Coordinated and Cost Effective Talent Development

May 7, 2010NJOD Sharing Day

Lynn Turner Tracy Duberman Director, HR/OD SVP, Organizational Effectiveness Atlantic Health WJM Associates

Atlantic Health & WJM Associates

In this session, you will learn how Atlantic Health, one of Fortune Magazine’s 100 Best Companies To Work For®, prepares its leaders for the future through the Leadership Discovery Process ™

2010 Trends In Executive Development

• Custom-designed programs which utilize Leadership Profiles, Feedback, Individual Development Plans, and Coaching

• Build higher levels of business performance as measured by customer satisfaction metrics, market share and financial performance.

Atlantic Health – An Overview

• One of the largest and most respected healthcare employers in New Jersey.

• Integrated healthcare delivery system, consisting of 9 sites, 10,000 employees and $1.2 billion in revenues.

• Sites include two renowned acute care hospitals, namely Morristown Memorial Hospital and Overlook Hospital

• Renowned for its exceptional commitment to its people as evidenced by the company’s highly engaged staff and lofty retention rates (upwards of 95%).

• In 2010, AH was chosen by Fortune Magazine for the second year in a row as one of the “100 Best Companies to Work For.”

• Named one of AARP’s “Best Employers for Workers Over 50 and received AHA’s Platinum award.

WJM Associates – An Overview

• Founded in 1996 by William J. Morin, an internationally renowned authority in executive development and the former CEO of Drake Beam Morin, Inc. (DBM)

• Recognized leader in the fields of assessment, executive coaching and organizational effectiveness consulting.

• Assist Fortune 500 and mid-sized companies in achieving continuous and measurable improvement in their people’s performance.

• With over 100 coaches and organizational consultants located throughout the U.S. and the world, WJM can meet the needs of executives in all locations around the world.

The Challenge

• Flat Organization– CEO, 9 Officers (VPs), 40 Directors, 200 Managers

• Business challenges requiring new leadership focus– Need for growth – Uncertain regulatory environment

• Lack of Coordinated Development Programs for Officer/Director population

• Little data on leadership potential and/or composite strengths/areas for development

• Need to focus on succession planning with several Officers scheduled for retirement

Leadership Discovery Process™ Objectives

• Self discovery and support for role development • Develop Leaders

o Assess each leader’s potentialo Understand strengths and areas for

development to prepare leader’s for future challenges

• Expose senior level executives to the benefits of assessment and coaching including self discovery and ownership of development

• Identification of group norms and practical and targeted developmental opportunities

Atlantic Health’s Commitment – Message from the CEO

We have embarked on this journey to further your leadership skills, both from a personal and professional perspective:

• Demands of healthcare are challenging and constantly shifting: – Consistent with our strategic plan, we will position

ourselves to respond to these demands today and for the future

– Your capable leadership drives our positioning • Leadership is an essential and transferrable competency• We have customized your developmental goals for you to

build your skill set today and to enable you to lead in the future

• We are committed to you!

The Solution

Program PlanningOct. 2009

ResultsJune 2010

Org. Themes & Group Sessions

April 2010

Targeted Executive Coaching

Jan.-Mar. 2010

LPE™ & Developmental PlanningDec. 2009

360° Assessmen

tNov. 2009

Participant Leadership AssessmentNov. 2009

Program Planning

• WJM and AH define the overall content of the program, measures of success, communications strategy and material design.

• Selection of cadre of highly qualified WJM executive coaches.

• Plan for regular coach meetings to explore organizational themes common among the participants, and shared best development practices specific to AH’s leadership objectives and unique culture.

• Customize 360 tool for AH competencies and select appropriate personality assessment

Participant Leadership Assessment

• WJM coach conducts an interview with each participant and his/her manager focusing on perceived strengths and developmental opportunities aligned to AHs competency model.

• Following the interview, WJM administered an online 16PF® personality assessment.

Behavioral Competencies: Officers and Directors

 Managing Vision and Purpose Strategic Agility Business Acumen Developing Direct Reports Customer Focus Managing and Measuring Work Managerial Courage

AH Behavioral Competencies Mapped to 16PF

 Managing Vision & Purpose

Strategic Agility

Business Acumen

Developing Direct

Reports

Customer Focus

Managing & Measuring

Work

Managerial Courage

Warmth Attentive to others

Outgoing & Attentive to others

Reasoning Leaning towards Abstract Thinking

Leaning towards Abstract Thinking

Leaning towards Abstract Thinking

Emotional Stability Adaptive and Mature

Adaptive and Mature

Dominance Assertive Assertive Assertive AssertiveLiveliness Lively LivelyRule-Consciousness Dutiful, but

non conforming

Dutiful Dutiful

Social Boldness Socially Bold

Thick Skinned Socially Bold, Thick Skinned

Socially Bold, Thick Skinned

Sensitivity Objective ObjectiveVigilance Vigilant and

AcceptingVigilant and Accepting

Vigilant and Accepting

Abstractedness Idea Oriented

Idea Oriented

Idea Oriented and Solutions oriented

Idea Oriented and Solutions oriented

Privateness ForthrightApprehension Self Assured Self AssuredOpenness to Change Open to

Change, Experimenting

Open to Change, Experimenting

Self-Reliance Affiliative AffiliativePerfectionism Organized

and FlexibleOrganized and Flexible

Organized

Tension High Energy, Driven

360° Assessment

• WJM customizes a 360°assessment survey to reflect AH’s leadership competencies.

