Healthcare Capstone BU Responses to Moral Compassing Discussion Discuss the importance of “moral compassing” for the Christian health administrator. Health

Healthcare Capstone BU Responses to Moral Compassing Discussion Discuss the importance of “moral compassing” for the Christian health administrator. Health Administration Capstone
MHA 670
Hall #6
Emotional Competence and Transformation
Introduction to Hall
• Leader success depends on
▫ Leader skills
▫ Team
▫ Resources available
▫ Motivation
2
Topics Covered
• Emotional competence
• Toxic Organizations
• Leadership Transformation
3
Hall Objectives
• Examine Biblical worldview as a
framework for the deterrence of toxic
behaviors in organizations.
• Discuss the significance of the leadership
calling as an integral component of
engagement.
• Understand how the concept of
emotional competence is integral to the
leadership role.
4
Hall Objectives (cont.)
• Discuss how healthy organizations
become toxic.
• Discuss principles and strategies for
minimizing toxic behaviors in
organizations.
• Describe the negative impact of system
toxic practice on employee performance.
5
Biblical Worldview Application
• 2 Timothy 2:15
▫ Work hard
▫ Receive God’s approval
▫ Not ashamed
▫ Correctly explains truth
6
Emotional Competence
• Holism
• Intrinsic Motivation
• Emergent Leadership
CHAPTER 10
• Dissipative Leadership
Emotional Competence:
• Integrated Leadership
A Vital Leadership Skill
The illiterate of the 21st century will not be those who
cannot read and write, but those who cannot learn,
unlearn, and relearn.
-Alvin Toffler
7
Holism
• Whole is greater than
parts
• All styles and
approaches
• Reflective thinking
• Reevaluate and redefine
visions
8
Intrinsic Motivation
• Self-motivation
• Working toward goals
▫ Meaningful
▫ Attainable
▫ Aligned with self-esteem
• Valuing of individuals
9
Emergent Leadership
• Space between individuals
• Influential member of an organization
• Positive communication behaviors
• Most respected and followed
10
Dissipative Leadership
• Change and disruption necessary
• Transferring leadership
• Leadership is dynamic
• Integration of ethics and mores
11
Integrated Leadership
• Efficiency
• Defines clear priorities
• Effective boundaries
• Balance
• Emotional competence
12
Emotional Competence
• Emotional intelligence
• Translation of personal feelings
• Understanding of emotions
• Essential for success
• Many characteristics and behaviors
13
Self-Awareness
• Understanding of strengths/weaknesses
• Know how you feel
• Impact of emotions and actions
• Self-confidence
• Humility
14
Openness To New Ideas
• Communication
• Decision-making
• Listening to others
• Integration
• Collective wisdom
15
Valuing Knowledge
• Quest for new information
• Filter and manage new information
• Constant pursuit of knowledge
• All outcomes have purpose
16
Compassion
• Sharing feelings
• Personal involvement
• Developing others
• Active listening
• Understanding others
17
Biblical Worldview Application
• Psalm 139:1-6
▫ Examined my heart
▫ Know all about me
▫ Blessing on my head
▫ Knowledge far beyond my understanding
18
Presence
• Ability to connect
• Motivates and inspires
• Caring from the top
• Confidence
• Professionalism
19
Mindfulness
• Attention on the present
• Non-judgmental
• Embrace emotions
20
Passionate Optimism & Balance
• Positive mindset
• Boost productivity
• Enhance employee morale
• Expect success
• Must have balance
21
Resilience
• Recover in loss
• Cope
• Renew
• revitalize
22
Impulse Control
• Control of emotions/impulses
• Think before acting
• Maintain dignity
• It is a choice.
23
Moral compassing
• Right vs. wrong
• “True north”
• Natural laws and
principles
▫
▫
▫
▫
Fairness and kindness
Dignity and charity
Integrity and honesty
Quality and service
24
Honor and Power Principles (Covey)
• Persuasion
• Patience
• Gentleness
• Teachableness
• Acceptance
• Kindness
• Openness
• Compassionate
confrontation
• Consistency
• Integrity
Benefits of Emotional Competence
in Healthcare
• Focused Hiring
• Improved Succession Planning
• Higher Productivity
▫ Uniqueness of team members




Decision making style
Motivation
Values
External orientation
26
Toxic Organizations
• Toxins impair
• Poor performance
• Poor decision-making
• Dissatisfaction
• Stress
27
Characteristics Of Toxic
Organizations
• Inability to achieve goals
• Problem-solving processes
• Poor internal communication
• Huge amounts of waste
• Manipulative
• Self-centeredness
28
Vertical Authority Structure
• Top-down structure
• Can become inefficient
• Slow decision processing
• Power retained at the top
29
Inequitable Reward and Recognition
Practices
• Inequitable pay
▫ Can cause:
 Division
 Jealousy
 Mistrust
30
Abuse Of Power
• Deceit
• Constraint
• Coercion
• Selfishness
• Inequity
• Cruelty
• Disregard
31
Lack Of Respect For The Workforce
• Effects productivity
• Examples
▫ Rudeness
▫ Dismissing new ideas
▫ Lack of courtesy
▫ Disrespect
32
Failure To Manage Unmotivated
Employees
• Takes time and energy
• Why are they
unmotivated?
