LEAD Academy is an intensive, 12-module training experience using
tools and experiential learning to empower recently hired, newly
appointed or previously untrained health care leaders to better
understand and use their strengths. Designed for health care
supervisors and managers, LEAD is built on the underlying
principle that effective leadership requires productive
relationships to support excellence in patient care, sustainable
business objectives and a safe patient environment.
LEAD Academy sessions provide a safe environment to practice
newly learned skills and align work goals and actions to support
the broader vision of the organization. Engaging activities guide
participants through the process of understanding differing
leadership styles and overcoming the distinct challenges of being
a leader. Specific program focus areas include:
Self development
Supporting the development of others
Managing and developing a successful organization
Schedule
Cohort 1
Module 1 – March 17
Module 2 – April 7
Module 3 – April 21
Module 4 – May 12
Module 5 – May 26
Module 6 – June 9
Module 7 – June 30
Module 8 – July 21
Module 9 – August 11
Module 10 – September 1
Module 11 – September 22
Module 12 – October 6
Academy Objectives
Improve the performance of the people and the group that
report to them
Enhance their contribution to the achievement of facility and
System objectives
Increase their own self management skills during everyday and
stressful situations
Curriculum
Module 1
From Peer, to Manager, to Leader
At the conclusion of this module managers will be able
to:
• Differentiate between leadership and management/supervision,
and use
the approach best suited to the situation
• Explain what successful leadership, management/supervision
looks and
sounds like
• Apply four key leadership principles and practices and
practices that
support success for supervisors and
managers
• Describe how job responsibilities at each level of the
organization align
to help the organization achieve its goals and
objectives
Module 2
Leading People Differently/DISC
At this conclusion of this module managers will be able to:
• Approach tasks and relationships differently with different
people
(using the DISC tool)
• Acknowledge how their own behavior is influenced by
preferences
• Adapt their style to develop improved relationships with
employees who have a different “style”
• Influence people with whom they have been challenged in the
past
Module 3
Leadership Communication Best Practices
At the conclusion of this module managers will be able to:
• Successfully use the three communication cues that impact
understanding
• Use interpretive listening to help employees and colleagues
understand
the reason for communication
• Deliver messages in a way that achieves the intent of the
communication
• Apply the most effective communication tools with different
people in
different situations
Module 4
Coaching Employees to Higher Performance
At the conclusion of this module managers will be able to:
• Identify coaching goals based on the needs of the employee and
the
organization
• Adapt their coaching approach based on the person in the
situation and
the desired outcome
• Plan and facilitate coaching meetings for improved or
higher
performance
• Increase employee performance as a result of focused feedback
Module 5
Leading Others Through Change
At the conclusion of this module managers will be able to:
• Predict their own natural responses to day-to-day and
event-based
change
• Determine their employees’ and others’ predictable responses to
day-to-
day and event-based change
• Use their leadership and communication skills to help their
employees’
and others’ work through issues arising from
change
• Keep and adapt gentle pressure towards successful change
Module 6
Managing Performance
At the conclusion of this module managers will be able to:
• Create measurable performance goals with each employee that
reinforce the organization’s goals
• Observe employee performance objectively
• Reduce rater bias in evaluating performance and providing
feedback
• Stay in their “Adult” persona when giving performance feedback
Module 7
Planning and Running Effective Meetings
At the conclusion of this module managers will be able to:
• Use different processes for different meetings
• Plan and open outcome-oriented meetings
• Manage meeting processes and behaviors
• Close meetings to enhance understanding, agreement and
action
• Follow-up on meetings to provide maximum benefit
Module 8
Building and Leading Effective Teams
At the conclusion of this module managers will be able to:
• Clarify the team’s purpose and ensure a WIIFM (What’s In It For
Me) for
all
• Define the roles and responsibilities required from team
