff Standridge, an expert in organizational behavior and leadership, engage in discussion about the key aspects of a strong culture. Standridge outlines six elements of a culture of excellence: strong leadership, clarity and focus, engaged and committed teammates, empowering communication, 100% accountability, and organizational agility. He shares examples of organizations that have successfully implemented these elements and seen significant improvements.
Every organization has a culture, whether it is recognized or not.
Positive cultures are associated with faster revenue growth, higher profitability, and better customer satisfaction.
Weak cultures lead to disengagement, higher turnover, and negative organizational performance.
A culture of excellence includes strong leadership, clarity and focus, engaged and committed teammates, empowering communication, 100% accountability, and organizational agility.
13th Annual Healthcare Executive Forum - June 18 (afternoon) and June 19 (morning) High Reliability, Just Culture & Psychological Safety Made Simple focuses on breaking down these critical concepts into practical, actionable strategies tailored for senior leaders in small and rural healthcare settings.
13th Annual Healthcare Executive Forum - June 18 (afternoon) and June 19 (morning) High Reliability, Just Culture & Psychological Safety Made Simple focuses on breaking down these critical concepts into practical, actionable strategies tailored for senior leaders in small and rural healthcare settings.
In this episode, Sue Tetzlaff discusses the impact of positivity and negativity in the workplace. She explains that negativity is natural and ingrained in our brains as a way to protect us, but it can be problematic in relationships, teams, and workplace cultures. Sue emphasizes the need to balance negativity with intentional acts of positivity and offers up easy- and quick-to-implement tactics that have been shown to increase the experience of positivity in the workplace.
Negativity evolves as the predominant vibe in a relationship, team, department, or entire organization when there isn’t enough awareness and fostering of what is positive.
Negativity is natural and ingrained in our brains as a way to protect us, but it can be problematic in workplaces if it is unproductive and predominant.
Practical strategies to increase positivity include practicing the three good things exercise, tracking the three-to-one ratio of positive to negative experiences, auditing emails for positive tone, and starting meetings with positivity.
13th Annual Healthcare Executive Forum - June 18 (afternoon) and June 19 (morning) High Reliability, Just Culture & Psychological Safety Made Simple focuses on breaking down these critical concepts into practical, actionable strategies tailored for senior leaders in small and rural healthcare settings.
13th Annual Healthcare Executive Forum - June 18 (afternoon) and June 19 (morning) High Reliability, Just Culture & Psychological Safety Made Simple focuses on breaking down these critical concepts into practical, actionable strategies tailored for senior leaders in small and rural healthcare settings.
In this Solo Byte episode, Sue Tetzlaff discusses the impact of failure on future progress and workplace culture in the workplace in the context of organizations striving to achieve big goals. She explores the idea of “intelligent failure,” as coined by Amy Edmondson, where undesired results occur in new territory. Sue emphasizes the importance of appreciating the gain of what has been achieved and/or progress has been made even when falling short. As well, encouragement to gain the lessons when analyzing the gap between desired and actual outcomes. She highlights the negative consequences of a fear of failure, such as setting soft goals and avoiding discussions about failures. Sue encourages organizations to create a culture that embraces failure as a learning opportunity and fosters constructive conversations.
Failure is a natural part of striving to achieve big goals in organizations.
Intelligent failure refers to undesired results in new territory.
It is important to appreciate the gain from where you started to where you progressed, even when you fall short of the desired results.
Get curious about uncovering the lessons when there is a gap between desired and actual outcomes.
A fear of failure can lead to setting soft goals and avoiding discussions about failures.
Creating a culture that embraces failure as a learning opportunity is crucial for fostering continuous growth and improvement.
13th Annual Healthcare Executive Forum - June 18 (afternoon) and June 19 (morning) High Reliability, Just Culture & Psychological Safety Made Simple focuses on breaking down these critical concepts into practical, actionable strategies tailored for senior leaders in small and rural healthcare settings.
13th Annual Healthcare Executive Forum - June 18 (afternoon) and June 19 (morning) High Reliability, Just Culture & Psychological Safety Made Simple focuses on breaking down these critical concepts into practical, actionable strategies tailored for senior leaders in small and rural healthcare settings.
In this Culture Byte episode, Sue Tetzlaff discusses how to utilize teams as a way to foster employee engagement. She emphasizes the importance of creating teams with a compelling purpose and empowering them to fulfill that purpose. Sue also highlights the benefits of utilizing a team structure in organizations, where teams are aligned with strategic priorities and work on organization-wide improvements. Additionally, she suggests repurposing staff meetings as improvement meetings to actively engage employees in the improvement process.
Creating teams with a compelling purpose and empowering them can foster employee engagement.
Utilizing a well designed team structure in organizations can lead to organization-wide improvements aligned with key strategic priorities.
The model of using a 12 Week Team, or a series of them, can provide an added boost of engaged efforts toward priority goals or improvements.
From Routine to Revolutionary: Redefining staff meetings as improvement meetings can actively engage employees in improvement and growth initiatives.
13th Annual Healthcare Executive Forum - June 18 (afternoon) and June 19 (morning) High Reliability, Just Culture & Psychological Safety Made Simple focuses on breaking down these critical concepts into practical, actionable strategies tailored for senior leaders in small and rural healthcare settings.
13th Annual Healthcare Executive Forum - June 18 (afternoon) and June 19 (morning) High Reliability, Just Culture & Psychological Safety Made Simple focuses on breaking down these critical concepts into practical, actionable strategies tailored for senior leaders in small and rural healthcare settings.
In this Solo Byte episode, Sue Tetzlaff discusses a communication tactic, “managing up,” that has a positive impact on both the employee experience and patient experience. Managing up is a communication tactic where your introduction positions others or other organizations, people, or services in a positive light to increase confidence, trust, and put others at ease. She emphasizes the importance of “managing yourself up” when introducing yourself. Managing up can be used in various healthcare settings, such as shift handoffs and patient transfers. It is a valuable tool for both clinicians and non-clinicians.
Managing up is a communication tactic where you position others or other organizations, people, or services in a positive light to increase confidence, trust, and put others at ease.
Introducing oneself and others is important to build and transfer confidence and trust across healthcare settings.
Managing up can be used in various healthcare situations, such as shift handoffs and patient transfers.
