Joe Tye Presentation for Georgia Hospital Association Trustee Conference, February 11, 2013
description
Transcript of Joe Tye Presentation for Georgia Hospital Association Trustee Conference, February 11, 2013
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The Governing Boardrsquos
Role in Defining
Hospital Values and
Culture
Georgia Hospital Association Trustee Conference
January 11 2013
Joe Tye CEO and Head CoachValues Coach Inc
Copyright copy 2013 Values Coach
Inc
Click here for web link
![Page 2: Joe Tye Presentation for Georgia Hospital Association Trustee Conference, February 11, 2013](https://reader031.fdocuments.net/reader031/viewer/2022012918/544f4973af79593b028b7d1a/html5/thumbnails/2.jpg)
Click here for web link
![Page 3: Joe Tye Presentation for Georgia Hospital Association Trustee Conference, February 11, 2013](https://reader031.fdocuments.net/reader031/viewer/2022012918/544f4973af79593b028b7d1a/html5/thumbnails/3.jpg)
Herersquos what wersquoll cover today
Part 1 Invisible
Architecturetrade of Your
Hospital
Part 2 The Boardrsquos Role for
Hospital Values and Culture
Questions
5
Part 1
The Invisible
Architecturetrade of
Your Hospital
Healthcare Crisis
Your
Hospita
l
Question 1
When did the
healthcare
crisis begin
Question 2
When will the
healthcare
crisis end
15
This storyhellip
16
Has a happy
ending
ldquoThis is an absolutely fascinating
time to be in healthcare
However if you develop a
negative attitude about all that is
happening and changing you will
probably end up losing big timerdquo
Chuck Lauer yesterday in his Insights blog
Companies that study
employee engagement
consistently find
~ 25 fully engaged
~ 60 not engaged
~ 15 aggressively
disengaged
eg Gallup HR Solutions Press Ganey
Engaged Spark Plugs
21
Not Engaged Zombies
22
Disengaged Vampires
23
What Gallup seeshellip
What patients seehellip
ldquoWhatever the engaged do
the actively disengaged seek
to undo and that includes
problem solving innovation
and creating new
customersrdquo
Jim Clifton The Coming Jobs War
Disengagement
negatively
effectshellip
Clinical
quality
Patient safety
Patient
satisfaction
Productivity
Marketing
image
Job security
But whatrsquos
even more
tragic
It has a life-diminishing
impact on the
disengaged
ldquoDisengagement [is]
one of the chief causes
of underachievement
and depressionrdquoEdward M Hallowell MD in HBR 12-10
The Attitude Bell Curve
A Real World Sarah Rutledge Story
ldquoGoing from 30 million engaged
workers to 60 million engaged
workers would change the face
of America more than any
leadership institution trillions
of stimulus dollars or any law or
policy imaginablerdquoJim Clifton The Coming Jobs War
If doubling the rate of
employee engagement
would transform
America what would it
do for your hospital
-
The journey from mere
Accountabilit
y to a culture of
Ownership
Ac
count
able
Accountability
Doing what you are
supposed to do because
someone else expects it of
you It springs from the
extrinsic motivation of
reward and punishment
You cannot hold people
ldquoaccountablerdquo for the
things that really
matter
Nobody ever
changes the oil in a
rental car
Ownership
Doing what needs to be
done because you expect it
of yourself Ownership
springs from the intrinsic
motivation of personal
pride
18771601 views 78952ndash avg 5 stars As 1-11-13 1235am
ldquoWe have hundreds if not thousands of exampleshelliprdquo 790639
52
Who Owns Left Field
Click here for web link
![Page 4: Joe Tye Presentation for Georgia Hospital Association Trustee Conference, February 11, 2013](https://reader031.fdocuments.net/reader031/viewer/2022012918/544f4973af79593b028b7d1a/html5/thumbnails/4.jpg)
5
Part 1
The Invisible
Architecturetrade of
Your Hospital
Healthcare Crisis
Your
Hospita
l
Question 1
When did the
healthcare
crisis begin
Question 2
When will the
healthcare
crisis end
15
This storyhellip
16
Has a happy
ending
ldquoThis is an absolutely fascinating
time to be in healthcare
However if you develop a
negative attitude about all that is
happening and changing you will
probably end up losing big timerdquo
Chuck Lauer yesterday in his Insights blog
Companies that study
employee engagement
consistently find
~ 25 fully engaged
~ 60 not engaged
~ 15 aggressively
disengaged
eg Gallup HR Solutions Press Ganey
Engaged Spark Plugs
21
Not Engaged Zombies
22
Disengaged Vampires
23
What Gallup seeshellip
What patients seehellip
ldquoWhatever the engaged do
the actively disengaged seek
to undo and that includes
problem solving innovation
and creating new
customersrdquo
Jim Clifton The Coming Jobs War
Disengagement
negatively
effectshellip
Clinical
quality
Patient safety
Patient
satisfaction
Productivity
Marketing
image
Job security
But whatrsquos
even more
tragic
It has a life-diminishing
impact on the
disengaged
ldquoDisengagement [is]
one of the chief causes
of underachievement
and depressionrdquoEdward M Hallowell MD in HBR 12-10
The Attitude Bell Curve
A Real World Sarah Rutledge Story
ldquoGoing from 30 million engaged
workers to 60 million engaged
workers would change the face
of America more than any
leadership institution trillions
of stimulus dollars or any law or
policy imaginablerdquoJim Clifton The Coming Jobs War
If doubling the rate of
employee engagement
would transform
America what would it
do for your hospital
-
The journey from mere
Accountabilit
y to a culture of
Ownership
Ac
count
able
Accountability
Doing what you are
supposed to do because
someone else expects it of
you It springs from the
extrinsic motivation of
reward and punishment
You cannot hold people
ldquoaccountablerdquo for the
things that really
matter
Nobody ever
changes the oil in a
rental car
Ownership
Doing what needs to be
done because you expect it
of yourself Ownership
springs from the intrinsic
motivation of personal
pride
18771601 views 78952ndash avg 5 stars As 1-11-13 1235am
ldquoWe have hundreds if not thousands of exampleshelliprdquo 790639
52
Who Owns Left Field
Click here for web link
![Page 5: Joe Tye Presentation for Georgia Hospital Association Trustee Conference, February 11, 2013](https://reader031.fdocuments.net/reader031/viewer/2022012918/544f4973af79593b028b7d1a/html5/thumbnails/5.jpg)
Healthcare Crisis
Your
Hospita
l
Question 1
When did the
healthcare
crisis begin
Question 2
When will the
healthcare
crisis end
15
This storyhellip
16
Has a happy
ending
ldquoThis is an absolutely fascinating
time to be in healthcare
However if you develop a
negative attitude about all that is
happening and changing you will
probably end up losing big timerdquo
Chuck Lauer yesterday in his Insights blog
Companies that study
employee engagement
consistently find
~ 25 fully engaged
~ 60 not engaged
~ 15 aggressively
disengaged
eg Gallup HR Solutions Press Ganey
Engaged Spark Plugs
21
Not Engaged Zombies
22
Disengaged Vampires
23
What Gallup seeshellip
What patients seehellip
ldquoWhatever the engaged do
the actively disengaged seek
to undo and that includes
problem solving innovation
and creating new
customersrdquo
Jim Clifton The Coming Jobs War
Disengagement
negatively
effectshellip
Clinical
quality
Patient safety
Patient
satisfaction
Productivity
Marketing
image
Job security
But whatrsquos
even more
tragic
It has a life-diminishing
impact on the
disengaged
ldquoDisengagement [is]
one of the chief causes
of underachievement
and depressionrdquoEdward M Hallowell MD in HBR 12-10
The Attitude Bell Curve
A Real World Sarah Rutledge Story
ldquoGoing from 30 million engaged
workers to 60 million engaged
workers would change the face
of America more than any
leadership institution trillions
of stimulus dollars or any law or
policy imaginablerdquoJim Clifton The Coming Jobs War
If doubling the rate of
employee engagement
would transform
America what would it
do for your hospital
-
The journey from mere
Accountabilit
y to a culture of
Ownership
Ac
count
able
Accountability
Doing what you are
supposed to do because
someone else expects it of
you It springs from the
extrinsic motivation of
reward and punishment
You cannot hold people
ldquoaccountablerdquo for the
things that really
matter
Nobody ever
changes the oil in a
rental car
Ownership
Doing what needs to be
done because you expect it
of yourself Ownership
springs from the intrinsic
motivation of personal
pride
18771601 views 78952ndash avg 5 stars As 1-11-13 1235am
ldquoWe have hundreds if not thousands of exampleshelliprdquo 790639
52
Who Owns Left Field
Click here for web link
![Page 6: Joe Tye Presentation for Georgia Hospital Association Trustee Conference, February 11, 2013](https://reader031.fdocuments.net/reader031/viewer/2022012918/544f4973af79593b028b7d1a/html5/thumbnails/6.jpg)
Your
Hospita
l
Question 1
When did the
healthcare
crisis begin
Question 2
When will the
healthcare
crisis end
15
This storyhellip
16
Has a happy
ending
ldquoThis is an absolutely fascinating
time to be in healthcare
However if you develop a
negative attitude about all that is
happening and changing you will
probably end up losing big timerdquo
Chuck Lauer yesterday in his Insights blog
Companies that study
employee engagement
consistently find
~ 25 fully engaged
~ 60 not engaged
~ 15 aggressively
disengaged
eg Gallup HR Solutions Press Ganey
Engaged Spark Plugs
21
Not Engaged Zombies
22
Disengaged Vampires
23
What Gallup seeshellip
What patients seehellip
ldquoWhatever the engaged do
the actively disengaged seek
to undo and that includes
problem solving innovation
and creating new
customersrdquo
Jim Clifton The Coming Jobs War
Disengagement
negatively
effectshellip
Clinical
quality
Patient safety
Patient
satisfaction
Productivity
Marketing
image
Job security
But whatrsquos
even more
tragic
It has a life-diminishing
impact on the
disengaged
ldquoDisengagement [is]
one of the chief causes
of underachievement
and depressionrdquoEdward M Hallowell MD in HBR 12-10
The Attitude Bell Curve
A Real World Sarah Rutledge Story
ldquoGoing from 30 million engaged
workers to 60 million engaged
workers would change the face
of America more than any
leadership institution trillions
of stimulus dollars or any law or
policy imaginablerdquoJim Clifton The Coming Jobs War
If doubling the rate of
employee engagement
would transform
America what would it
do for your hospital
-
The journey from mere
Accountabilit
y to a culture of
Ownership
Ac
count
able
Accountability
Doing what you are
supposed to do because
someone else expects it of
you It springs from the
extrinsic motivation of
reward and punishment
You cannot hold people
ldquoaccountablerdquo for the
things that really
matter
Nobody ever
changes the oil in a
rental car
Ownership
Doing what needs to be
done because you expect it
of yourself Ownership
springs from the intrinsic
motivation of personal
pride
18771601 views 78952ndash avg 5 stars As 1-11-13 1235am
ldquoWe have hundreds if not thousands of exampleshelliprdquo 790639
52
Who Owns Left Field
Click here for web link
![Page 7: Joe Tye Presentation for Georgia Hospital Association Trustee Conference, February 11, 2013](https://reader031.fdocuments.net/reader031/viewer/2022012918/544f4973af79593b028b7d1a/html5/thumbnails/7.jpg)
Question 1
When did the
healthcare
crisis begin
Question 2
When will the
healthcare
crisis end
15
This storyhellip
16
Has a happy
ending
ldquoThis is an absolutely fascinating
time to be in healthcare
However if you develop a
negative attitude about all that is
happening and changing you will
probably end up losing big timerdquo
Chuck Lauer yesterday in his Insights blog
Companies that study
employee engagement
consistently find
~ 25 fully engaged
~ 60 not engaged
~ 15 aggressively
disengaged
eg Gallup HR Solutions Press Ganey
Engaged Spark Plugs
21
Not Engaged Zombies
22
Disengaged Vampires
23
What Gallup seeshellip
What patients seehellip
ldquoWhatever the engaged do
the actively disengaged seek