members
• Identify and build on each team member’s
knowledge, skill,
experience, and interpersonal style
• Apply process tools and techniques to guide proactive
team
engagement
• Measure, track, and report team performance for continuous
team
development
Module 9
Resolving Interpersonal Conflict
At the conclusion of this module managers will be able to:
• Identify common sources of conflict
• Choose between five options for responding to conflict at the
source
based on the risks and benefits of each
• Adjust their preferred style for responding to conflict to
achieve a
productive outcome
• Facilitate and engage in a conversation focused on successful
conflict
resolution
Module 10
Organizing Your Time, Work and Priorities
At the conclusion of this module managers will be able to:
• Identify and overcome personal time wasters, procrastination,
or
indecision
• Create or enhance a personal productivity strategy based
strengths and
limitations
• Prioritize requests, requirements and deadlines
• Organize and manage their workspace, phone, and e-mail
Module 11
Why and How of Organizational Policies
At the conclusion of this module managers will be able to:
• Explain the impact of the dynamics that drive organizational
behavior in
health care
• Create policies that establish or reinforce the desired
organizational
culture
• Interpret and communicate organizational policies and
ensure
understanding and buy-in to increase compliance
• Administer and reinforce organizational policies
Module 12
Business and Finance for Today’s Health Care Leader
At the conclusion of this module managers will be able to:
• Read a financial report and know why it matters
• Explain health care reimbursement; how hospitals get paid,
third-party
payers and why they matter
• Describe the relationship between a department’s finances and
the
hospital’s finances
• Explain organizational performance measures and how to use them
LEAD Academy is an intensive, 12-module training experience using
tools and experiential learning to empower recently hired, newly
appointed or previously untrained health care leaders to better
understand and use their strengths. Designed for health care
supervisors and managers, LEAD is built on the underlying
principle that effective leadership requires productive
relationships to support excellence in patient care, sustainable
business objectives and a safe patient environment.
LEAD Academy sessions provide a safe environment to practice
newly learned skills and align work goals and actions to support
the broader vision of the organization. Engaging activities guide
participants through the process of understanding differing
leadership styles and overcoming the distinct challenges of being
a leader. Specific program focus areas include:
Self development
Supporting the development of others
Managing and developing a successful organization
Schedule
Cohort 2
Module 1 – August 6
Module 2 – August 20
Module 3 – September 10
Module 4 – September 24
Module 5 – October 8
Module 6 – October 22
Module 7 – November 5
Module 8 – November 19
Module 9 – December 3
Module 10 – December 17
Module 11 – January 7
Module 12 – January 21
Academy Objectives
Improve the performance of the people and the group that
report to them
Enhance their contribution to the achievement of facility and
System objectives
Increase their own self management skills during everyday and
stressful situations
Curriculum
Module 1
From Peer, to Manager, to Leader
At the conclusion of this module managers will be able
to:
• Differentiate between leadership and management/supervision,
and use
the approach best suited to the situation
• Explain what successful leadership, management/supervision
looks and
sounds like
• Apply four key leadership principles and practices and
practices that
support success for supervisors and
managers
• Describe how job responsibilities at each level of the
organization align
to help the organization achieve its goals and
objectives
Module 2
Leading People Differently/DISC
At this conclusion of this module managers will be able to:
• Approach tasks and relationships differently with different
people
(using the DISC tool)
• Acknowledge how their own behavior is influenced by
preferences
• Adapt their style to develop improved relationships with
employees who have a different “style”
• Influence people with whom they have been challenged in the
past
Module 3
Leadership Communication Best Practices
At the conclusion of this module managers will be able to:
• Successfully use the three communication cues that impact
understanding
• Use interpretive listening to help employees and colleagues
understand
the reason for communication
• Deliver messages in a way that achieves the intent of the