It is a valuable tool for both clinicians and non-clinicians in healthcare organizations that can improve the employee experience and patient experience.
13th Annual Healthcare Executive Forum - June 18 (afternoon) and June 19 (morning) High Reliability, Just Culture & Psychological Safety Made Simple focuses on breaking down these critical concepts into practical, actionable strategies tailored for senior leaders in small and rural healthcare settings.
13th Annual Healthcare Executive Forum - June 18 (afternoon) and June 19 (morning) High Reliability, Just Culture & Psychological Safety Made Simple focuses on breaking down these critical concepts into practical, actionable strategies tailored for senior leaders in small and rural healthcare settings.
In this second of a series of planned quarterly episodes on Culture Change RX, host Sue engages with Ben Davis, President and CEO of Glencoe Regional Health, to discuss the ongoing transformational initiatives within his organization. They explore the challenges and successes of implementing structured teams, the importance of data-driven decision-making, and the upcoming commitment event aimed at fostering a new organizational culture. The conversation highlights the significance of leadership development, employee engagement, and the long-term vision necessary for sustainable change in healthcare settings.
Episode Insights and Takeaways:
Change is necessary, yet often a struggle for humans and organizations.
The challenge of the day-to-day operational whirlwind is often at its peak at the start of an transformational initiative such as Glencoe’s Experience Initiative.
It is through the initiative, that over time, the whirlwind will calm down.
Start the efforts early to become more data-driven in improvement teams.
An all employee commitment event marks the start of significant cultural shifts.
Investing in a 2-day Leadership immersion fostered alignment and accountability.
Goal setting should align with organizational strategies.
Patience and perseverance are required in long term leadership and change initiatives.
While the Experience Initiative is built on a highly collaborative approach, the CEO has a role to play in supporting change efforts and change agents.
Transformational initiatives, in the end, are designed to benefit both employees and patients.
13th Annual Healthcare Executive Forum - June 18 (afternoon) and June 19 (morning) High Reliability, Just Culture & Psychological Safety Made Simple focuses on breaking down these critical concepts into practical, actionable strategies tailored for senior leaders in small and rural healthcare settings.
13th Annual Healthcare Executive Forum - June 18 (afternoon) and June 19 (morning) High Reliability, Just Culture & Psychological Safety Made Simple focuses on breaking down these critical concepts into practical, actionable strategies tailored for senior leaders in small and rural healthcare settings.
In this Solo Byte episode of Culture Change RX, Sue Tetzlaff discusses the importance of feedback in healthcare organizations, emphasizing its role as a superpower that enhances individual and organizational performance. She outlines the necessity of creating a feedback culture where giving and receiving feedback is normalized and seen as an act of caring. Sue shares practical tips for effective feedback, including being specific, asking for permission, and maintaining a positive ratio of compliments to call-outs. The episode encourages leaders to model feedback behaviors and highlights the benefits of fostering an environment where feedback is embraced in all directions.
Feedback helps individuals feel appreciated and accountable.
Leaders should model feedback behaviors for their teams.
Omnidirectional feedback is essential to high performing and achieving organizations.
Normalizing feedback as caring improves organizational culture.
Specificity in feedback enhances its effectiveness.
Asking for permission to give feedback can ease the feedback process.
Ending feedback with questions fosters dialogue.
Aiming for three times more compliments than call-outs is beneficial.
Soliciting feedback helps individuals improve their reception of it.
13th Annual Healthcare Executive Forum - June 18 (afternoon) and June 19 (morning) High Reliability, Just Culture & Psychological Safety Made Simple focuses on breaking down these critical concepts into practical, actionable strategies tailored for senior leaders in small and rural healthcare settings.
13th Annual Healthcare Executive Forum - June 18 (afternoon) and June 19 (morning) High Reliability, Just Culture & Psychological Safety Made Simple focuses on breaking down these critical concepts into practical, actionable strategies tailored for senior leaders in small and rural healthcare settings.
In this episode, Capstone transformational coaches Sue Tetzlaff and Courtney Kloehn delve into the complexities of giving and receiving feedback, particularly in healthcare settings. They discuss the importance of authenticity, trust, and continuous improvement in feedback dynamics. The conversation emphasizes the need for leaders to provide constructive feedback to even their highest performers, to continue fostering a culture of growth and development. Techniques such as the start-stop-continue approach to asking employee rounding questions are highlighted as effective ways to solicit and act on feedback. The episode concludes with a reminder that feedback is a gift that should be embraced for personal and organizational growth.
Feedback is essential for growth and development.
Authenticity in feedback builds trust between leaders and team members.
High performers desire feedback to elevate their performance.
Feedback should be viewed as a gift, not criticism.
Rounding can be an effective tool for gathering feedback while strengthening relationships.
13th Annual Healthcare Executive Forum - June 18 (afternoon) and June 19 (morning) High Reliability, Just Culture & Psychological Safety Made Simple focuses on breaking down these critical concepts into practical, actionable strategies tailored for senior leaders in small and rural healthcare settings.
13th Annual Healthcare Executive Forum - June 18 (afternoon) and June 19 (morning) High Reliability, Just Culture & Psychological Safety Made Simple focuses on breaking down these critical concepts into practical, actionable strategies tailored for senior leaders in small and rural healthcare settings.
In this Solo Byte episode of Culture Change RX, Sue Tetzlaff discusses the importance and impact of trust and confidence in an organization’s senior leadership. The episode explores the complexities of trust, its foundations, and how it can be built and maintained through consistent actions and relationships. Sue emphasizes that trust is essential for organizational growth and employee engagement, providing insights and strategies for leaders to foster a trusting environment.
Trust is a complex, multi-dimensional concept.
Improving trust can be challenging but is possible.
Trust is a core human need.
High trust organizations experience better collaboration.
Trust in leadership is crucial for organizational success.
Task trust and relationship trust are both important.
Employee surveys can reveal trust levels in organizations.
Trust can be built through consistent actions and systems.
Learn more about creating a trusting workplace culture in a prior episodes: S1E9: A Trust Deficit Will Hamper Momentum and Undermine Progress https://www.buzzsprout.com/2315930/14859538
13th Annual Healthcare Executive Forum - June 18 (afternoon) and June 19 (morning) High Reliability, Just Culture & Psychological Safety Made Simple focuses on breaking down these critical concepts into practical, actionable strategies tailored for senior leaders in small and rural healthcare settings.