to undo and that includes
problem solving innovation
and creating new
customersrdquo
Jim Clifton The Coming Jobs War
Disengagement
negatively
effectshellip
Clinical
quality
Patient safety
Patient
satisfaction
Productivity
Marketing
image
Job security
But whatrsquos
even more
tragic
It has a life-diminishing
impact on the
disengaged
ldquoDisengagement [is]
one of the chief causes
of underachievement
and depressionrdquoEdward M Hallowell MD in HBR 12-10
The Attitude Bell Curve
A Real World Sarah Rutledge Story
ldquoGoing from 30 million engaged
workers to 60 million engaged
workers would change the face
of America more than any
leadership institution trillions
of stimulus dollars or any law or
policy imaginablerdquoJim Clifton The Coming Jobs War
If doubling the rate of
employee engagement
would transform
America what would it
do for your hospital
-
The journey from mere
Accountabilit
y to a culture of
Ownership
Ac
count
able
Accountability
Doing what you are
supposed to do because
someone else expects it of
you It springs from the
extrinsic motivation of
reward and punishment
You cannot hold people
ldquoaccountablerdquo for the
things that really
matter
Nobody ever
changes the oil in a
rental car
Ownership
Doing what needs to be
done because you expect it
of yourself Ownership
springs from the intrinsic
motivation of personal
pride
18771601 views 78952ndash avg 5 stars As 1-11-13 1235am
ldquoWe have hundreds if not thousands of exampleshelliprdquo 790639
52
Who Owns Left Field
Click here for web link
![Page 8: Joe Tye Presentation for Georgia Hospital Association Trustee Conference, February 11, 2013](https://reader031.fdocuments.net/reader031/viewer/2022012918/544f4973af79593b028b7d1a/html5/thumbnails/8.jpg)
Question 2
When will the
healthcare
crisis end
15
This storyhellip
16
Has a happy
ending
ldquoThis is an absolutely fascinating
time to be in healthcare
However if you develop a
negative attitude about all that is
happening and changing you will
probably end up losing big timerdquo
Chuck Lauer yesterday in his Insights blog
Companies that study
employee engagement
consistently find
~ 25 fully engaged
~ 60 not engaged
~ 15 aggressively
disengaged
eg Gallup HR Solutions Press Ganey
Engaged Spark Plugs
21
Not Engaged Zombies
22
Disengaged Vampires
23
What Gallup seeshellip
What patients seehellip
ldquoWhatever the engaged do
the actively disengaged seek
to undo and that includes
problem solving innovation
and creating new
customersrdquo
Jim Clifton The Coming Jobs War
Disengagement
negatively
effectshellip
Clinical
quality
Patient safety
Patient
satisfaction
Productivity
Marketing
image
Job security
But whatrsquos
even more
tragic
It has a life-diminishing
impact on the
disengaged
ldquoDisengagement [is]
one of the chief causes
of underachievement
and depressionrdquoEdward M Hallowell MD in HBR 12-10
The Attitude Bell Curve
A Real World Sarah Rutledge Story
ldquoGoing from 30 million engaged
workers to 60 million engaged
workers would change the face
of America more than any
leadership institution trillions
of stimulus dollars or any law or
policy imaginablerdquoJim Clifton The Coming Jobs War
If doubling the rate of
employee engagement
would transform
America what would it
do for your hospital
-
The journey from mere
Accountabilit
y to a culture of
Ownership
Ac
count
able
Accountability
Doing what you are
supposed to do because
someone else expects it of
you It springs from the
extrinsic motivation of
reward and punishment
You cannot hold people
ldquoaccountablerdquo for the
things that really
matter
Nobody ever
changes the oil in a
rental car
Ownership
Doing what needs to be
done because you expect it
of yourself Ownership
springs from the intrinsic
motivation of personal
pride
18771601 views 78952ndash avg 5 stars As 1-11-13 1235am
ldquoWe have hundreds if not thousands of exampleshelliprdquo 790639
52
Who Owns Left Field
Click here for web link
![Page 9: Joe Tye Presentation for Georgia Hospital Association Trustee Conference, February 11, 2013](https://reader031.fdocuments.net/reader031/viewer/2022012918/544f4973af79593b028b7d1a/html5/thumbnails/9.jpg)
15
This storyhellip
16
Has a happy
ending
ldquoThis is an absolutely fascinating
time to be in healthcare
However if you develop a
negative attitude about all that is
happening and changing you will
probably end up losing big timerdquo
Chuck Lauer yesterday in his Insights blog
Companies that study
employee engagement
consistently find
~ 25 fully engaged
~ 60 not engaged
~ 15 aggressively
disengaged
eg Gallup HR Solutions Press Ganey
Engaged Spark Plugs
21
Not Engaged Zombies
22
Disengaged Vampires
23
What Gallup seeshellip
What patients seehellip
ldquoWhatever the engaged do
the actively disengaged seek
to undo and that includes
problem solving innovation
and creating new
customersrdquo
Jim Clifton The Coming Jobs War
Disengagement
negatively
effectshellip
Clinical
quality
Patient safety
Patient
satisfaction
Productivity
Marketing
image
Job security
But whatrsquos
even more
tragic
It has a life-diminishing
impact on the
disengaged
ldquoDisengagement [is]
one of the chief causes
of underachievement
and depressionrdquoEdward M Hallowell MD in HBR 12-10
The Attitude Bell Curve
A Real World Sarah Rutledge Story
ldquoGoing from 30 million engaged
workers to 60 million engaged
workers would change the face
of America more than any
leadership institution trillions
of stimulus dollars or any law or
policy imaginablerdquoJim Clifton The Coming Jobs War
If doubling the rate of
employee engagement
would transform
America what would it
do for your hospital
-
The journey from mere
Accountabilit
y to a culture of
Ownership
Ac
count
able
Accountability
Doing what you are
supposed to do because
someone else expects it of
you It springs from the
extrinsic motivation of
reward and punishment
You cannot hold people
ldquoaccountablerdquo for the
things that really
matter
Nobody ever
changes the oil in a
rental car
Ownership
Doing what needs to be
done because you expect it
of yourself Ownership
springs from the intrinsic
motivation of personal
pride
18771601 views 78952ndash avg 5 stars As 1-11-13 1235am
ldquoWe have hundreds if not thousands of exampleshelliprdquo 790639
52
Who Owns Left Field
Click here for web link
![Page 10: Joe Tye Presentation for Georgia Hospital Association Trustee Conference, February 11, 2013](https://reader031.fdocuments.net/reader031/viewer/2022012918/544f4973af79593b028b7d1a/html5/thumbnails/10.jpg)
16
Has a happy
ending
ldquoThis is an absolutely fascinating
time to be in healthcare
However if you develop a
negative attitude about all that is
happening and changing you will
probably end up losing big timerdquo
Chuck Lauer yesterday in his Insights blog
Companies that study
employee engagement
consistently find
~ 25 fully engaged
~ 60 not engaged
~ 15 aggressively
disengaged
eg Gallup HR Solutions Press Ganey
Engaged Spark Plugs
21
Not Engaged Zombies
22
Disengaged Vampires
23
What Gallup seeshellip
What patients seehellip
ldquoWhatever the engaged do
the actively disengaged seek
to undo and that includes
problem solving innovation
and creating new
customersrdquo
Jim Clifton The Coming Jobs War
Disengagement
negatively
effectshellip
Clinical
quality
Patient safety
Patient
satisfaction
Productivity
Marketing
image
Job security
But whatrsquos
even more
tragic
It has a life-diminishing
impact on the
disengaged
ldquoDisengagement [is]
one of the chief causes
of underachievement
and depressionrdquoEdward M Hallowell MD in HBR 12-10
The Attitude Bell Curve
A Real World Sarah Rutledge Story
ldquoGoing from 30 million engaged
workers to 60 million engaged
workers would change the face
of America more than any
leadership institution trillions
of stimulus dollars or any law or
policy imaginablerdquoJim Clifton The Coming Jobs War
If doubling the rate of
employee engagement
would transform
America what would it
do for your hospital
-
The journey from mere
Accountabilit
y to a culture of
Ownership
Ac
count
able
Accountability
Doing what you are
supposed to do because
someone else expects it of
you It springs from the
extrinsic motivation of
reward and punishment
You cannot hold people
ldquoaccountablerdquo for the
things that really
matter
Nobody ever
changes the oil in a
rental car
Ownership
Doing what needs to be
done because you expect it
of yourself Ownership
springs from the intrinsic
motivation of personal
pride
18771601 views 78952ndash avg 5 stars As 1-11-13 1235am
ldquoWe have hundreds if not thousands of exampleshelliprdquo 790639
52
Who Owns Left Field
Click here for web link
![Page 11: Joe Tye Presentation for Georgia Hospital Association Trustee Conference, February 11, 2013](https://reader031.fdocuments.net/reader031/viewer/2022012918/544f4973af79593b028b7d1a/html5/thumbnails/11.jpg)
ldquoThis is an absolutely fascinating
time to be in healthcare
However if you develop a
negative attitude about all that is
happening and changing you will
probably end up losing big timerdquo
Chuck Lauer yesterday in his Insights blog
Companies that study
employee engagement
consistently find
~ 25 fully engaged
~ 60 not engaged
~ 15 aggressively
disengaged
eg Gallup HR Solutions Press Ganey
Engaged Spark Plugs
21
Not Engaged Zombies
22
Disengaged Vampires
23
What Gallup seeshellip
What patients seehellip
ldquoWhatever the engaged do
the actively disengaged seek
to undo and that includes
problem solving innovation
and creating new
customersrdquo
Jim Clifton The Coming Jobs War
Disengagement
negatively
effectshellip
Clinical
quality
Patient safety
Patient
satisfaction
Productivity
Marketing
image
Job security
But whatrsquos
even more
tragic
It has a life-diminishing
impact on the
disengaged
ldquoDisengagement [is]
one of the chief causes
of underachievement
and depressionrdquoEdward M Hallowell MD in HBR 12-10
The Attitude Bell Curve
A Real World Sarah Rutledge Story
ldquoGoing from 30 million engaged
workers to 60 million engaged
workers would change the face
of America more than any
leadership institution trillions
of stimulus dollars or any law or
policy imaginablerdquoJim Clifton The Coming Jobs War
If doubling the rate of
employee engagement
would transform
America what would it
do for your hospital
-
The journey from mere
Accountabilit
y to a culture of
Ownership
Ac
count
able
Accountability
Doing what you are
supposed to do because
someone else expects it of
you It springs from the
extrinsic motivation of
reward and punishment
You cannot hold people
ldquoaccountablerdquo for the
things that really
matter
Nobody ever
changes the oil in a
rental car
Ownership
Doing what needs to be
done because you expect it
of yourself Ownership
springs from the intrinsic
motivation of personal
pride
18771601 views 78952ndash avg 5 stars As 1-11-13 1235am
ldquoWe have hundreds if not thousands of exampleshelliprdquo 790639
52
Who Owns Left Field
Click here for web link
![Page 12: Joe Tye Presentation for Georgia Hospital Association Trustee Conference, February 11, 2013](https://reader031.fdocuments.net/reader031/viewer/2022012918/544f4973af79593b028b7d1a/html5/thumbnails/12.jpg)
Companies that study
employee engagement
consistently find
~ 25 fully engaged
~ 60 not engaged
~ 15 aggressively
disengaged
eg Gallup HR Solutions Press Ganey
Engaged Spark Plugs
21
Not Engaged Zombies
22
Disengaged Vampires
23
What Gallup seeshellip
What patients seehellip
ldquoWhatever the engaged do
the actively disengaged seek
to undo and that includes
problem solving innovation
and creating new
customersrdquo
Jim Clifton The Coming Jobs War
Disengagement
negatively
effectshellip
Clinical
quality
Patient safety
Patient
satisfaction
Productivity
Marketing
image
Job security
But whatrsquos
even more
tragic
It has a life-diminishing
impact on the
disengaged
ldquoDisengagement [is]
