RX for Empowerment

The Value Proposition

Imagine a nursing unit that frequently experiences high turnover, low employee engagement scores and uneven patient experience scores.  The conversations between that unit manager and her director sometimes result in the director feeling frustrated and powerless to effect change and the unit manager in overwhelm and questioning her abilities.

Now imagine a unit that is turning around.  Employees are staying, the energy on the unit is palpable, staff are laughing together, collaborating, and they are open to new initiatives.  The patient is receiving the benefit of a more engaged and empowered team and that is reflected in climbing patient satisfaction scores.

This turnaround is possible - more than possible - it is an imperative for creating the best possible patient experience.

The daily demands on leadership in healthcare are relentless. With this constant pressure to keep up, leaders may become disconnected from their "why" or their purpose in being there.

By contrast, leaders who are inspiring to themselves and staff get more done and experience more ease and satisfaction while they are doing it. In short, they are operating in alignment with their purpose in being in healthcare.  Empowered leaders are more productive, more focused, more engaged, and produce superior, measurable results for the organization.

What is it?

Participants in the RX for Empowerment program experience a transformation in how they perceive themselves and the world around them.  Participants move from feeling little power to affect the events they encounter every day to confidence that they have the ability to choose their responses so that they get the results they want for themselves, their teams, and their patients. 

Leaders attend a structured program, which includes:

  • Energy Leadership Index Assessment (ELI).  The ELI establishes a baseline measure of the participant’s Average Resonating Level (ARL).  The ARL is a predictor of a leader’s satisfaction in life which correlates to their effectiveness as a leader. Participants in the program are re-tested one year after starting the RX for Empowerment program to gauge the sustained impact of the improvements they experienced in the program.
  • 360 ELI assessment. The 360 tool gathers feedback from key stakeholders so that participants can address “blind spots” that get in the way of effective leadership.
  • Two hour workshops where leaders engage in interactive learning to grasp fundamental concepts of the program
  • Small group coaching sessions where leaders build community and learn from each other
  • 1:1 coaching sessions to accelerate their transformation,
  • 12 module Energy Leadership Development System
  • The book “Energy Leadership” by Bruce D. Schneider

 

Who is it for?

Participants in this program may include:

  • Intact leadership groups by service line (e.g., VP, Director, manager, front line leaders for Cancer Services, Cardiac services, Perioperative Services, etc.)
  • Nursing division (e.g., CNO, all Nursing Directors, all Clinical Managers)
  • Multi-disciplinary leadership groups (e.g., all directors in the facility) .

 

Transitioning Leaders

The Value Proposition

When you make the decision to promote from within you reap the benefit of retaining institutional knowledge, building on existing relationships, continuity of productivity, and putting a leader in place who knows the culture of your hospital. You save recruitment and orientation costs and lessen the possibility of a costly "hiring mistake."

How often do you squander those advantages by not adequately supporting your new leader in her or his transition into the new role?

What is it?

Custom designed coaching engagements for newly promoted leaders as they transition into their new roles. Newly promoted leaders are enthusiastic and have high energy for the new role. Sometimes that enthusiastic energy can be disruptive because the new leader doesn't know what they don't know.

Coaching engagements for transitioning leaders include a structured planning and accountability approach that includes the new leader (coachee), their supervisor (the sponsor), and the coach. The focus of the work is tied to key business results and leader and team behaviors that must be in place for a successful transition. The work addresses the system of the team so that all who operate in the system benefit.

Who is it for?

Leaders who are moving up. This includes new unit managers, new directors, and new executives.

 

RX for Empowerment Masterminds

The Value Proposition

"I don't want to lose the gains I've made."  "I want to keep this change in my energy and awareness going." -graduates of RX for Empowerment

How do you preserve your and your organization's investment in you?  Participants in the RX for Empowerment are highly motivated to sustain the gains they have experienced as a result of their participation in the program. The most successful leaders persist in their leadership development - there is no "one and done" thinking when it comes to constantly perfecting your leadership life.

What is it?

Mastermind groups are the “coordination of knowledge and effort, in a spirit of harmony, between two or more people, for the attainment of a definite purpose.” - Napoleon Hill

Using a unique technology well-known in entrepreneurial circles but not so well known in large, established organizations, graduates of the RX for Empowerment program create community or "masterminds" with the purpose of building on their accomplishments, learning from each other, breaking down silos, and holding each other accountable.

Leaders participate in monthly, virtual gatherings where they learn new energy management technologies, collaborate on change initiatives, report out on successes or challenges, participate in challenges or "sprints," and hold each other accountable to accomplishing their priorities.

Who is it for?

Membership is limited to those who have graduated from the RX for Empowerment program.