13th Annual Healthcare Executive Forum - June 18 (afternoon) and June 19 (morning) High Reliability, Just Culture & Psychological Safety Made Simple focuses on breaking down these critical concepts into practical, actionable strategies tailored for senior leaders in small and rural healthcare settings.
In this episode, Sue engages in conversation with Matt Streeter, Chief Financial Officer for North Country Healthcare (NCH), and interim President/CEO of NCH affiliate Weeks Medical Center, to discuss the critical role of mission, vision, and values in cultural transformation within rural healthcare. They explore how these elements guide decision-making, inspire staff, and shape organizational culture. Matt shares his experiences in developing value-based behavior standards (including the “purple wall” story) and emphasizes the importance of employee engagement in this process. The conversation also highlights the significance of commitment to these standards and how they can be used as tools for leadership and accountability. The episode concludes with advice on personal values and the importance of taking action without striving for perfection.
Engaging employees in the development of values and standards of behavior fosters ownership.
The Purple Wall story illustrates creative approaches to value-based behavior standards development.
To be useful and impactful, standards must be actionable and relatable.
A show of commitment to the value-based behavior standards is crucial for cultural transformation.
Recognizing and rewarding behaviors reinforces organizational values.
Feedback should be omnidirectional to maintain supportive accountability.
Personal values will guide individual behavior and leadership.
Cultural transformation requires ongoing effort and adaptation.
Don't strive for perfection; just start taking action.
Join our weekly Newsletter email list and learn more about Capstone’s approach to improving and growing small healthcare organizations: https://www.capstoneleadership.net/
13th Annual Healthcare Executive Forum - June 18 (afternoon) and June 19 (morning) High Reliability, Just Culture & Psychological Safety Made Simple focuses on breaking down these critical concepts into practical, actionable strategies tailored for senior leaders in small and rural healthcare settings.
13th Annual Healthcare Executive Forum - June 18 (afternoon) and June 19 (morning) High Reliability, Just Culture & Psychological Safety Made Simple focuses on breaking down these critical concepts into practical, actionable strategies tailored for senior leaders in small and rural healthcare settings.
In this episode, Sue engages in conversation with another member of Capstone’s coaching team, Julie Coneset. They discuss the intricacies of performance appraisals and the importance of transforming them from mere tasks into meaningful leadership practices. They explore the significance of preparation and planning, creating valuable conversations, understanding employee goals, and the role of self-evaluations. The conversation also addresses the pitfalls of overrating employees and the necessity of honest feedback. Julie shares insights for new leaders and the challenges faced by interim leaders. They emphasize the importance of continuous feedback throughout the year to alleviate the pressure of annual evaluations.
Performance appraisals should be embraced as valuable leadership practices, not just tasks.
Preparation and planning are crucial for effective performance evaluations.
Creating a two-way dialogue during evaluations enhances their value.
Self-evaluations provide insight into employee perceptions.
Avoid overrating employees to avoid reinforcing undesired behaviors or subpar performance.
Continuous feedback throughout the year reduces pressure during evaluations.
Be present and free of distractions during evaluations.
Training leaders on evaluation expectations can support their use of annual evaluations as a helpful leadership practice.
Join our weekly Newsletter email list and learn more about Capstone’s approach to improving and growing small healthcare organizations: https://www.capstoneleadership.net/
13th Annual Healthcare Executive Forum - June 18 (afternoon) and June 19 (morning) High Reliability, Just Culture & Psychological Safety Made Simple focuses on breaking down these critical concepts into practical, actionable strategies tailored for senior leaders in small and rural healthcare settings.
13th Annual Healthcare Executive Forum - June 18 (afternoon) and June 19 (morning) High Reliability, Just Culture & Psychological Safety Made Simple focuses on breaking down these critical concepts into practical, actionable strategies tailored for senior leaders in small and rural healthcare settings.
In this episode of Culture Change RX, Sue Tetzlaff and Capstone Coach Kevin Stranberg discuss the importance of employee-driven teams in enhancing patient experience in healthcare. They explore how data can be tied to patient experiences, the role of leadership in fostering a positive work environment, and the significance of communication and teamwork. The conversation emphasizes the need for synergy between employee engagement and patient experience, highlighting real patient stories and the impact of first impressions. They conclude with a reflection on the passion required to work in healthcare and the continuous journey of improvement.
Employee-driven teams have proven to be very helpful in patient experience improvement initiatives.
Data can be effectively tied to patient experiences to aid the improvement efforts.
Creating a positive work environment directly impacts patient care and service excellence.
Managing up involves promoting coworkers positively to patients.
Real patient stories provide valuable lessons for healthcare providers.
First impressions significantly influence patient experiences.
Communication and words matter in patient interactions.
Passion for healthcare work drives better patient outcomes and the desire to always be improving the patient experience.
Kevin’s prior podcast episode: Improving Culture and Care with a Goal Cycle - https://www.buzzsprout.com/2315930/episodes/15069068
Join our weekly Newsletter email list and learn more about Capstone’s approach to improving and growing small healthcare organizations: https://www.capstoneleadership.net/
13th Annual Healthcare Executive Forum - June 18 (afternoon) and June 19 (morning) High Reliability, Just Culture & Psychological Safety Made Simple focuses on breaking down these critical concepts into practical, actionable strategies tailored for senior leaders in small and rural healthcare settings.
13th Annual Healthcare Executive Forum - June 18 (afternoon) and June 19 (morning) High Reliability, Just Culture & Psychological Safety Made Simple focuses on breaking down these critical concepts into practical, actionable strategies tailored for senior leaders in small and rural healthcare settings.
In this Solo Byte episode of Culture Change RX, Sue Tetzlaff overviews the what, why, and how of a tactic for breaking down silos and building collaboration between departments in a healthcare organization. Sue explores the negative impacts of departmental silos on efficiency and patient care, and emphasizes the need for collaboration across departments. Sue introduces interdepartmental rounding as a practical strategy to enhance collaboration, improve relationships, and gather valuable insights. She highlights the significance of cross-department recognition in fostering a collaborative culture and encourages leaders to actively work on breaking down silos for better organizational performance.