one of the chief causes
of underachievement
and depressionrdquoEdward M Hallowell MD in HBR 12-10
The Attitude Bell Curve
A Real World Sarah Rutledge Story
ldquoGoing from 30 million engaged
workers to 60 million engaged
workers would change the face
of America more than any
leadership institution trillions
of stimulus dollars or any law or
policy imaginablerdquoJim Clifton The Coming Jobs War
If doubling the rate of
employee engagement
would transform
America what would it
do for your hospital
-
The journey from mere
Accountabilit
y to a culture of
Ownership
Ac
count
able
Accountability
Doing what you are
supposed to do because
someone else expects it of
you It springs from the
extrinsic motivation of
reward and punishment
You cannot hold people
ldquoaccountablerdquo for the
things that really
matter
Nobody ever
changes the oil in a
rental car
Ownership
Doing what needs to be
done because you expect it
of yourself Ownership
springs from the intrinsic
motivation of personal
pride
18771601 views 78952ndash avg 5 stars As 1-11-13 1235am
ldquoWe have hundreds if not thousands of exampleshelliprdquo 790639
52
Who Owns Left Field
Click here for web link
![Page 13: Joe Tye Presentation for Georgia Hospital Association Trustee Conference, February 11, 2013](https://reader031.fdocuments.net/reader031/viewer/2022012918/544f4973af79593b028b7d1a/html5/thumbnails/13.jpg)
Engaged Spark Plugs
21
Not Engaged Zombies
22
Disengaged Vampires
23
What Gallup seeshellip
What patients seehellip
ldquoWhatever the engaged do
the actively disengaged seek
to undo and that includes
problem solving innovation
and creating new
customersrdquo
Jim Clifton The Coming Jobs War
Disengagement
negatively
effectshellip
Clinical
quality
Patient safety
Patient
satisfaction
Productivity
Marketing
image
Job security
But whatrsquos
even more
tragic
It has a life-diminishing
impact on the
disengaged
ldquoDisengagement [is]
one of the chief causes
of underachievement
and depressionrdquoEdward M Hallowell MD in HBR 12-10
The Attitude Bell Curve
A Real World Sarah Rutledge Story
ldquoGoing from 30 million engaged
workers to 60 million engaged
workers would change the face
of America more than any
leadership institution trillions
of stimulus dollars or any law or
policy imaginablerdquoJim Clifton The Coming Jobs War
If doubling the rate of
employee engagement
would transform
America what would it
do for your hospital
-
The journey from mere
Accountabilit
y to a culture of
Ownership
Ac
count
able
Accountability
Doing what you are
supposed to do because
someone else expects it of
you It springs from the
extrinsic motivation of
reward and punishment
You cannot hold people
ldquoaccountablerdquo for the
things that really
matter
Nobody ever
changes the oil in a
rental car
Ownership
Doing what needs to be
done because you expect it
of yourself Ownership
springs from the intrinsic
motivation of personal
pride
18771601 views 78952ndash avg 5 stars As 1-11-13 1235am
ldquoWe have hundreds if not thousands of exampleshelliprdquo 790639
52
Who Owns Left Field
Click here for web link
![Page 14: Joe Tye Presentation for Georgia Hospital Association Trustee Conference, February 11, 2013](https://reader031.fdocuments.net/reader031/viewer/2022012918/544f4973af79593b028b7d1a/html5/thumbnails/14.jpg)
Not Engaged Zombies
22
Disengaged Vampires
23
What Gallup seeshellip
What patients seehellip
ldquoWhatever the engaged do
the actively disengaged seek
to undo and that includes
problem solving innovation
and creating new
customersrdquo
Jim Clifton The Coming Jobs War
Disengagement
negatively
effectshellip
Clinical
quality
Patient safety
Patient
satisfaction
Productivity
Marketing
image
Job security
But whatrsquos
even more
tragic
It has a life-diminishing
impact on the
disengaged
ldquoDisengagement [is]
one of the chief causes
of underachievement
and depressionrdquoEdward M Hallowell MD in HBR 12-10
The Attitude Bell Curve
A Real World Sarah Rutledge Story
ldquoGoing from 30 million engaged
workers to 60 million engaged
workers would change the face
of America more than any
leadership institution trillions
of stimulus dollars or any law or
policy imaginablerdquoJim Clifton The Coming Jobs War
If doubling the rate of
employee engagement
would transform
America what would it
do for your hospital
-
The journey from mere
Accountabilit
y to a culture of
Ownership
Ac
count
able
Accountability
Doing what you are
supposed to do because
someone else expects it of
you It springs from the
extrinsic motivation of
reward and punishment
You cannot hold people
ldquoaccountablerdquo for the
things that really
matter
Nobody ever
changes the oil in a
rental car
Ownership
Doing what needs to be
done because you expect it
of yourself Ownership
springs from the intrinsic
motivation of personal
pride
18771601 views 78952ndash avg 5 stars As 1-11-13 1235am
ldquoWe have hundreds if not thousands of exampleshelliprdquo 790639
52
Who Owns Left Field
Click here for web link
![Page 15: Joe Tye Presentation for Georgia Hospital Association Trustee Conference, February 11, 2013](https://reader031.fdocuments.net/reader031/viewer/2022012918/544f4973af79593b028b7d1a/html5/thumbnails/15.jpg)
Disengaged Vampires
23
What Gallup seeshellip
What patients seehellip
ldquoWhatever the engaged do
the actively disengaged seek
to undo and that includes
problem solving innovation
and creating new
customersrdquo
Jim Clifton The Coming Jobs War
Disengagement
negatively
effectshellip
Clinical
quality
Patient safety
Patient
satisfaction
Productivity
Marketing
image
Job security
But whatrsquos
even more
tragic
It has a life-diminishing
impact on the
disengaged
ldquoDisengagement [is]
one of the chief causes
of underachievement
and depressionrdquoEdward M Hallowell MD in HBR 12-10
The Attitude Bell Curve
A Real World Sarah Rutledge Story
ldquoGoing from 30 million engaged
workers to 60 million engaged
workers would change the face
of America more than any
leadership institution trillions
of stimulus dollars or any law or
policy imaginablerdquoJim Clifton The Coming Jobs War
If doubling the rate of
employee engagement
would transform
America what would it
do for your hospital
-
The journey from mere
Accountabilit
y to a culture of
Ownership
Ac
count
able
Accountability
Doing what you are
supposed to do because
someone else expects it of
you It springs from the
extrinsic motivation of
reward and punishment
You cannot hold people
ldquoaccountablerdquo for the
things that really
matter
Nobody ever
changes the oil in a
rental car
Ownership
Doing what needs to be
done because you expect it
of yourself Ownership
springs from the intrinsic
motivation of personal
pride
18771601 views 78952ndash avg 5 stars As 1-11-13 1235am
ldquoWe have hundreds if not thousands of exampleshelliprdquo 790639
52
Who Owns Left Field
Click here for web link
![Page 16: Joe Tye Presentation for Georgia Hospital Association Trustee Conference, February 11, 2013](https://reader031.fdocuments.net/reader031/viewer/2022012918/544f4973af79593b028b7d1a/html5/thumbnails/16.jpg)
What Gallup seeshellip
What patients seehellip
ldquoWhatever the engaged do
the actively disengaged seek
to undo and that includes
problem solving innovation
and creating new
customersrdquo
Jim Clifton The Coming Jobs War
Disengagement
negatively
effectshellip
Clinical
quality
Patient safety
Patient
satisfaction
Productivity
Marketing
image
Job security
But whatrsquos
even more
tragic
It has a life-diminishing
impact on the
disengaged
ldquoDisengagement [is]
one of the chief causes
of underachievement
and depressionrdquoEdward M Hallowell MD in HBR 12-10
The Attitude Bell Curve
A Real World Sarah Rutledge Story
ldquoGoing from 30 million engaged
workers to 60 million engaged
workers would change the face
of America more than any
leadership institution trillions
of stimulus dollars or any law or
policy imaginablerdquoJim Clifton The Coming Jobs War
If doubling the rate of
employee engagement
would transform
America what would it
do for your hospital
-
The journey from mere
Accountabilit
y to a culture of
Ownership
Ac
count
able
Accountability
Doing what you are
supposed to do because
someone else expects it of
you It springs from the
extrinsic motivation of
reward and punishment
You cannot hold people
ldquoaccountablerdquo for the
things that really
matter
Nobody ever
changes the oil in a
rental car
Ownership
Doing what needs to be
done because you expect it
of yourself Ownership
springs from the intrinsic
motivation of personal
pride
18771601 views 78952ndash avg 5 stars As 1-11-13 1235am
ldquoWe have hundreds if not thousands of exampleshelliprdquo 790639
52
Who Owns Left Field
Click here for web link
![Page 17: Joe Tye Presentation for Georgia Hospital Association Trustee Conference, February 11, 2013](https://reader031.fdocuments.net/reader031/viewer/2022012918/544f4973af79593b028b7d1a/html5/thumbnails/17.jpg)
What patients seehellip
ldquoWhatever the engaged do
the actively disengaged seek
to undo and that includes
problem solving innovation
and creating new
customersrdquo
Jim Clifton The Coming Jobs War
Disengagement
negatively
effectshellip
Clinical
quality
Patient safety
Patient
satisfaction
Productivity
Marketing
image
Job security
But whatrsquos
even more
tragic
It has a life-diminishing
impact on the
disengaged
ldquoDisengagement [is]
one of the chief causes
of underachievement
and depressionrdquoEdward M Hallowell MD in HBR 12-10
The Attitude Bell Curve
A Real World Sarah Rutledge Story
ldquoGoing from 30 million engaged
workers to 60 million engaged
workers would change the face
of America more than any
leadership institution trillions
of stimulus dollars or any law or
policy imaginablerdquoJim Clifton The Coming Jobs War
If doubling the rate of
employee engagement
would transform
America what would it
do for your hospital
-
The journey from mere
Accountabilit
y to a culture of
Ownership
Ac
count
able
Accountability
Doing what you are
supposed to do because
someone else expects it of
you It springs from the
extrinsic motivation of
reward and punishment
You cannot hold people
ldquoaccountablerdquo for the
things that really
matter
Nobody ever
changes the oil in a
rental car
Ownership
Doing what needs to be
done because you expect it
of yourself Ownership
springs from the intrinsic
motivation of personal
pride
18771601 views 78952ndash avg 5 stars As 1-11-13 1235am
ldquoWe have hundreds if not thousands of exampleshelliprdquo 790639
52
Who Owns Left Field
Click here for web link
![Page 18: Joe Tye Presentation for Georgia Hospital Association Trustee Conference, February 11, 2013](https://reader031.fdocuments.net/reader031/viewer/2022012918/544f4973af79593b028b7d1a/html5/thumbnails/18.jpg)
ldquoWhatever the engaged do
the actively disengaged seek
to undo and that includes
problem solving innovation
and creating new
customersrdquo
Jim Clifton The Coming Jobs War
Disengagement
negatively
effectshellip
Clinical
quality
Patient safety
Patient
satisfaction
Productivity
Marketing
image
Job security
But whatrsquos
even more
tragic
It has a life-diminishing
impact on the
disengaged
ldquoDisengagement [is]
one of the chief causes
of underachievement
and depressionrdquoEdward M Hallowell MD in HBR 12-10
The Attitude Bell Curve
A Real World Sarah Rutledge Story
ldquoGoing from 30 million engaged
workers to 60 million engaged
workers would change the face
of America more than any
leadership institution trillions
of stimulus dollars or any law or
policy imaginablerdquoJim Clifton The Coming Jobs War
If doubling the rate of
employee engagement
would transform
America what would it
do for your hospital
-
The journey from mere
Accountabilit
y to a culture of
Ownership
Ac
count
able
Accountability
Doing what you are
supposed to do because
someone else expects it of
you It springs from the
