2016 HUMAN CAPITAL INVESTMENT CONFERENCE RITZ-CARLTON CHICAGO | NOVEMBER 15-16, 2016

BUILDING THE FOUNDATION FOR MINDFUL LEADERSHIP

Laura Gottlieb Director, Enterprise Learning & Development, Stanford Children’s Health

Building a Foundation for Mindful Leadership

@Stanford Children’s Health Personal, People & Performance Development

HR Enterprise Learning & Development

Our Mission

Mindful Leadership

Mindful leadership is focused-attention in

the present moment.

• Mindful leaders embody leadership

presence by cultivating present-moment focus, clarity, creativity & compassion

in the service of others.

• Mindful leaders are more self-aware,

compassionate & emotionally intelligent, transforming themselves (&

others), their relationships & their

organizations for the greater good.

Mindful leaders are aware that how they lead matters.

Neuroscience from the Happiest Man on Earth

Mindfulness changes the brain &

contributes to improved:

• Mental performance – including

attention, focus, concentration, cognition & working memory

• Emotional intelligence – including

self/other awareness, self/other regulation, as well as empathy &

compassion

• Health, wellness & resilience – including increased sleep quality, plus

decreased stress, anxiety, depression

& post-traumatic symptoms

Getty Images of Matthieu Ricard

People Development

Personal

Development

Performance

Development

Just as ripples spread out when a single pebble is dropped into water, the actions of individuals can have far-reaching effects. ~Dalai Lama

Our Model: The Three Ps of Mindful Leadership

Designed & launched a simplified approach to Performance Management focused on 3 developmental domains – Personal,

People & Performance Development which features Personal Success Planning

Developed & introduced a world-class Succession Management Strategy, including a humanistic approach to Talent Assessment

resulting in an Acceleration Pool of talent ready for promotion

The Learning Center

for Mindful Leadership

PM

System*

PSP* Personal Success Plans

Admin

Fellows

SMS*

Expanded the Administrative Fellow Program from a 1-Year rotation for a single Admin Fellow to a more robust 2-Year

experience for 2 Admin Fellows

Created a Leadership Development Roadmap fully aligned with our Quality Management System & 3-key improvement

areas, including managing, coaching & leading change

LDR

CA

Developed & introduced the Coaches Academy to develop leaders as coaches throughout the enterprise, including leaders from Stanford

Children’s, Stanford University School of Medicine, Packard Foundation & PCHA; attending the Coaches Academy & applying coaching OTJ is among our top 5 core goals for the enterprise (in

FY16 & FY17)

TLC

for

ML TLC

Leader

Forum

EE

Survey

Personal

Development

Be the Change

A User-Friendly Performance Management

System Based on the Three Ps of Mindful

Leadership • Personal Development

• People Development

• Performance Development

Expert – demonstrates mastery & is a role model for

this competency Talented – excels at this competency

Skilled – consistently demonstrates knowledge, ability

& proficiency of this competency Learning – gaining knowledge, ability & increasing

proficiency of this competency

Stalled – underperforming & needs immediate improvement

Featuring a New Language of Development

Take 10 to Check In Questions

• What brought you to this role,

this team, this org?

• What do you love about what you

do? Why is all this a fit for you?

• What is your ideal career

trajectory?

• How does this current role fit

into the trajectory?

• What is your ideal next step?

• If money were not a factor, how

would the trajectory change?

Personal Success Planning & the Power of

“Bliss”

Personal Success Plans provide an

opportunity for leaders to align their

unique talents & interests with

current/future needs of the organization.

People

Development

Be the Change

Five Key Elements

• October 2015 Introduced a Succession Management

Strategy for merging top talent with our enterprise strategy & anticipated leadership gaps

• November 2015 Identified Emergency Replacements & Potential Successors for each C-level executive & VPs

• December 2015 Launched Succession Management

functionality in PeopleSoft

• February 2016 Facilitated Talent Review Calibration

Process using the Advisory Board’s Leadership Potential Diagnostic as a framework to identify Talent, Ambition & Engagement Gaps (requiring further development);

nominated high-potential & highly aligned leaders to an Acceleration Pool (for accelerated development)

• February 2016 Nominated 13 leaders into the

Acceleration Pool for further development

1. Establish Workforce Plans

2. Assess Talent

3. Create Personal Success Plans

4. Develop Talent Transition Plans

5. Manage the SM Strategy

Succession Management Strategy

Reference Material for Potential/Alignment Discussion

• Talent Scorecards • 9-Box & Team Reports

- Succession Management Report - Leadership Competency Report - Unique Ability Report

- Leadership Development Passports

Balanced Leader Challenge Cards & Acceleration Pool Nomination Card

Acceleration Pool

Talent Gap

Ambition Gap

Engagement Gap

Acceleration Pool A select pool of leaders who

consistently demonstrate high potential & alignment for the future as well as the talent, ambition & engagement required

to readily apply learning from agreed upon acceleration opportunities.