Silo behavior can lead to inefficiencies in healthcare.
Departmental silos often result in disorganized patient care.
Silo mentality is a significant barrier to customer experience.
Effective collaboration can have positive ripple effects.
Interdepartmental rounding is a valuable practice for leaders.
Asking the right questions can uncover opportunities to work together better.
Recognition fosters positive relationships between departments.
Proactive efforts are needed to improve interdepartmental collaboration.
A collaborative culture enhances overall organizational performance.
13th Annual Healthcare Executive Forum - June 18 (afternoon) and June 19 (morning) High Reliability, Just Culture & Psychological Safety Made Simple focuses on breaking down these critical concepts into practical, actionable strategies tailored for senior leaders in small and rural healthcare settings.
13th Annual Healthcare Executive Forum - June 18 (afternoon) and June 19 (morning) High Reliability, Just Culture & Psychological Safety Made Simple focuses on breaking down these critical concepts into practical, actionable strategies tailored for senior leaders in small and rural healthcare settings.
In this episode of Culture Change RX, host Sue Tetzlaff speaks with Jason Douglas, founding partner at Frontier Strategy Partners, about his extensive experience in rural healthcare. They discuss the importance of culture in healthcare organizations, the implementation of lean management practices, and the development of a True North strategy that focuses on people, process, and planning. Jason shares insights on how to engage staff, improve patient experiences, and the critical role of financial stewardship in rural healthcare. The conversation highlights the interconnectedness of culture, patient care, and financial health in creating successful healthcare organizations.
Rural healthcare is a passion that can stem from personal experiences.
Lean management in healthcare focuses on improving patient experiences and staff efficiency.
Creating a culture of engagement is essential for healthcare success.
Visual management tools like the True North Room keep strategies active and visible.
Culture significantly impacts physician recruitment and retention.
Financial stewardship is crucial for the sustainability of rural healthcare organizations.
Engaging staff in decision-making leads to better outcomes.
Communication must be deliberate and two-way in healthcare settings.
Healthcare organizations should leverage their financial assets for better performance.
A strong organizational culture enhances patient care and operational success.
Ways to learn more and connect with Jason Douglas and/or Frontier Strategy Partners:
Frontier Strategy Partners - Website and Facebook Page and Blog (with articles pertaining to topics referenced in this podcast episode . . . and more!)
13th Annual Healthcare Executive Forum - June 18 (afternoon) and June 19 (morning) High Reliability, Just Culture & Psychological Safety Made Simple focuses on breaking down these critical concepts into practical, actionable strategies tailored for senior leaders in small and rural healthcare settings.
13th Annual Healthcare Executive Forum - June 18 (afternoon) and June 19 (morning) High Reliability, Just Culture & Psychological Safety Made Simple focuses on breaking down these critical concepts into practical, actionable strategies tailored for senior leaders in small and rural healthcare settings.
In this Solo Byte episode of Culture Change RX, Sue Tetzlaff provides a behind-the-scenes look at the activities and timeline of organization-wide transformations. In particular, Sue discusses the approach of Capstone Leadership Solutions in transforming organizational culture within healthcare settings, all targeted on long term and continuous improvement and growth. She outlines the importance of leadership development, employee engagement, and a phased approach to implementing change. The conversation highlights the impact of these transformations on patient satisfaction and overall organizational effectiveness, particularly in small and rural healthcare organizations.
Capstone Leadership Solutions focuses on small and rural healthcare organizations.
The company specializes in leadership practices to enhance organizational culture.
Employee-driven teams are essential for strategic improvements.
The transformation process is broken down into two phases over 26-27 months.
Leadership development is a continuous process, never truly complete.
Self-planning for future years is crucial for sustainability.
The approach is designed to create long-term, wide-scale transformation.
Engaging employees in the change process positively impacts culture.
The results of transformation can be seen in as little as two years.
Capstone's experience allows them to refine their approach with each new partnership.
13th Annual Healthcare Executive Forum - June 18 (afternoon) and June 19 (morning) High Reliability, Just Culture & Psychological Safety Made Simple focuses on breaking down these critical concepts into practical, actionable strategies tailored for senior leaders in small and rural healthcare settings.
13th Annual Healthcare Executive Forum - June 18 (afternoon) and June 19 (morning) High Reliability, Just Culture & Psychological Safety Made Simple focuses on breaking down these critical concepts into practical, actionable strategies tailored for senior leaders in small and rural healthcare settings.
In this episode, Shelby Guevara, a Chief Nursing Officer in rural Iowa, shares her insights on leadership in healthcare, particularly in rural hospital settings. She discusses the importance of building trust and empathy among leaders, engaging frontline staff in decision-making, and the significance of understanding one's purpose in leadership. Shelby emphasizes the value of promoting from within and creating a supportive environment for leaders to grow and develop. The conversation highlights the challenges and rewards of leading in healthcare, especially in fostering a culture of collaboration and continuous improvement.
Understanding individual motivations aids in leadership development.
Investing in developing and strengthening relationships pays dividends.
Individual growth and process improvement, and even conflict, require a supportive environment.
Successful continuous improvement requires ongoing auditing and accountability.
Leaders can reflect on their purpose to stay motivated for this work.
Leaders play a crucial role in selecting and organizing change initiatives.
13th Annual Healthcare Executive Forum - June 18 (afternoon) and June 19 (morning) High Reliability, Just Culture & Psychological Safety Made Simple focuses on breaking down these critical concepts into practical, actionable strategies tailored for senior leaders in small and rural healthcare settings.
13th Annual Healthcare Executive Forum - June 18 (afternoon) and June 19 (morning) High Reliability, Just Culture & Psychological Safety Made Simple focuses on breaking down these critical concepts into practical, actionable strategies tailored for senior leaders in small and rural healthcare settings.
In this episode of Culture Change RX, Sue Tetzlaff discusses the importance of continuous quality improvement (CQI) in leadership, drawing from her extensive experience in healthcare leadership and improvement. She outlines three tiers of leadership improvement focus: individual leaders, senior leadership teams, and the entire leadership team. Sue emphasizes the need for systematic processes and models to strengthen leadership effectiveness and the impact of leadership on organizational culture. She also touches on the role of coaching and emotional intelligence in leadership development, encouraging organizations to assess their leadership improvement needs for the upcoming year.