extrinsic motivation of
reward and punishment
You cannot hold people
ldquoaccountablerdquo for the
things that really
matter
Nobody ever
changes the oil in a
rental car
Ownership
Doing what needs to be
done because you expect it
of yourself Ownership
springs from the intrinsic
motivation of personal
pride
18771601 views 78952ndash avg 5 stars As 1-11-13 1235am
ldquoWe have hundreds if not thousands of exampleshelliprdquo 790639
52
Who Owns Left Field
Click here for web link
![Page 19: Joe Tye Presentation for Georgia Hospital Association Trustee Conference, February 11, 2013](https://reader031.fdocuments.net/reader031/viewer/2022012918/544f4973af79593b028b7d1a/html5/thumbnails/19.jpg)
Disengagement
negatively
effectshellip
Clinical
quality
Patient safety
Patient
satisfaction
Productivity
Marketing
image
Job security
But whatrsquos
even more
tragic
It has a life-diminishing
impact on the
disengaged
ldquoDisengagement [is]
one of the chief causes
of underachievement
and depressionrdquoEdward M Hallowell MD in HBR 12-10
The Attitude Bell Curve
A Real World Sarah Rutledge Story
ldquoGoing from 30 million engaged
workers to 60 million engaged
workers would change the face
of America more than any
leadership institution trillions
of stimulus dollars or any law or
policy imaginablerdquoJim Clifton The Coming Jobs War
If doubling the rate of
employee engagement
would transform
America what would it
do for your hospital
-
The journey from mere
Accountabilit
y to a culture of
Ownership
Ac
count
able
Accountability
Doing what you are
supposed to do because
someone else expects it of
you It springs from the
extrinsic motivation of
reward and punishment
You cannot hold people
ldquoaccountablerdquo for the
things that really
matter
Nobody ever
changes the oil in a
rental car
Ownership
Doing what needs to be
done because you expect it
of yourself Ownership
springs from the intrinsic
motivation of personal
pride
18771601 views 78952ndash avg 5 stars As 1-11-13 1235am
ldquoWe have hundreds if not thousands of exampleshelliprdquo 790639
52
Who Owns Left Field
Click here for web link
![Page 20: Joe Tye Presentation for Georgia Hospital Association Trustee Conference, February 11, 2013](https://reader031.fdocuments.net/reader031/viewer/2022012918/544f4973af79593b028b7d1a/html5/thumbnails/20.jpg)
Clinical
quality
Patient safety
Patient
satisfaction
Productivity
Marketing
image
Job security
But whatrsquos
even more
tragic
It has a life-diminishing
impact on the
disengaged
ldquoDisengagement [is]
one of the chief causes
of underachievement
and depressionrdquoEdward M Hallowell MD in HBR 12-10
The Attitude Bell Curve
A Real World Sarah Rutledge Story
ldquoGoing from 30 million engaged
workers to 60 million engaged
workers would change the face
of America more than any
leadership institution trillions
of stimulus dollars or any law or
policy imaginablerdquoJim Clifton The Coming Jobs War
If doubling the rate of
employee engagement
would transform
America what would it
do for your hospital
-
The journey from mere
Accountabilit
y to a culture of
Ownership
Ac
count
able
Accountability
Doing what you are
supposed to do because
someone else expects it of
you It springs from the
extrinsic motivation of
reward and punishment
You cannot hold people
ldquoaccountablerdquo for the
things that really
matter
Nobody ever
changes the oil in a
rental car
Ownership
Doing what needs to be
done because you expect it
of yourself Ownership
springs from the intrinsic
motivation of personal
pride
18771601 views 78952ndash avg 5 stars As 1-11-13 1235am
ldquoWe have hundreds if not thousands of exampleshelliprdquo 790639
52
Who Owns Left Field
Click here for web link
![Page 21: Joe Tye Presentation for Georgia Hospital Association Trustee Conference, February 11, 2013](https://reader031.fdocuments.net/reader031/viewer/2022012918/544f4973af79593b028b7d1a/html5/thumbnails/21.jpg)
Patient safety
Patient
satisfaction
Productivity
Marketing
image
Job security
But whatrsquos
even more
tragic
It has a life-diminishing
impact on the
disengaged
ldquoDisengagement [is]
one of the chief causes
of underachievement
and depressionrdquoEdward M Hallowell MD in HBR 12-10
The Attitude Bell Curve
A Real World Sarah Rutledge Story
ldquoGoing from 30 million engaged
workers to 60 million engaged
workers would change the face
of America more than any
leadership institution trillions
of stimulus dollars or any law or
policy imaginablerdquoJim Clifton The Coming Jobs War
If doubling the rate of
employee engagement
would transform
America what would it
do for your hospital
-
The journey from mere
Accountabilit
y to a culture of
Ownership
Ac
count
able
Accountability
Doing what you are
supposed to do because
someone else expects it of
you It springs from the
extrinsic motivation of
reward and punishment
You cannot hold people
ldquoaccountablerdquo for the
things that really
matter
Nobody ever
changes the oil in a
rental car
Ownership
Doing what needs to be
done because you expect it
of yourself Ownership
springs from the intrinsic
motivation of personal
pride
18771601 views 78952ndash avg 5 stars As 1-11-13 1235am
ldquoWe have hundreds if not thousands of exampleshelliprdquo 790639
52
Who Owns Left Field
Click here for web link
![Page 22: Joe Tye Presentation for Georgia Hospital Association Trustee Conference, February 11, 2013](https://reader031.fdocuments.net/reader031/viewer/2022012918/544f4973af79593b028b7d1a/html5/thumbnails/22.jpg)
Patient
satisfaction
Productivity
Marketing
image
Job security
But whatrsquos
even more
tragic
It has a life-diminishing
impact on the
disengaged
ldquoDisengagement [is]
one of the chief causes
of underachievement
and depressionrdquoEdward M Hallowell MD in HBR 12-10
The Attitude Bell Curve
A Real World Sarah Rutledge Story
ldquoGoing from 30 million engaged
workers to 60 million engaged
workers would change the face
of America more than any
leadership institution trillions
of stimulus dollars or any law or
policy imaginablerdquoJim Clifton The Coming Jobs War
If doubling the rate of
employee engagement
would transform
America what would it
do for your hospital
-
The journey from mere
Accountabilit
y to a culture of
Ownership
Ac
count
able
Accountability
Doing what you are
supposed to do because
someone else expects it of
you It springs from the
extrinsic motivation of
reward and punishment
You cannot hold people
ldquoaccountablerdquo for the
things that really
matter
Nobody ever
changes the oil in a
rental car
Ownership
Doing what needs to be
done because you expect it
of yourself Ownership
springs from the intrinsic
motivation of personal
pride
18771601 views 78952ndash avg 5 stars As 1-11-13 1235am
ldquoWe have hundreds if not thousands of exampleshelliprdquo 790639
52
Who Owns Left Field
Click here for web link
![Page 23: Joe Tye Presentation for Georgia Hospital Association Trustee Conference, February 11, 2013](https://reader031.fdocuments.net/reader031/viewer/2022012918/544f4973af79593b028b7d1a/html5/thumbnails/23.jpg)
Productivity
Marketing
image
Job security
But whatrsquos
even more
tragic
It has a life-diminishing
impact on the
disengaged
ldquoDisengagement [is]
one of the chief causes
of underachievement
and depressionrdquoEdward M Hallowell MD in HBR 12-10
The Attitude Bell Curve
A Real World Sarah Rutledge Story
ldquoGoing from 30 million engaged
workers to 60 million engaged
workers would change the face
of America more than any
leadership institution trillions
of stimulus dollars or any law or
policy imaginablerdquoJim Clifton The Coming Jobs War
If doubling the rate of
employee engagement
would transform
America what would it
do for your hospital
-
The journey from mere
Accountabilit
y to a culture of
Ownership
Ac
count
able
Accountability
Doing what you are
supposed to do because
someone else expects it of
you It springs from the
extrinsic motivation of
reward and punishment
You cannot hold people
ldquoaccountablerdquo for the
things that really
matter
Nobody ever
changes the oil in a
rental car
Ownership
Doing what needs to be
done because you expect it
of yourself Ownership
springs from the intrinsic
motivation of personal
pride
18771601 views 78952ndash avg 5 stars As 1-11-13 1235am
ldquoWe have hundreds if not thousands of exampleshelliprdquo 790639
52
Who Owns Left Field
Click here for web link
![Page 24: Joe Tye Presentation for Georgia Hospital Association Trustee Conference, February 11, 2013](https://reader031.fdocuments.net/reader031/viewer/2022012918/544f4973af79593b028b7d1a/html5/thumbnails/24.jpg)
Marketing
image
Job security
But whatrsquos
even more
tragic
It has a life-diminishing
impact on the
disengaged
ldquoDisengagement [is]
one of the chief causes
of underachievement
and depressionrdquoEdward M Hallowell MD in HBR 12-10
The Attitude Bell Curve
A Real World Sarah Rutledge Story
ldquoGoing from 30 million engaged
workers to 60 million engaged
workers would change the face
of America more than any
leadership institution trillions
of stimulus dollars or any law or
policy imaginablerdquoJim Clifton The Coming Jobs War
If doubling the rate of
employee engagement
would transform
America what would it
do for your hospital
-
The journey from mere
Accountabilit
y to a culture of
Ownership
Ac
count
able
Accountability
Doing what you are
supposed to do because
someone else expects it of
you It springs from the
extrinsic motivation of
reward and punishment
You cannot hold people
ldquoaccountablerdquo for the
things that really
matter
Nobody ever
changes the oil in a
rental car
Ownership
Doing what needs to be
done because you expect it
of yourself Ownership
springs from the intrinsic
motivation of personal
pride
18771601 views 78952ndash avg 5 stars As 1-11-13 1235am
ldquoWe have hundreds if not thousands of exampleshelliprdquo 790639
52
Who Owns Left Field
Click here for web link
![Page 25: Joe Tye Presentation for Georgia Hospital Association Trustee Conference, February 11, 2013](https://reader031.fdocuments.net/reader031/viewer/2022012918/544f4973af79593b028b7d1a/html5/thumbnails/25.jpg)
Job security
But whatrsquos
even more
tragic
It has a life-diminishing
impact on the
disengaged
ldquoDisengagement [is]
one of the chief causes
of underachievement
and depressionrdquoEdward M Hallowell MD in HBR 12-10
The Attitude Bell Curve
A Real World Sarah Rutledge Story
ldquoGoing from 30 million engaged
workers to 60 million engaged
workers would change the face
of America more than any
leadership institution trillions
of stimulus dollars or any law or
policy imaginablerdquoJim Clifton The Coming Jobs War
If doubling the rate of
employee engagement
would transform
America what would it
do for your hospital
-
The journey from mere
Accountabilit
y to a culture of
Ownership
Ac
count
able
Accountability
Doing what you are
supposed to do because
someone else expects it of
you It springs from the
extrinsic motivation of
reward and punishment
You cannot hold people
ldquoaccountablerdquo for the
things that really
matter
Nobody ever
changes the oil in a
rental car
Ownership
Doing what needs to be
done because you expect it
of yourself Ownership
springs from the intrinsic
motivation of personal
pride
18771601 views 78952ndash avg 5 stars As 1-11-13 1235am
ldquoWe have hundreds if not thousands of exampleshelliprdquo 790639
52
Who Owns Left Field
Click here for web link
![Page 26: Joe Tye Presentation for Georgia Hospital Association Trustee Conference, February 11, 2013](https://reader031.fdocuments.net/reader031/viewer/2022012918/544f4973af79593b028b7d1a/html5/thumbnails/26.jpg)
But whatrsquos
even more
tragic
It has a life-diminishing
impact on the
disengaged
ldquoDisengagement [is]
one of the chief causes
of underachievement
and depressionrdquoEdward M Hallowell MD in HBR 12-10
The Attitude Bell Curve
A Real World Sarah Rutledge Story