• WJM administers on-line 360°survey to each participant, their manager(s), peers, and direct reports.

• The goal of the 360°assessment is to understand how the participants’ colleagues perceive and experience them.

LPE™ & Developmental Planning

• The result of the interviews and assessments are summarized for each participant in a Leadership Proficiency Evaluation™

• LPE™ is delivered to the executive by the WJM coach in a feedback session, and with his/her manager in a triad session.

• A development plan is agreed upon, focusing on 2 to 3 major developmental opportunities resulting from the assessment and interviews.

Targeted Executive Coaching

• The WJM Executive Coach provides targeted coaching to each participant, focusing on the defined developmental objectives over a two month period.

• Final triad meeting held at end of coaching period with participant, manager and coach to discuss next steps and accountability.

Org. Themes & Group Development Sessions

• The WJM Account Director facilitates regular collaborative sessions with the coaches during which predominant leadership developmental opportunities are identified and explored.

• Data regarding these themes are shared with AH’s Director of HR/OD.

• A debrief session is held on composite results with the participant group where feedback about the process and ideas generated for group workshops are encouraged to be shared.

• WJM designs group workshops for the participants, facilitated by experienced WJM content experts, to address the highest impact of these subjects, including Developing Direct Reports and Presenting with Impact.

 

360 Composite Results

Group Strengths

Group Developmental Opportunities

Results

• The participants have included their development goals as part of AH’s annual goals and performance reviews.

• In June, each participant and his/her manager will complete a qualitative survey to assess progress against goals.

• Comparison 360 on-line survey will be distributed and reviewed with executives (Dec. 2010)

The Results“ 

LDP™ participants were surveyed in April regarding their perceptions of the program. Over 95% of the participants strongly agreed that the LDP™ helped them:

• Better understand their strengths and opportunities for development.

• Align their development goals to the organization’s objectives.

• Through the coaching, make meaningful progress towards attaining their development goals.

• Improve their self awareness.

The Results“ 

Direct participant feedback from the survey:• “I enjoyed the ability to have multiple sources assist

with need and goal awareness.”• “The combination of assessments (self + 360) led to a

heightened understanding of my strengths and areas for development.”

• “It created a forum for greater self awareness of my strengths and areas for development. It also allowed me to connect with my peers, and assist them with their development plans through a formal program recognized by senior leadership. Thanks.”

• “It provided a great opportunity for genuine feedback from supervisors, peers and direct reports and a confidential environment to discuss that.”

Client Feedback

“AH decided to embark on the LDP™ with WJM Associates to codify our succession planning efforts to provide leadership and skill development to prepare our organization for the future.  The LDP™ is a focused, organized, concise and effective development program which raises people’s awareness of their strengths and opportunities for development in a non-threatening way.  The LDP™, and in particular the triad sessions conducted with the WJM coach, the participant and the participant’s manager, had a nice focus on both career and personal growth and fostered a constructive and supportive conversation.”

Joseph Trunfio, Ph.D., President and CEO

“The LDP™ has helped us position ourselves for the future with a robust pipeline of talent focused on the key competencies required for success. The process has turned out to be exactly what Atlantic Health needed at this point in our evolution as a leading healthcare organization when it comes to engaging and developing talent. WJM has done a great job of tailoring the entire experience to best fit our unique culture, developmental goals and budget. I would recommend the LDP™ to any company seeking to bring their top talent to the next level.”

Andy Kovach, CAO & VP, HR

Client Feedback“ 

“The LDP™ exceeded my expectations.  As a leader of our organization, it was terrific to be able to reflect on how I am being perceived by others, what’s working well and not so well.  My coach and I had a great working relationship.  She enabled me to fully reflect on the assessment data, encouraging me to focus on meaningful developmental opportunities.  The process allowed me to re-prioritize how I go about my work to enable the best outcome for myself and the organization.  Additionally, as a manager of a participant going through the process, my direct report and I were able to become crystal clear about targets for professional growth.  Getting people to sit down and think about themselves in an honest and thoughtful way was worth the investment of time”

Linda Reed, CIO & VP, ISS 

“I enjoyed the process tremendously and would highly recommend WJM’s LDP™ to other organizations looking to enable their leaders to achieve their potential.  Given all the activities involved in the program, including 360⁰’s, self-assessment, personality profiling and triad meetings, we accomplished a lot and it was very manageable.  The LDP™ enabled me to formulate realistic growth plans.   The coaching led me to let go of things that were counter-productive.  In addition, the composite results for all participants have led to the development of some very targeted workshops that WJM will facilitate to help us continue our development of relevant leadership skills.  All in all, I believe the LDP™ was an excellent use of time.”

Judy Wall, Director, ISS

Next Steps

• Phase Two to Commence Fall 2010• Participants to include remaining Officers and

Directors• Physician leaders will be included