Continuous improvement is essential in leadership.
Strengthening individual leaders leads to organizational strength.
Dysfunction in senior leadership teams can hinder organization-wide progress.
A systematic approach is needed for leadership team strengthening.
Creating or adopting a leadership model enhances organizational effectiveness.
Leadership has a significant impact on workplace culture.
13th Annual Healthcare Executive Forum - June 18 (afternoon) and June 19 (morning) High Reliability, Just Culture & Psychological Safety Made Simple focuses on breaking down these critical concepts into practical, actionable strategies tailored for senior leaders in small and rural healthcare settings.
13th Annual Healthcare Executive Forum - June 18 (afternoon) and June 19 (morning) High Reliability, Just Culture & Psychological Safety Made Simple focuses on breaking down these critical concepts into practical, actionable strategies tailored for senior leaders in small and rural healthcare settings.
Empathetic leadership is essential for employee engagement.
Recognition can energize staff and improve morale.
The person you report to significantly affects your work experience.
Listening to employees is vital for organizational success.
Building connections with staff enhances teamwork.
Thank you notes can change lives and improve relationships.
Summary:
In this episode of Culture Change RX, Sue and Jean Scallon discuss the critical role of attitude, communication, and leadership in healthcare. Jean shares her extensive experience in behavioral health leadership and emphasizes the importance of supportive teams and effective communication in improving patient care and employee engagement. They explore how words can impact workplace culture and patient outcomes, and the significance of recognition and appreciation in fostering a positive environment.
Connect with Jean Scallon on LinkedIn: https://www.linkedin.com/in/jean-scallon-ma-fache-cyc-p-9b857621/
13th Annual Healthcare Executive Forum - June 18 (afternoon) and June 19 (morning) High Reliability, Just Culture & Psychological Safety Made Simple focuses on breaking down these critical concepts into practical, actionable strategies tailored for senior leaders in small and rural healthcare settings.
13th Annual Healthcare Executive Forum - June 18 (afternoon) and June 19 (morning) High Reliability, Just Culture & Psychological Safety Made Simple focuses on breaking down these critical concepts into practical, actionable strategies tailored for senior leaders in small and rural healthcare settings.
In this episode of Culture Change RX, Sue Tetzlaff and Rob Lion discuss the significance of one-on-one conversations in fostering a positive workplace culture. They explore how these interactions can enhance relationships, provide valuable feedback, and ultimately improve individual and organizational performance. Rob shares his insights on best practices for conducting effective one-on-ones, emphasizing the importance of preparation, intentionality, and creating a safe space for open communication. The conversation highlights the need for leaders to prioritize these interactions to demonstrate their commitment to valuing their team members.
Work should fuel the human spirit, not drain it.
One-on-ones help to build relationships proactively.
If we truly value our people, we will want to spend time with them.
One-on-ones create a breeding ground for accountability.
One-on-ones serve also to strengthen workplace culture.
13th Annual Healthcare Executive Forum - June 18 (afternoon) and June 19 (morning) High Reliability, Just Culture & Psychological Safety Made Simple focuses on breaking down these critical concepts into practical, actionable strategies tailored for senior leaders in small and rural healthcare settings.
13th Annual Healthcare Executive Forum - June 18 (afternoon) and June 19 (morning) High Reliability, Just Culture & Psychological Safety Made Simple focuses on breaking down these critical concepts into practical, actionable strategies tailored for senior leaders in small and rural healthcare settings.
In this episode of Culture Change RX, Sue Tetzlaff discusses the importance of shaping up weekly executive team meetings to enhance collaboration, decision-making, and organizational progress. Drawing from over 30 years of healthcare executive experience, she emphasizes the need for a clear purpose, strategic agenda, and continuous improvement in meeting effectiveness. The episode also highlights resources available for executives to optimize their meetings and drive impactful outcomes.
Effective executive team meetings foster collaboration and drive success.
A clear purpose is essential for effective meetings.
Focus executive team meeting agendas on strategic decisions, not operational details.
Less is more: prioritize fewer, impactful agenda items.
Continuous improvement is key to optimizing meeting effectiveness over time.
Regular assessments can enhance meeting functionality.
Resources are available to help shape up meetings.
Make every meeting count and strive for improvement.
13th Annual Healthcare Executive Forum - June 18 (afternoon) and June 19 (morning) High Reliability, Just Culture & Psychological Safety Made Simple focuses on breaking down these critical concepts into practical, actionable strategies tailored for senior leaders in small and rural healthcare settings.
13th Annual Healthcare Executive Forum - June 18 (afternoon) and June 19 (morning) High Reliability, Just Culture & Psychological Safety Made Simple focuses on breaking down these critical concepts into practical, actionable strategies tailored for senior leaders in small and rural healthcare settings.
In this third installment of our quarterly series, I catch up with Ben Davis, President and CEO of Glencoe Regional Health, to check in on The Experience Initiative—a transformative effort aimed at improving patient access and elevating experiences for patients, residents, and employees.
Ben shares how employee-driven teams are driving engagement, the challenges of managing change, and the essential role structured communication plays in keeping teams aligned. We also discuss the importance of committing to a vision and staying the course, even when progress takes time.
If you’re leading your own transformation efforts, you won’t want to miss Ben’s insights on navigating the complexities of change while fostering a stronger, more engaged workforce.
Key Takeaways:
Employee-driven teams fuel better engagement and outcomes.
Change takes time—commitment and persistence are critical.
Clear, structured communication improves team effectiveness.
Understanding change at both the individual and group levels enhances success.
Continuous improvement is a journey, not a one-time fix.
13th Annual Healthcare Executive Forum - June 18 (afternoon) and June 19 (morning) High Reliability, Just Culture & Psychological Safety Made Simple focuses on breaking down these critical concepts into practical, actionable strategies tailored for senior leaders in small and rural healthcare settings.
13th Annual Healthcare Executive Forum - June 18 (afternoon) and June 19 (morning) High Reliability, Just Culture & Psychological Safety Made Simple focuses on breaking down these critical concepts into practical, actionable strategies tailored for senior leaders in small and rural healthcare settings.