ldquoGoing from 30 million engaged
workers to 60 million engaged
workers would change the face
of America more than any
leadership institution trillions
of stimulus dollars or any law or
policy imaginablerdquoJim Clifton The Coming Jobs War
If doubling the rate of
employee engagement
would transform
America what would it
do for your hospital
-
The journey from mere
Accountabilit
y to a culture of
Ownership
Ac
count
able
Accountability
Doing what you are
supposed to do because
someone else expects it of
you It springs from the
extrinsic motivation of
reward and punishment
You cannot hold people
ldquoaccountablerdquo for the
things that really
matter
Nobody ever
changes the oil in a
rental car
Ownership
Doing what needs to be
done because you expect it
of yourself Ownership
springs from the intrinsic
motivation of personal
pride
18771601 views 78952ndash avg 5 stars As 1-11-13 1235am
ldquoWe have hundreds if not thousands of exampleshelliprdquo 790639
52
Who Owns Left Field
Click here for web link
![Page 27: Joe Tye Presentation for Georgia Hospital Association Trustee Conference, February 11, 2013](https://reader031.fdocuments.net/reader031/viewer/2022012918/544f4973af79593b028b7d1a/html5/thumbnails/27.jpg)
It has a life-diminishing
impact on the
disengaged
ldquoDisengagement [is]
one of the chief causes
of underachievement
and depressionrdquoEdward M Hallowell MD in HBR 12-10
The Attitude Bell Curve
A Real World Sarah Rutledge Story
ldquoGoing from 30 million engaged
workers to 60 million engaged
workers would change the face
of America more than any
leadership institution trillions
of stimulus dollars or any law or
policy imaginablerdquoJim Clifton The Coming Jobs War
If doubling the rate of
employee engagement
would transform
America what would it
do for your hospital
-
The journey from mere
Accountabilit
y to a culture of
Ownership
Ac
count
able
Accountability
Doing what you are
supposed to do because
someone else expects it of
you It springs from the
extrinsic motivation of
reward and punishment
You cannot hold people
ldquoaccountablerdquo for the
things that really
matter
Nobody ever
changes the oil in a
rental car
Ownership
Doing what needs to be
done because you expect it
of yourself Ownership
springs from the intrinsic
motivation of personal
pride
18771601 views 78952ndash avg 5 stars As 1-11-13 1235am
ldquoWe have hundreds if not thousands of exampleshelliprdquo 790639
52
Who Owns Left Field
Click here for web link
![Page 28: Joe Tye Presentation for Georgia Hospital Association Trustee Conference, February 11, 2013](https://reader031.fdocuments.net/reader031/viewer/2022012918/544f4973af79593b028b7d1a/html5/thumbnails/28.jpg)
ldquoDisengagement [is]
one of the chief causes
of underachievement
and depressionrdquoEdward M Hallowell MD in HBR 12-10
The Attitude Bell Curve
A Real World Sarah Rutledge Story
ldquoGoing from 30 million engaged
workers to 60 million engaged
workers would change the face
of America more than any
leadership institution trillions
of stimulus dollars or any law or
policy imaginablerdquoJim Clifton The Coming Jobs War
If doubling the rate of
employee engagement
would transform
America what would it
do for your hospital
-
The journey from mere
Accountabilit
y to a culture of
Ownership
Ac
count
able
Accountability
Doing what you are
supposed to do because
someone else expects it of
you It springs from the
extrinsic motivation of
reward and punishment
You cannot hold people
ldquoaccountablerdquo for the
things that really
matter
Nobody ever
changes the oil in a
rental car
Ownership
Doing what needs to be
done because you expect it
of yourself Ownership
springs from the intrinsic
motivation of personal
pride
18771601 views 78952ndash avg 5 stars As 1-11-13 1235am
ldquoWe have hundreds if not thousands of exampleshelliprdquo 790639
52
Who Owns Left Field
Click here for web link
![Page 29: Joe Tye Presentation for Georgia Hospital Association Trustee Conference, February 11, 2013](https://reader031.fdocuments.net/reader031/viewer/2022012918/544f4973af79593b028b7d1a/html5/thumbnails/29.jpg)
The Attitude Bell Curve
A Real World Sarah Rutledge Story
ldquoGoing from 30 million engaged
workers to 60 million engaged
workers would change the face
of America more than any
leadership institution trillions
of stimulus dollars or any law or
policy imaginablerdquoJim Clifton The Coming Jobs War
If doubling the rate of
employee engagement
would transform
America what would it
do for your hospital
-
The journey from mere
Accountabilit
y to a culture of
Ownership
Ac
count
able
Accountability
Doing what you are
supposed to do because
someone else expects it of
you It springs from the
extrinsic motivation of
reward and punishment
You cannot hold people
ldquoaccountablerdquo for the
things that really
matter
Nobody ever
changes the oil in a
rental car
Ownership
Doing what needs to be
done because you expect it
of yourself Ownership
springs from the intrinsic
motivation of personal
pride
18771601 views 78952ndash avg 5 stars As 1-11-13 1235am
ldquoWe have hundreds if not thousands of exampleshelliprdquo 790639
52
Who Owns Left Field
Click here for web link
![Page 30: Joe Tye Presentation for Georgia Hospital Association Trustee Conference, February 11, 2013](https://reader031.fdocuments.net/reader031/viewer/2022012918/544f4973af79593b028b7d1a/html5/thumbnails/30.jpg)
A Real World Sarah Rutledge Story
ldquoGoing from 30 million engaged
workers to 60 million engaged
workers would change the face
of America more than any
leadership institution trillions
of stimulus dollars or any law or
policy imaginablerdquoJim Clifton The Coming Jobs War
If doubling the rate of
employee engagement
would transform
America what would it
do for your hospital
-
The journey from mere
Accountabilit
y to a culture of
Ownership
Ac
count
able
Accountability
Doing what you are
supposed to do because
someone else expects it of
you It springs from the
extrinsic motivation of
reward and punishment
You cannot hold people
ldquoaccountablerdquo for the
things that really
matter
Nobody ever
changes the oil in a
rental car
Ownership
Doing what needs to be
done because you expect it
of yourself Ownership
springs from the intrinsic
motivation of personal
pride
18771601 views 78952ndash avg 5 stars As 1-11-13 1235am
ldquoWe have hundreds if not thousands of exampleshelliprdquo 790639
52
Who Owns Left Field
Click here for web link
![Page 31: Joe Tye Presentation for Georgia Hospital Association Trustee Conference, February 11, 2013](https://reader031.fdocuments.net/reader031/viewer/2022012918/544f4973af79593b028b7d1a/html5/thumbnails/31.jpg)
ldquoGoing from 30 million engaged
workers to 60 million engaged
workers would change the face
of America more than any
leadership institution trillions
of stimulus dollars or any law or
policy imaginablerdquoJim Clifton The Coming Jobs War
If doubling the rate of
employee engagement
would transform
America what would it
do for your hospital
-
The journey from mere
Accountabilit
y to a culture of
Ownership
Ac
count
able
Accountability
Doing what you are
supposed to do because
someone else expects it of
you It springs from the
extrinsic motivation of
reward and punishment
You cannot hold people
ldquoaccountablerdquo for the
things that really
matter
Nobody ever
changes the oil in a
rental car
Ownership
Doing what needs to be
done because you expect it
of yourself Ownership
springs from the intrinsic
motivation of personal
pride
18771601 views 78952ndash avg 5 stars As 1-11-13 1235am
ldquoWe have hundreds if not thousands of exampleshelliprdquo 790639
52
Who Owns Left Field
Click here for web link
![Page 32: Joe Tye Presentation for Georgia Hospital Association Trustee Conference, February 11, 2013](https://reader031.fdocuments.net/reader031/viewer/2022012918/544f4973af79593b028b7d1a/html5/thumbnails/32.jpg)
If doubling the rate of
employee engagement
would transform
America what would it
do for your hospital
-
The journey from mere
Accountabilit
y to a culture of
Ownership
Ac
count
able
Accountability
Doing what you are
supposed to do because
someone else expects it of
you It springs from the
extrinsic motivation of
reward and punishment
You cannot hold people
ldquoaccountablerdquo for the
things that really
matter
Nobody ever
changes the oil in a
rental car
Ownership
Doing what needs to be
done because you expect it
of yourself Ownership
springs from the intrinsic
motivation of personal
pride
18771601 views 78952ndash avg 5 stars As 1-11-13 1235am
ldquoWe have hundreds if not thousands of exampleshelliprdquo 790639
52
Who Owns Left Field
Click here for web link
![Page 33: Joe Tye Presentation for Georgia Hospital Association Trustee Conference, February 11, 2013](https://reader031.fdocuments.net/reader031/viewer/2022012918/544f4973af79593b028b7d1a/html5/thumbnails/33.jpg)
The journey from mere
Accountabilit
y to a culture of
Ownership
Ac
count
able
Accountability
Doing what you are
supposed to do because
someone else expects it of
you It springs from the
extrinsic motivation of
reward and punishment
You cannot hold people
ldquoaccountablerdquo for the
things that really
matter
Nobody ever
changes the oil in a
rental car
Ownership
Doing what needs to be
done because you expect it
of yourself Ownership
springs from the intrinsic
motivation of personal
pride
18771601 views 78952ndash avg 5 stars As 1-11-13 1235am
ldquoWe have hundreds if not thousands of exampleshelliprdquo 790639
52
Who Owns Left Field
Click here for web link
![Page 34: Joe Tye Presentation for Georgia Hospital Association Trustee Conference, February 11, 2013](https://reader031.fdocuments.net/reader031/viewer/2022012918/544f4973af79593b028b7d1a/html5/thumbnails/34.jpg)
Ac
count
able
Accountability
Doing what you are
supposed to do because
someone else expects it of
you It springs from the
extrinsic motivation of
reward and punishment
You cannot hold people
ldquoaccountablerdquo for the
things that really
matter
Nobody ever
changes the oil in a
rental car
Ownership
Doing what needs to be
done because you expect it
of yourself Ownership
springs from the intrinsic
motivation of personal
pride
18771601 views 78952ndash avg 5 stars As 1-11-13 1235am
ldquoWe have hundreds if not thousands of exampleshelliprdquo 790639
52
Who Owns Left Field
Click here for web link
![Page 35: Joe Tye Presentation for Georgia Hospital Association Trustee Conference, February 11, 2013](https://reader031.fdocuments.net/reader031/viewer/2022012918/544f4973af79593b028b7d1a/html5/thumbnails/35.jpg)
Accountability
Doing what you are
supposed to do because
someone else expects it of
you It springs from the
extrinsic motivation of
reward and punishment
You cannot hold people
ldquoaccountablerdquo for the
things that really
matter
Nobody ever
changes the oil in a
rental car
Ownership
Doing what needs to be
done because you expect it
of yourself Ownership
springs from the intrinsic
motivation of personal
pride
18771601 views 78952ndash avg 5 stars As 1-11-13 1235am
ldquoWe have hundreds if not thousands of exampleshelliprdquo 790639
52
Who Owns Left Field
Click here for web link
![Page 36: Joe Tye Presentation for Georgia Hospital Association Trustee Conference, February 11, 2013](https://reader031.fdocuments.net/reader031/viewer/2022012918/544f4973af79593b028b7d1a/html5/thumbnails/36.jpg)
You cannot hold people
ldquoaccountablerdquo for the
things that really
matter
Nobody ever
changes the oil in a
rental car
Ownership
Doing what needs to be
done because you expect it
of yourself Ownership
springs from the intrinsic
motivation of personal
pride
18771601 views 78952ndash avg 5 stars As 1-11-13 1235am
ldquoWe have hundreds if not thousands of exampleshelliprdquo 790639
52
Who Owns Left Field
Click here for web link