33
Tolerance Of Antisocial Behavior
• How employees think about work
• How workers behave
• Examples
▫ Sexual harassment
▫ Rumor mongering
• Leader should recognize
inappropriateness
34
Biblical Worldview Application
• Proverbs 15:18
▫ Hot-tempered person
 Starts fights
▫ Cool-tempered person
 Puts them out
35
Toxic Mentoring
• Negative experiences
• Examples
▫ Not available when help needed
▫ Provides inadequate guidance
▫ Eagerly and publicly points out mistakes
▫ Used for mentor’s benefit
36
Inconsistency & Dishonesty
• Inconsistent in word and action
• Ambiguous
• Contradictory
• Results in confusion
37
Imbalance Between Work &
Personal Life
• Blurring of boundaries
• Impact of technology on personal life
• Always available
38
Advocacy Gone Awry
• Hindered by personal agenda
• Lack of communication
• Lack of respect for decisions of others
39
Toxic Leaders
• Cold and distant
• Lack emotional maturity
• Unpredictable
• Inconsistent
• Sends mixed messages
• Creates confusion
• Lack of awareness
40
Principles for Minimizing Toxic
Behaviors
• Know Thyself
▫ Identify values
▫ Importance of integrity
▫ Self-analysis
▫ Confront emotions
▫ Acknowledge employees
41
Principles for Minimizing Toxic
Behaviors
• Walk The Talk
▫ Act in accordance with values
▫ Congruent action
▫ Constancy of values
42
Principles for Minimizing Toxic
Behaviors
• Be Willing To Listen
▫ Problem solving
▫ Decision-making
▫ Critical Listening
43
Principles for Minimizing Toxic
Behaviors
• Value the Truth of the Whole
▫ Multiple points of view
▫ Cherish opposing viewpoints
44
Principles for Minimizing Toxic
Behaviors
• Empower Employees
▫ Multiple points of view
▫ Cherish opposing viewpoints
45
Principles for Minimizing Toxic
Behaviors
• Build Relationships on Respect
▫
▫
▫
▫
▫
▫
Preserve dignity
Encourage communication
Encourage self-improvement
Give feedback
Be open to new ideas
Compensate fairly
46
Principles for Minimizing Toxic
Behaviors
• Act as an Agent of Transformation
▫
▫
▫
▫
Encourage collaboration
Non-threatening
Transform career pathways
Value of employee loyalty
47
Principles for Minimizing Toxic
Behaviors
• Screen Job Candidates for Dysfunction
▫ Identify dysfunctional behaviors
▫ New approaches for interviewing
▫ New approaches for selecting
48
Principles for Minimizing Toxic
Behaviors
• Expect Accountability
▫ Ownership
▫ Proactive response
▫ Current and future efforts
49
Principles for Minimizing Toxic
Behaviors
• Reward Value-Adding Behaviors
▫
▫
▫
▫
Improvements in clinical conditions
Self-care
Knowledge of condition/treatment
Healthy lifestyle
50
Biblical Worldview Application
• 1 Corinthians 10:13
▫ Your temptations are
like others
▫ God is faithful
▫ Will not allow it to
overwhelm
▫ When tempted, endure
51
Recap of Hall
• Emotional competence
• Toxic Organizations
• Leadership Transformation
52
What’s next?
• Complete the reading assignments
• Take the Hall Quiz
• Answer the discussion questions
• Complete the writing assignments
53
References
• Covey, S. (1992). Principle-Centered Leadership. Los Angeles, CA: Fireside Press.
• Malloch, K. & Porter-O’Grady, T. (2009). The Quantum Leader: Applications for the
New World of Work. (2nd ed.). Sudbury, MA: Jones & Bartlett Learning.
• Orlov, J. (2003). The Holistic Leader: A Developmental Systemic Approach to
Leadership. Paper presented at The Wisdom of ASTD-LA 2003: The Los Angeles Chapter
of the American Society for Training and Development (ASTD-LA), Los Angeles, CA.
Retrieved from http://www.julieorlovconsulting.com/docs/holistic_leader_article.pdf.
• Porter-O’Grady, T. & Malloch, K. (2011). Quantum Leadership – Advancing Innovation,
Transforming Health Care. (3rd ed.). Sudbury, MA: Jones & Bartlett Learning.
• The Holy Bible (New Living Translation)
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