In this solo episode of Culture Change RX, Sue Tetzlaff discusses the importance of promoting well-being within healthcare organizations. She emphasizes the need for leadership models that incorporate well-being as a core commitment and introduces the concept of resilience rituals—self-care routines that help individuals maintain their health and energy. Sue outlines practical strategies for creating effective rituals and routines, both individually and as groups, to enhance overall well-being. She also highlights the challenges of establishing new habits and offers tips for overcoming these obstacles, ultimately encouraging leaders to implement well-being strategies within their organizations.
Promoting well-being is a core leadership commitment.
Well-being is central to creating thriving healthcare organizations.
Rituals and routines improve health and resilience.
Group rituals can enhance individual well-being.
New habits are hard to create but can be made easier.
Pairing new habits with existing ones can help.
Leaders are encouraged to promote well-being strategies in their teams.
Free resources are available to help implement these practices.
13th Annual Healthcare Executive Forum - June 18 (afternoon) and June 19 (morning) High Reliability, Just Culture & Psychological Safety Made Simple focuses on breaking down these critical concepts into practical, actionable strategies tailored for senior leaders in small and rural healthcare settings.
13th Annual Healthcare Executive Forum - June 18 (afternoon) and June 19 (morning) High Reliability, Just Culture & Psychological Safety Made Simple focuses on breaking down these critical concepts into practical, actionable strategies tailored for senior leaders in small and rural healthcare settings.
In this episode, Greg Opseth, a former Chief Nursing Officer and now Chief Operating Officer in rural Iowa, shares his insights on the importance of authentic leadership in healthcare, particularly in rural hospitals.
Greg shares his experiences and emphasizes the need for a safe and enjoyable work environment.
They explore strategic planning, employee involvement, and the unique culture of night shift workers.
Greg also highlights the significance of community engagement through volunteering and the mission of Highland Medical Staffing in supporting rural healthcare facilities.
Authentic leadership fosters a positive work environment.
Creating fun in serious settings enhances team morale..
Night shift workers have unique perspectives and needs.
Memorable patient interactions can significantly impact care.
Volunteering enriches personal fulfillment and community ties.
Rural hospitals benefit from tailored staffing solutions.
Cultural engagement in schools mirrors healthcare environments.
13th Annual Healthcare Executive Forum - June 18 (afternoon) and June 19 (morning) High Reliability, Just Culture & Psychological Safety Made Simple focuses on breaking down these critical concepts into practical, actionable strategies tailored for senior leaders in small and rural healthcare settings.
13th Annual Healthcare Executive Forum - June 18 (afternoon) and June 19 (morning) High Reliability, Just Culture & Psychological Safety Made Simple focuses on breaking down these critical concepts into practical, actionable strategies tailored for senior leaders in small and rural healthcare settings.
In this solo episode of Culture Change RX, I discuss the transformative work of Capstone Leadership Solutions in small and rural healthcare organizations. I highlight the significant improvements in employee and patient experiences achieved through a structured approach that focuses on leadership development, employee involvement and engagement, and foundational solutions. The conversation emphasizes the importance of a strong organizational core built on the strategic pillars of people, service, and quality, and how these elements contribute to sustainable growth and long term success in healthcare.
Employee-driven teams can contribute to significant organizational change.
Foundational solutions empower employees to improve patient and employee experiences.
Long-term growth gets easier when the people, service, and quality pillars of a healthcare organization are strong.
Significant improvements in employee and patient experiences are achievable in 1-2 years.
Change management is key to adopting any new practices.
13th Annual Healthcare Executive Forum - June 18 (afternoon) and June 19 (morning) High Reliability, Just Culture & Psychological Safety Made Simple focuses on breaking down these critical concepts into practical, actionable strategies tailored for senior leaders in small and rural healthcare settings.
13th Annual Healthcare Executive Forum - June 18 (afternoon) and June 19 (morning) High Reliability, Just Culture & Psychological Safety Made Simple focuses on breaking down these critical concepts into practical, actionable strategies tailored for senior leaders in small and rural healthcare settings.
In this episode, Carol Breen, founder and principal of Sedona Partners, a human resources and rewards consulting firm, and show host, Sue Tetzlaff, discuss the concept of “Total Rewards” in the workplace. They explore the framework of Total Rewards, which includes compensation, benefits, learning and development, and organizational culture. The conversation highlights the significance of understanding your organization’s rewards systems and emphasizes the efforts to continually improve them. Carol shares insights on navigating pay equity issues and the role of recognition in keeping employees satisfied and committed to their organizations.
The total rewards framework encompasses four quadrants: compensation, benefits, development and learning, and work environment.
Employees leave for relational reasons, not just pay.
Pay equity issues can complicate workplace dynamics.
Understanding employee perceptions can improve retention.
Work-life integration is increasingly valued by employees.
Total rewards framework aids in organizational improvement.
A strong organizational culture attracts and retains talent.
13th Annual Healthcare Executive Forum - June 18 (afternoon) and June 19 (morning) High Reliability, Just Culture & Psychological Safety Made Simple focuses on breaking down these critical concepts into practical, actionable strategies tailored for senior leaders in small and rural healthcare settings.
13th Annual Healthcare Executive Forum - June 18 (afternoon) and June 19 (morning) High Reliability, Just Culture & Psychological Safety Made Simple focuses on breaking down these critical concepts into practical, actionable strategies tailored for senior leaders in small and rural healthcare settings.
Want to improve your organization? Effective communication, training, campaigning, and meetings can help.
Great organizations define and implement effective communication strategies.
Clarity around key terms enhances communication efforts.
Training is distinct from communication and focuses on skill development.
Campaigns support ongoing learning and engagement.
Meetings should prioritize goals and projects over communication.
Regular communication reduces stress and misinformation.
Employee-driven teams can enhance communication efforts.
In this episode of Culture Change RX, I discuss the importance of improving communication within healthcare organizations. Key terms such as communication, training, campaigning, and meetings are defined to clarify their distinct purposes and their role in leading change initiatives. The episode concludes with a call to action for leaders to prioritize communication as a crucial element in fostering a positive organizational culture.
13th Annual Healthcare Executive Forum - June 18 (afternoon) and June 19 (morning) High Reliability, Just Culture & Psychological Safety Made Simple focuses on breaking down these critical concepts into practical, actionable strategies tailored for senior leaders in small and rural healthcare settings.