![Page 37: Joe Tye Presentation for Georgia Hospital Association Trustee Conference, February 11, 2013](https://reader031.fdocuments.net/reader031/viewer/2022012918/544f4973af79593b028b7d1a/html5/thumbnails/37.jpg)
Nobody ever
changes the oil in a
rental car
Ownership
Doing what needs to be
done because you expect it
of yourself Ownership
springs from the intrinsic
motivation of personal
pride
18771601 views 78952ndash avg 5 stars As 1-11-13 1235am
ldquoWe have hundreds if not thousands of exampleshelliprdquo 790639
52
Who Owns Left Field
Click here for web link
![Page 38: Joe Tye Presentation for Georgia Hospital Association Trustee Conference, February 11, 2013](https://reader031.fdocuments.net/reader031/viewer/2022012918/544f4973af79593b028b7d1a/html5/thumbnails/38.jpg)
Ownership
Doing what needs to be
done because you expect it
of yourself Ownership
springs from the intrinsic
motivation of personal
pride
18771601 views 78952ndash avg 5 stars As 1-11-13 1235am
ldquoWe have hundreds if not thousands of exampleshelliprdquo 790639
52
Who Owns Left Field
Click here for web link
![Page 39: Joe Tye Presentation for Georgia Hospital Association Trustee Conference, February 11, 2013](https://reader031.fdocuments.net/reader031/viewer/2022012918/544f4973af79593b028b7d1a/html5/thumbnails/39.jpg)
18771601 views 78952ndash avg 5 stars As 1-11-13 1235am
ldquoWe have hundreds if not thousands of exampleshelliprdquo 790639
52
Who Owns Left Field
Click here for web link
![Page 40: Joe Tye Presentation for Georgia Hospital Association Trustee Conference, February 11, 2013](https://reader031.fdocuments.net/reader031/viewer/2022012918/544f4973af79593b028b7d1a/html5/thumbnails/40.jpg)
ldquoWe have hundreds if not thousands of exampleshelliprdquo 790639
52
Who Owns Left Field
Click here for web link
![Page 41: Joe Tye Presentation for Georgia Hospital Association Trustee Conference, February 11, 2013](https://reader031.fdocuments.net/reader031/viewer/2022012918/544f4973af79593b028b7d1a/html5/thumbnails/41.jpg)
52
Who Owns Left Field
Click here for web link
![Page 42: Joe Tye Presentation for Georgia Hospital Association Trustee Conference, February 11, 2013](https://reader031.fdocuments.net/reader031/viewer/2022012918/544f4973af79593b028b7d1a/html5/thumbnails/42.jpg)
Who Owns Left Field
Click here for web link
![Page 43: Joe Tye Presentation for Georgia Hospital Association Trustee Conference, February 11, 2013](https://reader031.fdocuments.net/reader031/viewer/2022012918/544f4973af79593b028b7d1a/html5/thumbnails/43.jpg)
A word about the
assumptions we
make
What do you get
when you break the
word ldquoassumerdquo into
its constituent
parts
Letrsquos watch as the
word ldquoassumptionrdquo
gets deconstructed
(along with those
who made the
assumption)
Click here for web link
![Page 44: Joe Tye Presentation for Georgia Hospital Association Trustee Conference, February 11, 2013](https://reader031.fdocuments.net/reader031/viewer/2022012918/544f4973af79593b028b7d1a/html5/thumbnails/44.jpg)
What do you get
when you break the
word ldquoassumerdquo into
its constituent
parts
Letrsquos watch as the
word ldquoassumptionrdquo
gets deconstructed
(along with those
who made the
assumption)
Click here for web link
![Page 45: Joe Tye Presentation for Georgia Hospital Association Trustee Conference, February 11, 2013](https://reader031.fdocuments.net/reader031/viewer/2022012918/544f4973af79593b028b7d1a/html5/thumbnails/45.jpg)
Letrsquos watch as the
word ldquoassumptionrdquo
gets deconstructed
(along with those
who made the
assumption)
Click here for web link
![Page 46: Joe Tye Presentation for Georgia Hospital Association Trustee Conference, February 11, 2013](https://reader031.fdocuments.net/reader031/viewer/2022012918/544f4973af79593b028b7d1a/html5/thumbnails/46.jpg)
Click here for web link
![Page 47: Joe Tye Presentation for Georgia Hospital Association Trustee Conference, February 11, 2013](https://reader031.fdocuments.net/reader031/viewer/2022012918/544f4973af79593b028b7d1a/html5/thumbnails/47.jpg)
Invisible
Architectur
eldquoInvisible Architecturerdquo is a trademark of Values Coach Inc
Invisible architecture
is to the soul of your
organization what
physical architecture
is to its body
3 stages
Core Values are
the Foundation
Core values
define what
you stand for
and what you
wonrsquot
stand for
TMC Values hellip Honor Tradition Nourish
Dreams
Nobody does it
better than
70
Zappos Family Core Values1 Deliver WOW Through Service
2 Embrace and Drive Change
3 Create Fun and A Little Weirdness
4 Be Adventurous Creative and Open-Minded
5 Pursue Growth and Learning
6 Build Open and Honest Relationships With
Communication
7 Build a Positive Team and Family Spirit
8 Do More With Less
9 Be Passionate and Determined
10 Be Humble
Source Zappos website
1 Deliver Wow Through Service
Core Values Frog thinks anything worth doing is
worth doing with WOW To WOW CVF differentiates
himself by doing things in an unconventional and
innovative way He goes above and beyond the
average level of service to create an
emotional impact on the
receiver and give them a
positive story they can take
with them the rest of their
lives
Source Zappos website
Whenrsquos the last time you
called a 1-800 call center
and months later
remembered the name of
the person you talked to ndash
and told anyone who would
listen your story
74
ldquoPeople who are clearest
about their personal
vision and values are
significantly more
committed to their
organizationsrdquoJames Kouzes and Barry
Posner
A Leaders Legacy
One of the best
investments you can
make in your
organizational values is
helping your people learn
skills to better live their
personal values
A Memory of the Future
Coming to Georgia in
2014
When a critical mass
of people connect
with and act upon
their core values
they will have a
positive impact onhellip
Corporate culture is
the superstructure
Culture is to the
organization what
personality and
character are to the
individual
Same business
Different cultures
Culture is like a
patchwork quilt the art
is in making the pieces
come together in a way
that is beautiful and
functional
You cannot allow
people to opt-out of
culture
Culture eats
strategy for lunch
Seven reasons
that culture
trumps strategy
Reason 1
People are loyal to
culture not to strategy
The penny-foolish
pound-wise
culture of Auto-
Owners Insurance
Company
Reason 2
Culture provides
resilience in tough
times
Reason 3
Culture is more efficient
than strategy
Reason 4
Culture creates unique
competitive
differentiation
Reason 5
Culture can galvanize a
contrary business
strategy
Reason 6
Static culture can doom
an organization
Reason 7
When strategy and
culture collide culture
will win
Your hospital has a
strategic plan ndash but do
you have a culture
plan
Culture doesnrsquot change
unless people change
and that is
emotional
work
Emotional attitude
is the interior deacutecor
101
102
Emotional climate is
determined by what
you expect and what
you toleratehellip
103
And over time what
you tolerate will
dominate over what
you say you expect
104
ldquoOne toxically negative
person can drag down
morale and productivity
of an entire work
unitrdquo
105
ldquoIt is a leadership
responsibility to create a
workplace environment
where toxic emotional
negativity is not
toleratedrdquo
110
Building a
culture of
ownership
Do you have to start with the
right people on the bus
You canrsquot always
choose who you
have on the bus
You canrsquot just
throw all the
ldquowrongrdquo people off
the bus
You can create a bus that
everyone wants to ride
Fairfield Medical Center adopted
the 8 Florence Characteristics
for their employment brand
Commitment
To the values
vision
and mission of the
organization
Commitment is
most important
when the going
gets tough
ldquoWe need to see
opportunities where others
see barriers We need to
be cheerleaders when
others are moaning doom-
and-gloomrdquo
ldquoWe need to face problems
with contrarian toughness
because itrsquos in how we
solve those problems that
we differentiate ourselves
from everyone elserdquo
ldquoBrick walls are not
there to stop you they
are there to make you
prove how much you
want somethingrdquo
Randy Pausch The Last Lecture
Engagement
With patients
coworkers and
with the work itself
At Best Buy a 01
increase in employee
engagement generates
a $100000 increase in
gross store revenue
Harvard Business Review October 2010
Passion
Enthusiasm
positive attitude
and joy reflected in
everyday actions
Look at that
smile
How do you calculate ROI on a smile like that
Initiative
A ldquoProceed Until
Apprehendedrdquo
mindset
135
Can one person
who takes
initiative change
your
organization
138
MMFI
Fellowship
Fostering a
ldquosupport grouprdquo
culture of respect
and caring
142
Pride
In the organization
in the profession
in the work and in
you yourself
Pride is reflected in the answer
to that universal icebreaker
question
What do you do
The most powerful and
cost-effective
marketing campaign
your organization could
ever launch
What do you do
Thanks for asking
Irsquom good at what I do
I love what I do Irsquom
proud of what I do
What I do is
important
What could be more boring than
industrial ventilation systems
149
BigAssHospitalcom
Five of the tools we
use to help
hospitals create a
plan for the
Invisible
Architecture
Tool 1
The Values Behaviors Outcomes Continuum
151
Tool 2
The 3-minute
values drill
Current version
Compassio
n
Advocacy
Respect
ExcellenceValues statement of a Values Coach client
Old version
Compassio
n
Advocacy
Respect
Excellence
New version
Integrity
Enthusiasm
Loyalty
Stewardshi
p
Ownership
Fun
Tool 3
The 6-Word
Culture
Clarification
Exercise
This guy made a fortune with just 6 words
157
From a large
medical
products
company
158
Global company driven
by motivated
individuals
159
Great company often
own worst enemy
160
Process driven crisis
management creating
dysfunction
How can managers
working in the same
company have such
differing perspectives
162
Tool 4
The Culture Wheel to
spark thinking about the
why the what and the
how of cultural
transformation
Tool 5
The Florence Prescription
is a manifesto for
building a culture of
ownership on a
foundation of values
168
More than 400 hospitals and healthcare
organizations and over 100000 books
With The Florence Prescription you canhellip
Get everyone on the
same culture page
for just $5 a book
170
Part 2
Boardrsquos Role for
the Hospitalrsquos
Invisible
Architecturetrade
Micromanageme
nt
Abdication
172
What courageous followers (and
trustees) do
Challenge
Support
173
ldquoBoard members are
likely to wear rose tinted
glassesrdquoReport of the Center for Health Policy
and Research University of Iowa
174
21 questions the
board should ask
of the executive
team
175
8 questions the
board should ask
about the
hospitalrsquos core
values
176
Question 1
Why did we choose
these values and do
people buy into them
Do they even know
them
177
Question 2
Does our statement of
values have heart ndash is it
authentic ndash or is it
generic boilerplate
178
Question 3
How does our
statement of values
differentiate our
hospital in a
competitive
environment
179
Question 4
Are the values we have
chosen operationally
relevant Are the
societally relevant
180
Question 5
How often should we
revisit our values Is
now a good time for a
thorough review
181
Question 6
Do we have the
courage to enforce our
values with employees
medical staff board
and others
182
Question 7
Do execs use values to
instill the mental and
emotional toughness to
thrive in the
competitive healthcare
environment
183
Question 8
Should we do training
on values-based life
and leadership skills
(eg by joining the
Values Collaborative)
184
Date February 5 2013
Asheville NC
$149 per person
319-624-3889
185
7 questions the
board should ask
about the
hospitalrsquos culture
186
Question 1
Do we have a culture
plan that complements
our strategic plan
