RX for Empowerment Leadership Development and Coaching Program

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.

The Leadership Circle Profile. This best-in-class 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) .

 

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.

Team Coaching

The Value Proposition

How often do you hear … “That’s not the way we do things around here.” Or  “We tried that five years ago and it didn’t work!”? Or, “Why do we have to make this change now when it will just change again in a couple of months?” How often does a team sustain a change for six months and then 18 months later, that new process or initiative has fallen off the radar?

Peter Drucker said "culture eats strategy for breakfast" - meaning that the culture of the team and/or organization will always determine the success or failure of a strategy no matter how well-planned that strategy may be.  How many organizational initiatives fail to live up to their promised value due to a lack of buy-in, commitment, and stamina – after an enormous investment of time and money?  Organizational culture is often the culprit.

What is it?

Team Coaching reveals the culture or atmosphere in the group that is slowing change initiatives down or bringing improvement initiatives to a halt. When that culture is revealed to all in the group – then the group can do something about it.  For example, if the culture of a team is characterized by having low trust, everyone knows it. Few groups have the skills or structures to transform that low trust into something more positive and productive.

Team Coaching supports the team in making necessary shifts in its culture in service of bringing critical strategic plans to fruition. Teams can devise mitigation plans that thwart the tendency of entrenched culture to derail organizational priorities.

Team Coaching or “relationship systems coaching” helps teams to develop the mindset, skill set and structures, to create a more positive, productive work environment. 

Different than skills training, process improvement, change management or other forms of performance interventions, team coaching gets to foundational issues. Foundational issues that, left unattended, often defeat or sub-optimize the energy and organizational resources given to skills training, process improvement, and change management efforts.

Who is it for?

Signs that your team could benefit from Team Coaching include a culture of low trust, gossip, exhaustion, and resistance to getting on board with organizational change. High turnover, low employee engagement scores, declining core clinical measures, and declining patient experience measures are other indicators that your team can benefit from team coaching.

Organizations that are going through a merger or acquisition. Team coaching is an effective and powerful tool to include in your plans for creating a more effective merging of cultures and processes.

What you can expect if you engage a team coach…. All coaching engagements begin with a needs assessment phase. This phase uncovers what is happening in the group’s system that is producing the current results. With this information, the coaching approach is designed to make visible to the team the factors that are producing the current results.

The coaching experience includes educating the team on concepts of relationship systems. Experiential work helps the team to confront the factors that are contributing to their current results in a safe and supportive way.  After participating in these revealing exercises, the group engages in action planning, e.g., what will we commit to doing differently with this new awareness?  The coaching process teaches the group structures to take the new insights from the “a-ha!” phase into execution phase with accountability loops built into the process.

Individual Coaching

The Value Proposition

Just as professional athletes have coaches who inspire them, challenge them and help take their level of play to new levels, organizations who aspire to ever higher levels of performance engage coaches to help their leaders take their leadership game to the next level. The benefits of coaching for leaders at all levels in their professional development are well known. It’s not just for executives anymore….

Individual coaching helps leaders to gain clarity on the attitudes and behaviors that hold them back in their current roles. Coaching helps leaders prepare for new roles and eases the transition as they promote into roles of greater responsibility. Coaching helps leaders to add value wherever they are in their leadership journey.

What is it?

Coaching engagements include a structured planning and accountability approach that includes the leader (coachee), their supervisor (the sponsor), and the coach. The focus of the work is always tied to key business results and leader and team behaviors. The design of coaching engagements is flexible to meet the needs of the leader and the organization. All engagements begin with a needs assessment phase and a conversation about what a successful outcome of coaching is - for the sponsor and for the client. A rigorous coaching engagement includes best-in-class surveys to gather data on the leaders current performance, a cadence of accountability via regularly scheduled 1:1 coaching sessions, regular check-ins with the sponsor for any course corrections, and a de-brief after the engagement is through.

Who is it for?

Leaders who the organization wants to invest in.

Reality Based Leadership/Reality Based Rules of the Workplace Programs - Cy Wakeman

Value proposition

Reality Based Leadership (RBL) and Reality Based Rules of the Workplace (RBR) programs are based on Cy Wakeman’s best selling books of the same name. These leadership development program are for any organization that wants to reduce drama and turn excuses in to results!

Reality Based Leadership and Reality Based Rules of the Workplace leadership development programs are life changing experiences that can help leaders at all levels transform their work life from one of stress, drama, and energy drain to freedom, engagement, focus, and more satisfaction.  

What is it?

The program includes a workshop to teach the concepts and tools necessary to change the leaders mindset from “playing defense” throughout the day (i.e., persuading, negotiating, coddling, and cajoling their teams into doing their jobs) to leading teams to take ownership for their results. 

After the workshop, leaders meet monthly in small groups with their RBL coach. The small group sessions are the “practice field” where leaders practice the new skills with real life leadership challenges in a supportive and safe environment. The practice includes role plays, rehearsal, and/or demonstrations with the coach. Leaders who participate in the small group sessions learn from each and bond over the understanding that everyone experiences the same leadership challenges - no matter how many years they have been a leader. Each practice session concludes with each participant committing to using the new skill in an upcoming leadership challenge. In the next group session they report back on how it went and what they learned. This sets up a cadence of accountability and learning that capitalizes on the time spent in the workshop.

Who is it for?

Front line leaders such as assistant managers, team leads, or supervisors attend Reality Based Rules of the Workplace (RBR). Leaders who attend RBR are often in a blended role of a “working supervisor or lead.” These leaders work the floor and also have a shift leadership role.

Managers, directors, and executives attend Reality Based Leadership (RBL). Leaders who attend RBL have primary responsibility for managing processes, leading team engagement and performance and executing on vision and strategy.

 

Employee Engagement Survey Action Planning

Value Proposition

Your organization’s teams experience inconsistent, top tier scores in their employee engagement surveys. The leaders devote themselves to creating their action plans and do all in their power to “make their staff happy!” When the results come out and the scores are not what they expect, they experience disappointment and tend to take it personally – its demoralizing! Leaders default to thinking, “What can I do differently? Don’t they know how hard I’m trying?” Then, the rationalization kicks in. Poor results become more about external factors such as the economy, the pandemic, regulations, the unions. Or, poor results happen because of the workload and all of the organizational initiatives coming at them. Employee engagement tends to fall off the radar in the face of competing priorities.

It doesn’t have to be this way. FPC has developed a proven approach to assisting teams to raise their engagement scores in a sustainable way.

What is it?
Engagement Survey Action Planning is a multi-faceted, sustained approach to helping leadership teams understand the meaning behind the survey results and then respond to those results by following a structured, sequenced approach for developing meaningful, high impact action plans. This is just the beginning. Following the creation of robust action plans, leadership team coaching begins. In coaching, leadership teams will follow the Four Disciplines of Execution (4DX) methodology developed by Chris McChesney, Sean Covey, and Jim Huling to ensure their action plans will deliver the results they want – moving from hoping the plans will work to knowing the plans will work. In coaching, the teams will learn about the ground conditions for successful change and have the assistance of a professional coach to create high accountability in following their plans.

Who is it for?
Organizations that are genuinely committed to fostering the conditions necessary for high performing teams. These organizations understand the connection between high employee engagement and successfully meeting financial and clinical targets. These organizations also understand that sustained high engagement is not a “one and done” proposition. It’s a commitment for the long term.