13th Annual Healthcare Executive Forum - June 18 (afternoon) and June 19 (morning) High Reliability, Just Culture & Psychological Safety Made Simple focuses on breaking down these critical concepts into practical, actionable strategies tailored for senior leaders in small and rural healthcare settings.
In this episode, Sue and Amy Yaeger, Director of Strategic Marketing and Business Development at Astera Health, discuss the importance of connecting brand promises to employee experiences across the employee lifecycle. They explore various strategies for onboarding, employee engagement, and communication, emphasizing the need for transparency and celebration of achievements. Amy shares insights on rebranding efforts and the significance of maintaining excitement and engagement within the organization. The conversation also highlights the value of building an alumni network to foster ongoing relationships with former employees.
Every employee plays a role in delivering the brand promise.
Connect the organization’s brand promise across the employee lifecycle.
Celebrating milestones boosts morale and engagement.
The company’s brand can enhance recruitment efforts for new employees and patients.
Rebranding requires emphasis beyond “the honeymoon period.”
An alumni network can help maintain relationships with former employees and keep them in touch with the brand promise.
13th Annual Healthcare Executive Forum - June 18 (afternoon) and June 19 (morning) High Reliability, Just Culture & Psychological Safety Made Simple focuses on breaking down these critical concepts into practical, actionable strategies tailored for senior leaders in small and rural healthcare settings.
13th Annual Healthcare Executive Forum - June 18 (afternoon) and June 19 (morning) High Reliability, Just Culture & Psychological Safety Made Simple focuses on breaking down these critical concepts into practical, actionable strategies tailored for senior leaders in small and rural healthcare settings.
In this episode, Sue and Courtney discuss the importance of team learning and networking at events like Capstone’s annual Healthcare Executive Forum. They explore how attending such events can lead to actionable takeaways, enhance camaraderie among executives, and provide valuable networking opportunities. The conversation emphasizes the need for simplifying complex topics for practical application, especially in small and rural healthcare organizations. Courtney shares her experiences and insights on maximizing the return on investment from learning events, highlighting the significance of having a plan for applying new knowledge back in the workplace.
Whether attending training alone or with all or part of your executive team, attendees will want to optimize the benefits of a learning event.
Capstone focuses on making learning immediately applicable.
Executives can't learn and apply everything all at once; prioritize key takeaways.
Capstone provides tools and resources for application after learning.
Simplifying the “how” part is crucial for effective implementation.
Small incremental changes in follow up to new learning is impactful in healthcare settings.
You can find accountability buddies at events to support your learning and implementation.
13th Annual Healthcare Executive Forum - June 18 (afternoon) and June 19 (morning) High Reliability, Just Culture & Psychological Safety Made Simple focuses on breaking down these critical concepts into practical, actionable strategies tailored for senior leaders in small and rural healthcare settings.
13th Annual Healthcare Executive Forum - June 18 (afternoon) and June 19 (morning) High Reliability, Just Culture & Psychological Safety Made Simple focuses on breaking down these critical concepts into practical, actionable strategies tailored for senior leaders in small and rural healthcare settings.
In this solo episode of Culture Change RX, I discuss the critical concept of psychological safety within healthcare organizations so that employees feel safe to voice their concerns and ideas and freely provide feedback and input. This episode prompts leaders to consider: Are your employees hiding behind anonymity? If so, this episode outlines practical tactics for leaders to foster psychological safety, including embracing both anonymous and identified feedback, responding to feedback effectively, modeling vulnerability, and celebrating employees who speak up. The conversation highlights the journey towards a culture of trust and continuous improvement in healthcare settings - in essence, a culture where employees are safe to “own their voice.”
Low response rates in employee surveys can indicate a lack of psychological safety.
Anonymity in feedback can reflect a lack of psychological safety.
Leaders can model vulnerability to encourage open communication.
Celebrating brave voices fosters a culture of safety.
Feedback should be acknowledged and acted upon.
Creating a safe environment improves patient care and employee satisfaction.
High reliability organizations prioritize psychological safety.
Trust in leadership grows when employees see tangible outcomes.
13th Annual Healthcare Executive Forum - June 18 (afternoon) and June 19 (morning) High Reliability, Just Culture & Psychological Safety Made Simple focuses on breaking down these critical concepts into practical, actionable strategies tailored for senior leaders in small and rural healthcare settings.
13th Annual Healthcare Executive Forum - June 18 (afternoon) and June 19 (morning) High Reliability, Just Culture & Psychological Safety Made Simple focuses on breaking down these critical concepts into practical, actionable strategies tailored for senior leaders in small and rural healthcare settings.
In this episode, Sue and Tami Chambers discuss the transformative journey of leadership development at Grant Regional Health Center. Tami shares her experiences as a first time senior leader and the impact of the two-day leadership immersion program facilitated by Capstone Leadership Solutions. They explore the importance of structured leadership practices and continuous learning. Tami emphasizes the significance of the nine core leadership practices that make up the “leadership bundle” and how they have shaped her approach to leading. Her experience with the leadership bundle practices, and her belief in their value, motivate her to teach these practices to others. The conversation concludes with encouragement for other healthcare organizations to invest in creating their own internal leadership development process.
The two-day leadership immersion provided the official start to Grant Regional’s leaders adopting a common and synergistic way of leading.
Structured leadership development was lacking at Grant Regional before partnering with Capstone.
Teaching others reinforces Tami's own learning and growth.
Empathy is crucial in connecting with leadership immersion participants.
Continuous learning is necessary for leadership effectiveness.
Accountability meetings help reinforce what was learned during leadership development.
Investing in leadership development is worth the initial effort.
Healthcare organizations should take the leap to enhance their leadership.
13th Annual Healthcare Executive Forum - June 18 (afternoon) and June 19 (morning) High Reliability, Just Culture & Psychological Safety Made Simple focuses on breaking down these critical concepts into practical, actionable strategies tailored for senior leaders in small and rural healthcare settings.
13th Annual Healthcare Executive Forum - June 18 (afternoon) and June 19 (morning) High Reliability, Just Culture & Psychological Safety Made Simple focuses on breaking down these critical concepts into practical, actionable strategies tailored for senior leaders in small and rural healthcare settings.