187
Question 3
Does our culture
tolerate behaviors not
consistent with our
values (eg gossip is
inconsistent with
integrity)
188
Question 4
Does our culture
tolerate management
by fear and
intimidation (despite
Demingrsquos warning)
189
Question 5
How do we collect and
share the stories that
help to transmit our
culture
190
Question 6
How do we invoke
rituals traditions
celebration and
executive visibility to
foster culture
191
Question 7
How do we screen out
cultural misfits and
inculcate new people
192
6 questions the
board should ask
about the
hospitalrsquos
workplace
attitudes
193
Question 1
How do we assess
employee engagement
how do we stack up
and how do we boost
it
194
Question 2
Is our culture
dominated by
emotional positivity or
is toxic emotional
negativity evident
195
This question can only
objectively be
answered by the Man
from Marshellip
196
Question 3
Have we established
our zero-tolerance
behaviors and do we
have the courage to
enforce those
standards
197
Question 4
How do we deal with
people in the Rutledge
Quadrant (good skills
bad attitude)
198
Question 5
How are our attitude
and behavior
expectations conveyed
to new employees (and
docs)
199
Question 6
Are we buying our own
press clippings
- Slide 1
- Slide 2
- Slide 3
- Slide 4
- Slide 5
- Slide 6
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- Slide 16
- Slide 17
- Slide 18
- Slide 19
- Slide 20
- Slide 21
- Slide 22
- Slide 23
- Slide 24
- Slide 25
- Slide 26
- Slide 27
- Slide 28
- Slide 29
- Slide 30
- Slide 31
- Slide 32
- Slide 33
- Slide 34
- Slide 35
- Slide 36
- Slide 37
- Slide 38
- Slide 39
- Slide 40
- Slide 41
- Slide 42
- Slide 43
- Slide 44
- Slide 45
- Slide 46
- Slide 47
- Slide 48
- Slide 49
- Slide 50
- Slide 51
- Slide 52
- Slide 53
- Slide 54
- Slide 55
- Slide 56
- Slide 57
- Slide 58
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- Slide 65
- Slide 66
- Slide 67
- Slide 68
- Slide 69
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- Slide 73
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- Slide 75
- Slide 76
- Slide 77
- Slide 78
- Slide 79
- Slide 80
- Slide 81
- Slide 82
- Slide 83
- Slide 84
- Slide 85
- Slide 86
- Slide 87
- Slide 88
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- Slide 90
- Slide 91
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- Slide 93
- Slide 94
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- Slide 97
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- Slide 106
- Slide 107
- Slide 108
- Slide 109
- Slide 110
- Slide 111
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- Slide 142
- Slide 143
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- Slide 147
- Slide 148
- Slide 149
- Slide 150
- Tool 1 The Values Behaviors Outcomes Continuum
- Slide 152
- Slide 153
- Slide 154
- Slide 155
- Slide 156
- Slide 157
- Slide 158
- Slide 159
- Slide 160
- Slide 161
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- Slide 175
- Slide 176
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- Slide 179
- Slide 180
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- Slide 189
- Slide 190
- Slide 191
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- Slide 193
- Slide 194
- Slide 195
- Slide 196
- Slide 197
- Slide 198
- Slide 199
-
![Page 48: Joe Tye Presentation for Georgia Hospital Association Trustee Conference, February 11, 2013](https://reader031.fdocuments.net/reader031/viewer/2022012918/544f4973af79593b028b7d1a/html5/thumbnails/48.jpg)
Invisible architecture
is to the soul of your
organization what
physical architecture
is to its body
3 stages
Core Values are
the Foundation
Core values
define what
you stand for
and what you
wonrsquot
stand for
TMC Values hellip Honor Tradition Nourish
Dreams
Nobody does it
better than
70
Zappos Family Core Values1 Deliver WOW Through Service
2 Embrace and Drive Change
3 Create Fun and A Little Weirdness
4 Be Adventurous Creative and Open-Minded
5 Pursue Growth and Learning
6 Build Open and Honest Relationships With
Communication
7 Build a Positive Team and Family Spirit
8 Do More With Less
9 Be Passionate and Determined
10 Be Humble
Source Zappos website
1 Deliver Wow Through Service
Core Values Frog thinks anything worth doing is
worth doing with WOW To WOW CVF differentiates
himself by doing things in an unconventional and
innovative way He goes above and beyond the
average level of service to create an
emotional impact on the
receiver and give them a
positive story they can take
with them the rest of their
lives
Source Zappos website
Whenrsquos the last time you
called a 1-800 call center
and months later
remembered the name of
the person you talked to ndash
and told anyone who would
listen your story
74
ldquoPeople who are clearest
about their personal
vision and values are
significantly more
committed to their
organizationsrdquoJames Kouzes and Barry
Posner
A Leaders Legacy
One of the best
investments you can
make in your
organizational values is
helping your people learn
skills to better live their
personal values
A Memory of the Future
Coming to Georgia in
2014
When a critical mass
of people connect
with and act upon
their core values
they will have a
positive impact onhellip
Corporate culture is
the superstructure
Culture is to the
organization what
personality and
character are to the
individual
Same business
Different cultures
Culture is like a
patchwork quilt the art
is in making the pieces
come together in a way
that is beautiful and
functional
You cannot allow
people to opt-out of
culture
Culture eats
strategy for lunch
Seven reasons
that culture
trumps strategy
Reason 1
People are loyal to
culture not to strategy
The penny-foolish
pound-wise
culture of Auto-
Owners Insurance
Company
Reason 2
Culture provides
resilience in tough
times
Reason 3
Culture is more efficient
than strategy
Reason 4
Culture creates unique
competitive
differentiation
Reason 5
Culture can galvanize a
contrary business
strategy
Reason 6
Static culture can doom
an organization
Reason 7
When strategy and
culture collide culture
will win
Your hospital has a
strategic plan ndash but do
you have a culture
plan
Culture doesnrsquot change
unless people change
and that is
emotional
work
Emotional attitude
is the interior deacutecor
101
102
Emotional climate is
determined by what
you expect and what
you toleratehellip
103
And over time what
you tolerate will
dominate over what
you say you expect
104
ldquoOne toxically negative
person can drag down
morale and productivity
of an entire work
unitrdquo
105
ldquoIt is a leadership
responsibility to create a
workplace environment
where toxic emotional
negativity is not
toleratedrdquo
110
Building a
culture of
ownership
Do you have to start with the
right people on the bus
You canrsquot always
choose who you
have on the bus
You canrsquot just
throw all the
ldquowrongrdquo people off
the bus
You can create a bus that
everyone wants to ride
Fairfield Medical Center adopted
the 8 Florence Characteristics
for their employment brand
Commitment
To the values
vision
and mission of the
organization
Commitment is
most important
when the going
gets tough
ldquoWe need to see
opportunities where others
see barriers We need to
be cheerleaders when
others are moaning doom-
and-gloomrdquo
ldquoWe need to face problems
with contrarian toughness
because itrsquos in how we
solve those problems that
we differentiate ourselves
from everyone elserdquo
ldquoBrick walls are not
there to stop you they
are there to make you
prove how much you
want somethingrdquo
Randy Pausch The Last Lecture
Engagement
With patients
coworkers and
with the work itself
At Best Buy a 01
increase in employee
engagement generates
a $100000 increase in
gross store revenue
Harvard Business Review October 2010
Passion
Enthusiasm
positive attitude
and joy reflected in
everyday actions
Look at that
smile
How do you calculate ROI on a smile like that
Initiative
A ldquoProceed Until
Apprehendedrdquo
mindset
135
Can one person
who takes
initiative change
your
organization
138
MMFI
Fellowship
Fostering a
ldquosupport grouprdquo
culture of respect
and caring
142
Pride
In the organization
in the profession
in the work and in
you yourself
Pride is reflected in the answer
to that universal icebreaker
question
What do you do
The most powerful and
cost-effective
marketing campaign
your organization could
ever launch
What do you do
Thanks for asking
Irsquom good at what I do
I love what I do Irsquom
proud of what I do
What I do is
important
What could be more boring than
industrial ventilation systems
149
BigAssHospitalcom
Five of the tools we
use to help
hospitals create a
plan for the
Invisible
Architecture
Tool 1
The Values Behaviors Outcomes Continuum
151
Tool 2
The 3-minute
values drill
Current version
Compassio
n
Advocacy
Respect
ExcellenceValues statement of a Values Coach client
Old version
Compassio
n
Advocacy
Respect
Excellence
New version
Integrity
Enthusiasm
Loyalty
Stewardshi
p
Ownership
Fun
Tool 3
The 6-Word
Culture
Clarification
Exercise
This guy made a fortune with just 6 words
157
From a large
medical
products
company
158
Global company driven
by motivated
individuals
159
Great company often
own worst enemy
160
Process driven crisis
management creating
dysfunction
How can managers
working in the same
company have such
differing perspectives
162
Tool 4
The Culture Wheel to
spark thinking about the
why the what and the
how of cultural
transformation
Tool 5
The Florence Prescription
is a manifesto for
building a culture of
ownership on a
foundation of values
168
More than 400 hospitals and healthcare
organizations and over 100000 books
With The Florence Prescription you canhellip
Get everyone on the
same culture page
for just $5 a book
170
Part 2
Boardrsquos Role for
the Hospitalrsquos
Invisible
Architecturetrade
Micromanageme
nt
Abdication
172
What courageous followers (and
trustees) do
Challenge
Support
173
ldquoBoard members are
likely to wear rose tinted
glassesrdquoReport of the Center for Health Policy
and Research University of Iowa
174
21 questions the
board should ask
of the executive
team
175
8 questions the
board should ask
about the
hospitalrsquos core
values
176
Question 1
Why did we choose
these values and do
people buy into them
Do they even know
them
177
Question 2
Does our statement of
values have heart ndash is it
authentic ndash or is it
generic boilerplate
178
Question 3
How does our
statement of values
differentiate our
hospital in a
competitive
environment
179
Question 4
Are the values we have
chosen operationally
relevant Are the
societally relevant
180
Question 5
How often should we
revisit our values Is
now a good time for a
thorough review
181
Question 6
Do we have the
courage to enforce our
values with employees
medical staff board
and others
182
Question 7
Do execs use values to
instill the mental and
emotional toughness to
thrive in the
competitive healthcare
environment
183
Question 8
Should we do training
on values-based life
and leadership skills
(eg by joining the
Values Collaborative)
184
Date February 5 2013
Asheville NC
$149 per person
319-624-3889
185
7 questions the
board should ask
about the
hospitalrsquos culture
186
Question 1
Do we have a culture
plan that complements
our strategic plan
187
Question 3
Does our culture
tolerate behaviors not
consistent with our
values (eg gossip is
inconsistent with
integrity)
188
Question 4
Does our culture
tolerate management
by fear and
intimidation (despite
Demingrsquos warning)
189
Question 5
How do we collect and
share the stories that
help to transmit our
culture
190
Question 6
How do we invoke
rituals traditions
celebration and
executive visibility to
foster culture
191
Question 7
How do we screen out
cultural misfits and
inculcate new people
192
6 questions the
board should ask
about the
hospitalrsquos
workplace
attitudes
193