communication
• Apply the most effective communication tools with different
people in
different situations
Module 4
Resolving Interpersonal Conflict
At the conclusion of this module managers will be able to:
• Identify common sources of conflict
• Choose between five options for responding to conflict at the
source
based on the risks and benefits of each
• Adjust their preferred style for responding to conflict to
achieve a
productive outcome
• Facilitate and engage in a conversation focused on successful
conflict
resolution
Module 5
Coaching Employees to Higher Performance
At the conclusion of this module managers will be able to:
• Identify coaching goals based on the needs of the employee and
the
organization
• Adapt their coaching approach based on the person in the
situation and
the desired outcome
• Plan and facilitate coaching meetings for improved or
higher
performance
• Increase employee performance as a result of focused feedback
Module 6
Leading Others Through Change
At the conclusion of this module managers will be able to:
• Predict their own natural responses to day-to-day and
event-based
change
• Determine their employees’ and others’ predictable responses to
day-to-
day and event-based change
• Use their leadership and communication skills to help their
employees’
and others’ work through issues arising from
change
• Keep and adapt gentle pressure towards successful change
Module 7
Building and Leading Effective Teams
At the conclusion of this module managers will be able to:
• Clarify the team’s purpose and ensure a WIIFM (What’s In It For
Me) for
all
• Define the roles and responsibilities required from team
members
• Identify and build on each team member’s
knowledge, skill,
experience, and interpersonal style
• Apply process tools and techniques to guide proactive
team
engagement
• Measure, track, and report team performance for continuous
team
development
Module 8
Planning and Running Effective Meetings
At the conclusion of this module managers will be able to:
• Use different processes for different meetings
• Plan and open outcome-oriented meetings
• Manage meeting processes and behaviors
• Close meetings to enhance understanding, agreement and
action
• Follow-up on meetings to provide maximum benefit
Module 9
Managing Performance
At the conclusion of this module managers will be able to:
• Create measurable performance goals with each employee that
reinforce the organization’s goals
• Observe employee performance objectively
• Reduce rater bias in evaluating performance and providing
feedback
• Stay in their “Adult” persona when giving performance feedback
Module 10
Organizing Your Time, Work and Priorities
At the conclusion of this module managers will be able to:
• Identify and overcome personal time wasters, procrastination,
or
indecision
• Create or enhance a personal productivity strategy based
strengths and
limitations
• Prioritize requests, requirements and deadlines
• Organize and manage their workspace, phone, and e-mail
Module 11
The Why and How of Organizational Policies
At the conclusion of this module managers will be able to:
• Explain the impact of the dynamics that drive organizational
behavior in
health care
• Create policies that establish or reinforce the desired
organizational
culture
• Interpret and communicate organizational policies and
ensure
understanding and buy-in to increase compliance
• Administer and reinforce organizational policies
Module 12
Business and Finance for Today’s Health Care Leader
At the conclusion of this module managers will be able to:
• Read a financial report and know why it matters
• Explain health care reimbursement; how hospitals get paid,
third-party
payers and why they matter
• Describe the relationship between a department’s finances and
the
hospital’s finances
• Explain organizational performance measures and how to use them
For additional information, contact Sherita Rogers, Education
Specialist, at srogers@hasc.org or (213) 538-0770.
In light of the latest COVID-19 development and the Centers for
Disease Control and Prevention recommendations, Hospital
Council has postponed its Northern California QIPS
Leadership Summit. A new date for the summit has not been
determined at this time.
LEAD Academy is an intensive, 12-module training experience using
tools and experiential learning to empower recently hired, newly
appointed or previously untrained health care leaders to better
understand and use their strengths. Designed for health care
supervisors and managers, LEAD is built on the underlying
principle that effective leadership requires productive
relationships to support excellence in patient care, sustainable
business objectives and a safe patient environment.