In this episode of Culture Change RX, I discuss the concept of high reliability in healthcare, emphasizing the importance of setting ambitious goals. The conversation delves into the challenges of goal setting, the significance of a growth mindset, and the systems necessary for fostering high reliability organizations. I highlight the upcoming Healthcare Executive Forum, where healthcare leaders will explore strategies for achieving high reliability and continuous improvement.
Setting ambitious goals can drive organizational improvement.
Leaders and employees can often feel that big goals are impossible goals and a set up for failure.
Setting ambitious goals can lead to significant performance gains.
Celebrating the positive gains is important, even when goals are missed.
Goal systems are crucial for continuous improvement.
High reliability benefits patients, employees, and communities.
13th Annual Healthcare Executive Forum - June 18 (afternoon) and June 19 (morning) High Reliability, Just Culture & Psychological Safety Made Simple focuses on breaking down these critical concepts into practical, actionable strategies tailored for senior leaders in small and rural healthcare settings.
13th Annual Healthcare Executive Forum - June 18 (afternoon) and June 19 (morning) High Reliability, Just Culture & Psychological Safety Made Simple focuses on breaking down these critical concepts into practical, actionable strategies tailored for senior leaders in small and rural healthcare settings.
In this episode of Culture Change RX, Sue and Julie Coneset discuss effective strategies for ongoing leadership development in healthcare organizations. Julie shares her extensive experience in creating impactful training programs, emphasizing the importance of mandatory attendance, setting clear expectations, and fostering engagement through relevant and interactive learning experiences. They explore the significance of feedback, creativity in logistics, and the role of internal peer champions in enhancing leadership training. The conversation highlights the importance of establishing a distraction-free learning environment via established ground rules to ensure effective engagement during training sessions.
Clear communication to all employees and leaders sets expectations for the accountability to put into place what is learned.
Engaging learning experiences enhance retention and application of skills.
Training content must align with organizational plans and goals for relevance.
Feedback from leaders is crucial for continuous improvement of training events.
Creativity in logistics can reduce costs and enhance training effectiveness.
Internal leadership development fosters a culture of continuous growth.
Internal leaders serving as “subject matter experts” (aka Peer Champions) bring additional perspectives and voices to training sessions.
Minimizing distractions during training improves focus and engagement.
Establishing ground rules promotes accountability and respect during sessions.
13th Annual Healthcare Executive Forum - June 18 (afternoon) and June 19 (morning) High Reliability, Just Culture & Psychological Safety Made Simple focuses on breaking down these critical concepts into practical, actionable strategies tailored for senior leaders in small and rural healthcare settings.
13th Annual Healthcare Executive Forum - June 18 (afternoon) and June 19 (morning) High Reliability, Just Culture & Psychological Safety Made Simple focuses on breaking down these critical concepts into practical, actionable strategies tailored for senior leaders in small and rural healthcare settings.
In this solo episode of Culture Change RX, Sue Tetzlaff discusses the critical role of behaviors in workplace culture, particularly within healthcare organizations. She shares insights from her experiences facilitating discussions on creating a 'utopia' in healthcare, emphasizing that behavior change is essential yet challenging. The episode outlines the importance of establishing clear behavior standards and offers practical strategies for maintaining these standards within organizations, including commitment events, campaigns, giving and receiving feedback, and hiring practices.
Behaviors are crucial for transforming organizations.
Creating a utopia in healthcare requires clear behavior standards.
Behavior change is the hardest aspect of organizational change.
Establishing behavior standards is best done by an empowered team of employees.
Behavior standards should be written positively, focusing on what to do.
Align behavior standards with the organization's mission, mission, values and top strategic priorities (such as the Patient Experience).
Commitment events can mark a new beginning for behavior standards.
A feedback culture is essential for maintaining behavior standards.
Visual, verbal or virtual “campaigns” help to keep behavior standards top-of-mind.
Hiring for behavior can enhance the future of the organization’s culture.
13th Annual Healthcare Executive Forum - June 18 (afternoon) and June 19 (morning) High Reliability, Just Culture & Psychological Safety Made Simple focuses on breaking down these critical concepts into practical, actionable strategies tailored for senior leaders in small and rural healthcare settings.
13th Annual Healthcare Executive Forum - June 18 (afternoon) and June 19 (morning) High Reliability, Just Culture & Psychological Safety Made Simple focuses on breaking down these critical concepts into practical, actionable strategies tailored for senior leaders in small and rural healthcare settings.
In this episode of Culture Change RX, Sue and Jess Nuutinen discuss the impact of crises on healthcare innovation, particularly during the COVID-19 pandemic. Jess shares her experiences as a nurse and leader, highlighting the importance of adaptability, teamwork, and community support in navigating challenges. They explore how partnerships and innovative solutions emerged from necessity, and the ongoing need for healthcare to embrace change, engage staff, and improve patient care.
Innovation often arises from necessity during crises.
Partnerships with local organizations can enhance healthcare delivery.
Rapid changes in healthcare require effective communication and teamwork.
Staff engagement is crucial for successful implementation of new practices.
Sustaining innovations post-crisis and post-change is essential for future success.
Leadership plays a vital role in fostering a culture of innovation and engagement.
Rural healthcare faces unique challenges that require tailored solutions.
13th Annual Healthcare Executive Forum - June 18 (afternoon) and June 19 (morning) High Reliability, Just Culture & Psychological Safety Made Simple focuses on breaking down these critical concepts into practical, actionable strategies tailored for senior leaders in small and rural healthcare settings.
13th Annual Healthcare Executive Forum - June 18 (afternoon) and June 19 (morning) High Reliability, Just Culture & Psychological Safety Made Simple focuses on breaking down these critical concepts into practical, actionable strategies tailored for senior leaders in small and rural healthcare settings.
Enhance your understanding of Culture Change RX with My Podcast Data
At My Podcast Data, we strive to provide in-depth, data-driven insights into the world of podcasts. Whether you're an avid listener, a podcast creator, or a researcher, the detailed statistics and analyses we offer can help you better understand the performance and trends of Culture Change RX. From episode frequency and shared links to RSS feed health, our goal is to empower you with the knowledge you need to stay informed and make the most of your podcasting experience. Explore more shows and discover the data that drives the podcast industry.