Humanistic Talent Review Calibration

Process

Anne McCune, COO

One Admin Fellow Selected Each Year for a 2-Year

Program

Program Structure

• Year 1 – Operations-based learning opportunities

& rotational projects in hospital & ambulatory settings

• Year 2 – Operation & strategy-based learning opportunities & involvement in a long-term

project

Learning Opportunities

• Hospital & Outpatient Clinic Operations

• Hospital Expansion & Activation Planning

• Financial & Analytical Performance Analysis

• Business Development & Planning

• Strategic Planning & Marketing

Meher Kachwala,

1st Year Fellow

Caitlin Crooks,

2nd Year Fellow

Administrative Fellowship

In FY15 & FY16, Enterprise Learning & Development (EL&D) introduced & updated a

Leadership Development Roadmap fully aligned with the organization’s core goals while offering a variety of learning solutions to improve leader effectiveness in three key areas — managing, coaching & leading change.

Leadership Development Roadmap –

Arriving, Surviving & Thriving

Passport Rating

Key

1 Did not attend.

2 Arrive: Completed 1 out of 3

Leadership Development Essentials.

3 Survive: Completed 2 out of 3

Leadership Development Essentials.

4 Thrive: Completed all (3 out of 3)

Leadership Development Essentials.

5 Teach: Completed all Leadership

Development Essentials, plus sponsored and/or was directly

involved in the design and delivery of enterprise-wide learning and

development programs and

events.

Leadership Development Passports –

Tracking Our Progress

Performance

Development Be the Change

Category ExecutiveOwners

Core Goals

Quality McCune Achieve 2 Quality Metrics in HAC (Healthcare Acquired Condition) aggregate and SSE’s

(Serious Safety Events) SSE’s <=1 per month, HAC’s <= 8

Service McCune,

Roberts

Ambulatory Care: LTR across specialties to equal 92.3 or above or 80% of specialties

(with more than 25 responses) above 92.3

Inpatient Pediatrics, OB and Ambulatory Surgery achieve or exceed their FY 15

Likelihood to Recommend mean score.

Affordability Haering Achieve FY 16 Operating Expense & Capital Budget (where applicable) in each Division

Innovation &

Education Sandborg

Improve manager, physician, and employee effectiveness by developing leaders as

coaches. In FY 16, 200 people managers (including managers, directors, VPs, executives,

medical directors and service chiefs) will attend Coaches Academy and lead, co-lead or

otherwise participate in Quality, Affordability and/or Service improvements in their respective areas of responsibility throughout the enterprise.

Respect for

People

Souza

• Increase Grand Mean Engagement score by 0.1 point.

• Reduce the Rate of Injury for all employees to 5.16 per 100 FTE’s • Implement 3000 staff/provider generated improvements – Situation Target

Proposal (STPs)

18

The Coaches Academy –

One of Five Core Goals in FY16 & FY17

Academy

Kick-Off

Leadership

Alignment

Academy Coaching EDGE

Day 1

Coaching

Mindset

Performance Development

Quality / Affordability / Service Initiative

Academy Coaching EDGE

Day 2

Coaching Tools

Personal & People

Development

Mobile Coach Habit Building

Coach-the-

Coach

Coach each other

on personal, people &

performance

development

Part 1: Coaches Academy Attendance

20

To sustain our Quality, Affordability &

Service improvements, leader skills need to

include the ability to effectively coach others.

This requires behavior change at all levels.

While communication & training are

important to initiate behavior change, leaders

need to consistently role model & coach

these new behaviors.

Part 2: Coaching Application

Quality, Affordability & Service

In Summary

• We place our focused-attention on

aligning integrated programs &

services with our management

system & biggest leadership challenges.

• We engage key sponsors &

stakeholders early on.

• We embed mindfulness training into

our Leadership Development

Roadmap, including Zero Minute &

Calm Meditation online private study

groups.

• We create & license leadership

development content with

mindfulness woven into the

curriculum.

STANFORD CHILDREN’S HEALTH

THE LEARNING

CENTERS

CLINICAL LEADERSHIP

DEVELOPMENT PQMS EPIC STAFF

DEVELOPMENT

Where do I

start?

Transform Learning. Inspire Excellence. Nurture

Relationships.

Next Steps… TLC

Arriving

Surviving

Thriving

Mindful Leadership

HealthStream

Transformation

Scholarship

Tuition

Reimbursement

Clinical

Resource

Toolkits

PI Templates

Contacts

RESOURCES CLINICAL

LEADERSHIP

DEVELOPMENT PQMS EPIC STAFF

DEVELOPMENT

Where do I

start?

Leader’s Toolkit

Be the Change

Thank you! Questions?