LEAD Academy sessions provide a safe environment to practice
newly learned skills and align work goals and actions to support
the broader vision of the organization. Engaging activities guide
participants through the process of understanding differing
leadership styles and overcoming the distinct challenges of being
a leader. Specific program focus areas include:
Self development
Supporting the development of others
Managing and developing a successful organization
Schedule
Cohort 1
Module 1 – April 8
Module 2 – April 22
Module 3 – May 6
Module 4 – May 20
Module 5 – June 3
Module 6 – June 17
Module 7 – July 8
Module 8 – July 22
Module 9 – August 5
Module 10 – August 19
Module 11 – September 9
Module 12 – September 23
Academy Objectives
Improve the performance of the people and the group that
report to them
Enhance their contribution to the achievement of facility and
System objectives
Increase their own self management skills during everyday and
stressful situations
Curriculum
Module 1
From Peer, to Manager, to Leader
At the conclusion of this module managers will be able
to:
• Differentiate between leadership and management/supervision,
and use
the approach best suited to the situation
• Explain what successful leadership, management/supervision
looks and
sounds like
• Apply four key leadership principles and practices and
practices that
support success for supervisors and
managers
• Describe how job responsibilities at each level of the
organization align
to help the organization achieve its goals and
objectives
Module 2
Leading People Differently/DISC
At this conclusion of this module managers will be able to:
• Approach tasks and relationships differently with different
people
(using the DISC tool)
• Acknowledge how their own behavior is influenced by
preferences
• Adapt their style to develop improved relationships with
employees who have a different “style”
• Influence people with whom they have been challenged in the
past
Module 3
Leadership Communication Best Practices
At the conclusion of this module managers will be able to:
• Successfully use the three communication cues that impact
understanding
• Use interpretive listening to help employees and colleagues
understand
the reason for communication
• Deliver messages in a way that achieves the intent of the
communication
• Apply the most effective communication tools with different
people in
different situations
Module 4
Coaching Employees to Higher Performance
At the conclusion of this module managers will be able to:
• Identify coaching goals based on the needs of the employee and
the
organization
• Adapt their coaching approach based on the person in the
situation and
the desired outcome
• Plan and facilitate coaching meetings for improved or
higher
performance
• Increase employee performance as a result of focused feedback
Module 5
Leading Others Through Change
At the conclusion of this module managers will be able to:
• Predict their own natural responses to day-to-day and
event-based
change
• Determine their employees’ and others’ predictable responses to
day-to-
day and event-based change
• Use their leadership and communication skills to help their
employees’
and others’ work through issues arising from
change
• Keep and adapt gentle pressure towards successful change
Module 6
Managing Performance
At the conclusion of this module managers will be able to:
• Create measurable performance goals with each employee that
reinforce the organization’s goals
• Observe employee performance objectively
• Reduce rater bias in evaluating performance and providing
feedback
• Stay in their “Adult” persona when giving performance feedback
Module 7
Planning and Running Effective Meetings
At the conclusion of this module managers will be able to:
• Use different processes for different meetings
• Plan and open outcome-oriented meetings
• Manage meeting processes and behaviors
• Close meetings to enhance understanding, agreement and
action
• Follow-up on meetings to provide maximum benefit
Module 8
Building and Leading Effective Teams
At the conclusion of this module managers will be able to:
• Clarify the team’s purpose and ensure a WIIFM (What’s In It For
Me) for
all
• Define the roles and responsibilities required from team
members
• Identify and build on each team member’s
knowledge, skill,
experience, and interpersonal style
• Apply process tools and techniques to guide proactive
team
engagement
• Measure, track, and report team performance for continuous
team
development
Module 9
Resolving Interpersonal Conflict
At the conclusion of this module managers will be able to:
• Identify common sources of conflict
• Choose between five options for responding to conflict at the
source
based on the risks and benefits of each
• Adjust their preferred style for responding to conflict to
achieve a
productive outcome
• Facilitate and engage in a conversation focused on successful
conflict
resolution
Module 10
Organizing Your Time, Work and Priorities
At the conclusion of this module managers will be able to:
• Identify and overcome personal time wasters, procrastination,
or
indecision
• Create or enhance a personal productivity strategy based
strengths and
limitations
• Prioritize requests, requirements and deadlines
• Organize and manage their workspace, phone, and e-mail
Module 11
Why and How of Organizational Policies
At the conclusion of this module managers will be able to:
• Explain the impact of the dynamics that drive organizational
behavior in
health care
• Create policies that establish or reinforce the desired
organizational
culture
• Interpret and communicate organizational policies and
ensure
understanding and buy-in to increase compliance
• Administer and reinforce organizational policies
Module 12
Business and Finance for Today’s Health Care Leader
At the conclusion of this module managers will be able to:
• Read a financial report and know why it matters
• Explain health care reimbursement; how hospitals get paid,
third-party
payers and why they matter
• Describe the relationship between a department’s finances and
the
hospital’s finances
• Explain organizational performance measures and how to use them
