HWDS Manager Brochure

SIEMENS Healthineers Siemens Healthcare Workforce Development Series for Managers The Healthcare Workforce Development Series is a personalized approach to staff development that uses innovative, interactive formats to help your staff implement new techniques to effectively thrive and drive the highest quality of patient care. Held at your location, the workshops begin with a series of pre-assessments so we can truly personalize the content to your staff’s—and your organization’s—exact needs. The eleven 4-hour workshops are described below. Behavioral Interviewing This workshop will explain the concept of behavioral interviewing and research that supports the validity of the approach. More importantly, the participants will learn and practice how to go deeper than the typical “tell me about a time…” interview so that they can determine if their candidate actually has the required skill or capability or perhaps has just practiced the answers to the typical behavioral interviewing questions that are publicly available. Participants also learn the cost of bad hiring decisions, how their personal biases can influence their hiring decisions, and how the behavioral interviewing approach can mitigate these detractors. There are exercises and two opportunities to interview the facilitator using the skills taught. Workplace Communication This workshop is based on the DiSC® learning model, which was developed from research and theory spanning more than 80 years. This model clarifies behavioral preferences and how they impact people’s communications styles and work preferences. DiSC shows that we all approach our work according to what we prioritize and this affects how we react to the people with whom we work. To communicate better and work more effectively with others, we sometimes have to bridge differences in style preferences and priorities. The DiSC model provides a common language that people can use to discuss what behaviors they share with others and what they do differently. This workshop helps the participants identify their style preferences through an online questionnaire that generates a personalized report, which is reviewed during the session. In addition, there are individual exercises, small and large group exercises, and videos that help the participants internalize the information and create an action plan to improve their workplace interaction. Emotional Intelligence Emotional intelligence is the ability to identify and manage your own emotions and the emotions of others. Emotional intelligence includes five core competencies; Self-Awareness, Self-Management, Motivation, Empathy, and Social Skills. This workshop explores how leaders need to embrace, develop, and apply their emotional intelligence to achieve higher levels of success within their areas of influence. Participants will tune into emotions that occur before and during conflict, so they can be addressed and resolved, explore how to embrace and develop emotional intelligence, and discover how to apply their emotional intelligence to be a more effective leader. Managing Multi-Generations This session will provide an understanding of generational diversity and how to support and encourage employees to come together in the face of tough business challenges. Every generation has a contribution to make. Taking the time to be compassionate and understand situations from different perspectives can result in a more fulfilling work environment and stronger professional relationships. This ultimately can strengthen company culture. Participants will understand how to have crucial conversations to better lead all generations, explore relevant situations to be able to leverage and appreciate all generations, and be able to create a viable action plan for implementable results. Understanding Change In the workplace, the only constant is change. This can prove extremely difficult when dealing with employees who strive for stability and consistency. This workshop helps managers understand change and their role within the change management process. It explores change from individual, personal, and organizational perspectives, while examining strategies for coping and leading. Participants will be able to follow the Bridges Transition Model, how it applies to changes in a person’s life, and how personal acceptance of change impacts organizational change. They will learn and apply the Kotter model for implementing change to a case scenario and determining what actions could be taken to ensure an effective change implementation. Dealing with Conflict There is usually some degree of friction within any team. Some conflict is good for a team, while certain types of conflict can be devastating. Dealing with Conflict focuses on how managers can recognize and address conflict in an efficient manner prior to it becoming a destructive force on the organization. Participants will be able to demonstrate how to positively resolve conflicts that occur in the workplace. This workshop teaches a conflict management model and allows participants to apply their specific examples of conflict in the model. From Ideas to Solutions Every team leader needs to understand how to effectively lead a team through difficult times. Team effectiveness is enhanced when the team’s ideas and insights are actively drawn upon and focused toward generating solutions. This program introduces a set of problem-solving tools and techniques. Participants will apply these tools to actual workplace problems, and then take the next step to learn how to most effectively bring their ideas forward to upper management. Participants will apply the concept of a stakeholder map and develop value propositions for the purpose of gaining support for their ideas. This workshop will explain how to use the power of the team to generate and communicate solutions specific to today’s critical issues, such as staffing, the patient experience, inventory management, and process improvement. Effective Influencing According to Harvard Business Review¹, “No leader can succeed without mastering the art of persuasion. But there’s hard science in that skill, too, and a large body of psychological research suggests there are six basic laws of winning friends and influencing people.” In an interactive way, this workshop introduces the six principles and the psychology behind why they are effective. A seventh principle, Inspiring, added by Siemens Healthineers, is included. Emphasis is placed on how to avoid being manipulative; rather, honestly seeking a true win-win outcome. Participants will practice each of the styles and learn which is their preferred style and the importance of using the preferred style of the “influence.” Participants will also practice effective influencing when more than one person is present. This program includes video examples of the various approaches in action. Managing Performance Part 1 & 2 (Must be booked at least 2 months apart) Managing Performance Part 1: The Basics Improving the performance of an organization is the primary responsibility of every leader, and it begins with the effective management and development of people. It is a responsibility that most managers take seriously, but one in which few excel. This first part of a two-part series shares strategies to help managers learn how to positively impact the behaviors of their subordinates in support of the performance goals of the organization. A significant portion of each part consists of small-group role-plays, providing practice in dealing with difficult but common management situations. Through the role-plays, participants will review the steps in discussing performance issues with a direct report, and demonstrate and evaluate those steps. Managing Performance: Part 2 This is the second part of a two-part program that shares strategies to help managers learn how to positively impact the behaviors of their subordinates in support of the performance goals of the organization. As with Managing Performance Part 1, a significant portion is spent in small group role-plays, providing practice in dealing with difficult but common management situations. The situations in Part 2 deal with more complex scenarios than Part 1, with legal and ethical aspects to them. Please note: A gap between Managing Performance 1 and Managing Performance 2 is highly recommended. This is because the topics learned in “Managing Performance: Part 1” and subsequent related workplace situations will be directly applied in “Managing Performance: Part 2.” Coaching In addition to performance management, good leaders must learn how to coach employees in order to help them develop to their full potential and achieve their goals. This increases employee satisfaction and motivation, which will decrease turnover and improve team morale. By helping employees achieve their aspirations, leaders can better perform succession planning, manage education budgets, balance the skill sets of the team, and gain free time as their employees learn how to solve their own problems. Participants will learn and practice the GROW model (Goal, Reality/Roadblocks, Options, Willingness/Wrap up) in order to transition from “answer manager” to coach. This workshop includes a self-assessment, listening and questioning exercises, and two monitored practice coaching sessions with feedback. For more information: www.usa.siemens.com/inspireleaders To schedule a workshop, please contact 1-888-221-8010