LEADS Impact Study

Shauna  FenwickJune  2016

LEADS in a Caring Environment

Five  Leadership  Domains

L – Lead  Self

E – Engage  Others

A – Achieve  Results

D – Develop  Coalitions

S – System  Transformation

Four capabilities per domain

Four Capabilities per Domain

Lead Self

Self aware

Manage Self

Develop Self

Demonstrate Character

Engage Others

Foster Development

Healthy Organization

Communicate Effectively

Build Teams

Achieve Results

Set Direction

Align Decisions

Take Action

Assess & Evaluate

Develop Coalitions

Purposeful Partnerships

Customer Service

Mobilize Knowledge

Navigate Socio-political

Systems Transformation

Systems Thinking

Orient to Future

Support Innovation

Orchestrate Change

• 2006 – LEADS developed for HCLABC by RRU based research team

• 2006 – 2009/10 – Leaders for Life pilot projects (BC)

• 2009 – LEADS confirmed / adopted by CHLNet

• 2012 – LEADS transferred to CCHL

• 2014 – 2016 – Mitacs funded study re: impact– Co-sponsors: CCHL & Fenwick Leadership Explorations– RRU Academic Supervisors: Ron Lindstrom, Brigitte Harris– Fellow: Silvia Vilches

Brief History

Study Approach

• Qualitative• 5 Case Studies– Early adopters– Diversity

• 76 informants– 3 types

• 2 methods– Interviews – Focus groups

• CADTH• Health PEI• Saskatoon Health

Region• Island Health (BC)• Alberta Health

Services

1. Why are you using the LEADS framework?

2. How are you using the LEADS framework?

3. What is helping or hindering the use of the LEADS framework?

4. What difference does your use of the LEADS framework make?

5. How do you know that your use of the LEADS framework is making a difference?

Research Questions

Strong indications that, in many ways, using LEADS enables individuals to work with others in more focused

ways to achieve organizational goals.

LEADS is effective in diverse organizations, at varying scales, with a variety of implementation strategies.

Key Messages

• All case study organizations invested in leadership development as a means to achieve strategic directions.

• Adoption story not always widely known.

Why use LEADS?

Findings

• Individual• Team• Organization

Findings – What difference?

• Individual• Team• Organization

• Easy to use

• Language

• Self awareness– Lead Self is foundational

• How to work with others

• Improved confidence

• Strengthened sense of personal responsibility & capacity

• Systems perspective

Findings – What difference?

• Individual• Team• Organization

• Team skills

• Changed conversations

• Mindset re: collaboration

• Learning environment

• Connect to organizational goals

• Connect with other departments

Findings – What difference?

• Individual• Team• Organization

• Context dependent

• Changed way of doing business

• Healthier environment

• Improved interdisciplinary function

• Focused talent development

Organization Level

Talent Development

Leadership Development

Practice

What helps use LEADS?

• Senior leadership advocacy / champion

• Integrate / embed into business processes

– Link with strategic directions

– Embed in ways of doing business

• Meetings, projects…

– Use LEADS language in routine reporting

– Feedback on successes

– Communication – use LEADS language to celebrate

What helps use of LEADS? (Org level)

What helps use of LEADS?

• Development

– Learning events

– 360s

– Learning plans & goals

– LEADS-based performance conversations

– Integrate in team meetings (CADTH)

• Recruitment

• Onboarding

• Succession planning

Structural support – Talent development

Learning offerings

• Align existing programs to LEADS

• Align with strategic directions

• Build internal capacity (facilitation & knowledge base)

• External partnerships (Post-secondary, consultants)

• More online and virtual offerings

– Self study

• Develop internal tools (AHS behavioural dictionary)

What helps use of LEADS? (LD-1)

Structured social learning

• Action learning teams / projects

• Peers

• Mentors

• Coaches

• Communities of practice

What helps use of LEADS? (LD-2)

Practice supports

• Supervisory support

• More TBA…

What helps use of LEADS? (LD-3)

• No visible use by senior leadership

• LEADS use limited to learning programs

– Not everyone has access to education

• No obvious link to ways LEADS contributes to achieving strategic directions

• Local focus

• Little organizational communication re: LEADS

What hinders use of LEADS?

How do you know LEADS makes a difference?

• Non linear relationship

• No “secret sauce” re: measurement

Findings – How do you know?

• Anecdotal evidence• Process changes• Outputs/outcomes

• Stories

• Personal impact

• Accomplishments

• Capacity to do jobs

• Ability to plan for future

Findings – How do you know?

• Anecdotal evidence• Process changes• Outputs/outcomes

Different ways that…

• We talk about work together

• Meetings are run

• Work is planned

• We collaborate

• More connection with strategic goals

Findings – How do you know?

• Anecdotal evidence• Process changes• Outputs/outcomes

• Leadership development

– Variable investment in leadership development

– Enrolment metrics

– Succession plans

• Organizational success?

– LEADS not included in routine reporting

• Customer service?

Strong indications that, in many ways, using LEADS enables individuals to work with others in more focused

ways to achieve organizational goals.

LEADS is effective in diverse organizations, at varying scales, with a variety of implementation strategies.

Summary

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