Question 1
How do we assess
employee engagement
how do we stack up
and how do we boost
it
194
Question 2
Is our culture
dominated by
emotional positivity or
is toxic emotional
negativity evident
195
This question can only
objectively be
answered by the Man
from Marshellip
196
Question 3
Have we established
our zero-tolerance
behaviors and do we
have the courage to
enforce those
standards
197
Question 4
How do we deal with
people in the Rutledge
Quadrant (good skills
bad attitude)
198
Question 5
How are our attitude
and behavior
expectations conveyed
to new employees (and
docs)
199
Question 6
Are we buying our own
press clippings
- Slide 1
- Slide 2
- Slide 3
- Slide 4
- Slide 5
- Slide 6
- Slide 7
- Slide 8
- Slide 9
- Slide 10
- Slide 11
- Slide 12
- Slide 13
- Slide 14
- Slide 15
- Slide 16
- Slide 17
- Slide 18
- Slide 19
- Slide 20
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- Slide 37
- Slide 38
- Slide 39
- Slide 40
- Slide 41
- Slide 42
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- Slide 46
- Slide 47
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- Slide 77
- Slide 78
- Slide 79
- Slide 80
- Slide 81
- Slide 82
- Slide 83
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- Slide 138
- Slide 139
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- Slide 141
- Slide 142
- Slide 143
- Slide 144
- Slide 145
- Slide 146
- Slide 147
- Slide 148
- Slide 149
- Slide 150
- Tool 1 The Values Behaviors Outcomes Continuum
- Slide 152
- Slide 153
- Slide 154
- Slide 155
- Slide 156
- Slide 157
- Slide 158
- Slide 159
- Slide 160
- Slide 161
- Slide 162
- Slide 163
- Slide 164
- Slide 165
- Slide 166
- Slide 167
- Slide 168
- Slide 169
- Slide 170
- Slide 171
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- Slide 174
- Slide 175
- Slide 176
- Slide 177
- Slide 178
- Slide 179
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- Slide 185
- Slide 186
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- Slide 188
- Slide 189
- Slide 190
- Slide 191
- Slide 192
- Slide 193
- Slide 194
- Slide 195
- Slide 196
- Slide 197
- Slide 198
- Slide 199
-
![Page 49: Joe Tye Presentation for Georgia Hospital Association Trustee Conference, February 11, 2013](https://reader031.fdocuments.net/reader031/viewer/2022012918/544f4973af79593b028b7d1a/html5/thumbnails/49.jpg)
3 stages
Core Values are
the Foundation
Core values
define what
you stand for
and what you
wonrsquot
stand for
TMC Values hellip Honor Tradition Nourish
Dreams
Nobody does it
better than
70
Zappos Family Core Values1 Deliver WOW Through Service
2 Embrace and Drive Change
3 Create Fun and A Little Weirdness
4 Be Adventurous Creative and Open-Minded
5 Pursue Growth and Learning
6 Build Open and Honest Relationships With
Communication
7 Build a Positive Team and Family Spirit
8 Do More With Less
9 Be Passionate and Determined
10 Be Humble
Source Zappos website
1 Deliver Wow Through Service
Core Values Frog thinks anything worth doing is
worth doing with WOW To WOW CVF differentiates
himself by doing things in an unconventional and
innovative way He goes above and beyond the
average level of service to create an
emotional impact on the
receiver and give them a
positive story they can take
with them the rest of their
lives
Source Zappos website
Whenrsquos the last time you
called a 1-800 call center
and months later
remembered the name of
the person you talked to ndash
and told anyone who would
listen your story
74
ldquoPeople who are clearest
about their personal
vision and values are
significantly more
committed to their
organizationsrdquoJames Kouzes and Barry
Posner
A Leaders Legacy
One of the best
investments you can
make in your
organizational values is
helping your people learn
skills to better live their
personal values
A Memory of the Future
Coming to Georgia in
2014
When a critical mass
of people connect
with and act upon
their core values
they will have a
positive impact onhellip
Corporate culture is
the superstructure
Culture is to the
organization what
personality and
character are to the
individual
Same business
Different cultures
Culture is like a
patchwork quilt the art
is in making the pieces
come together in a way
that is beautiful and
functional
You cannot allow
people to opt-out of
culture
Culture eats
strategy for lunch
Seven reasons
that culture
trumps strategy
Reason 1
People are loyal to
culture not to strategy
The penny-foolish
pound-wise
culture of Auto-
Owners Insurance
Company
Reason 2
Culture provides
resilience in tough
times
Reason 3
Culture is more efficient
than strategy
Reason 4
Culture creates unique
competitive
differentiation
Reason 5
Culture can galvanize a
contrary business
strategy
Reason 6
Static culture can doom
an organization
Reason 7
When strategy and
culture collide culture
will win
Your hospital has a
strategic plan ndash but do
you have a culture
plan
Culture doesnrsquot change
unless people change
and that is
emotional
work
Emotional attitude
is the interior deacutecor
101
102
Emotional climate is
determined by what
you expect and what
you toleratehellip
103
And over time what
you tolerate will
dominate over what
you say you expect
104
ldquoOne toxically negative
person can drag down
morale and productivity
of an entire work
unitrdquo
105
ldquoIt is a leadership
responsibility to create a
workplace environment
where toxic emotional
negativity is not
toleratedrdquo
110
Building a
culture of
ownership
Do you have to start with the
right people on the bus
You canrsquot always
choose who you
have on the bus
You canrsquot just
throw all the
ldquowrongrdquo people off
the bus
You can create a bus that
everyone wants to ride
Fairfield Medical Center adopted
the 8 Florence Characteristics
for their employment brand
Commitment
To the values
vision
and mission of the
organization
Commitment is
most important
when the going
gets tough
ldquoWe need to see
opportunities where others
see barriers We need to
be cheerleaders when
others are moaning doom-
and-gloomrdquo
ldquoWe need to face problems
with contrarian toughness
because itrsquos in how we
solve those problems that
we differentiate ourselves
from everyone elserdquo
ldquoBrick walls are not
there to stop you they
are there to make you
prove how much you
want somethingrdquo
Randy Pausch The Last Lecture
Engagement
With patients
coworkers and
with the work itself
At Best Buy a 01
increase in employee
engagement generates
a $100000 increase in
gross store revenue
Harvard Business Review October 2010
Passion
Enthusiasm
positive attitude
and joy reflected in
everyday actions
Look at that
smile
How do you calculate ROI on a smile like that
Initiative
A ldquoProceed Until
Apprehendedrdquo
mindset
135
Can one person
who takes
initiative change
your
organization
138
MMFI
Fellowship
Fostering a
ldquosupport grouprdquo
culture of respect
and caring
142
Pride
In the organization
in the profession
in the work and in
you yourself
Pride is reflected in the answer
to that universal icebreaker
question
What do you do
The most powerful and
cost-effective
marketing campaign
your organization could
ever launch
What do you do
Thanks for asking
Irsquom good at what I do
I love what I do Irsquom
proud of what I do
What I do is
important
What could be more boring than
industrial ventilation systems
149
BigAssHospitalcom
Five of the tools we
use to help
hospitals create a
plan for the
Invisible
Architecture
Tool 1
The Values Behaviors Outcomes Continuum
151
Tool 2
The 3-minute
values drill
Current version
Compassio
n
Advocacy
Respect
ExcellenceValues statement of a Values Coach client
Old version
Compassio
n
Advocacy
Respect
Excellence
New version
Integrity
Enthusiasm
Loyalty
Stewardshi
p
Ownership
Fun
Tool 3
The 6-Word
Culture
Clarification
Exercise
This guy made a fortune with just 6 words
157
From a large
medical
products
company
158
Global company driven
by motivated
individuals
159
Great company often
own worst enemy
160
Process driven crisis
management creating
dysfunction
How can managers
working in the same
company have such
differing perspectives
162
Tool 4
The Culture Wheel to
spark thinking about the
why the what and the
how of cultural
transformation
Tool 5
The Florence Prescription
is a manifesto for
building a culture of
ownership on a
foundation of values
168
More than 400 hospitals and healthcare
organizations and over 100000 books
With The Florence Prescription you canhellip
Get everyone on the
same culture page
for just $5 a book
170
Part 2
Boardrsquos Role for
the Hospitalrsquos
Invisible
Architecturetrade
Micromanageme
nt
Abdication
172
What courageous followers (and
trustees) do
Challenge
Support
173
ldquoBoard members are
likely to wear rose tinted
glassesrdquoReport of the Center for Health Policy
and Research University of Iowa
174
21 questions the
board should ask
of the executive
team
175
8 questions the
board should ask
about the
hospitalrsquos core
values
176
Question 1
Why did we choose
these values and do
people buy into them
Do they even know
them
177
Question 2
Does our statement of
values have heart ndash is it
authentic ndash or is it
generic boilerplate
178
Question 3
How does our
statement of values
differentiate our
hospital in a
competitive
environment
179
Question 4
Are the values we have
chosen operationally
relevant Are the
societally relevant
180
Question 5
How often should we
revisit our values Is
now a good time for a
thorough review
181
Question 6
Do we have the
courage to enforce our
values with employees
medical staff board
and others
182
Question 7
Do execs use values to
instill the mental and
emotional toughness to
thrive in the
competitive healthcare
environment
183
Question 8
Should we do training
on values-based life
and leadership skills
(eg by joining the
Values Collaborative)
184
Date February 5 2013
Asheville NC
$149 per person
319-624-3889
185
7 questions the
board should ask
about the
hospitalrsquos culture
186
Question 1
Do we have a culture
plan that complements
our strategic plan
187
Question 3
Does our culture
tolerate behaviors not
consistent with our
values (eg gossip is
inconsistent with
integrity)
188
Question 4
Does our culture
tolerate management
by fear and
intimidation (despite
Demingrsquos warning)
189
Question 5
How do we collect and
share the stories that
help to transmit our
culture
190
Question 6
How do we invoke
rituals traditions
celebration and
executive visibility to
foster culture
191
Question 7
How do we screen out
cultural misfits and
inculcate new people
192
6 questions the
board should ask
about the
hospitalrsquos
workplace
attitudes
193
Question 1
How do we assess
employee engagement
how do we stack up
and how do we boost
it
194
Question 2
Is our culture
dominated by
emotional positivity or
is toxic emotional
negativity evident
195
This question can only
objectively be
answered by the Man
from Marshellip
196
Question 3
Have we established
our zero-tolerance
behaviors and do we
have the courage to
enforce those
standards
197
Question 4
How do we deal with
people in the Rutledge
Quadrant (good skills
bad attitude)
198
Question 5
How are our attitude
and behavior
expectations conveyed
to new employees (and
docs)
199
Question 6
Are we buying our own
press clippings
- Slide 1
- Slide 2
- Slide 3
- Slide 4
- Slide 5
- Slide 6
- Slide 7
- Slide 8
- Slide 9
- Slide 10
- Slide 11
- Slide 12
- Slide 13
- Slide 14
- Slide 15
- Slide 16
- Slide 17
- Slide 18
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- Slide 35
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- Slide 37
- Slide 38
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- Slide 40
- Slide 41
- Slide 42
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- Slide 44
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- Slide 46
- Slide 47
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- Slide 49
- Slide 50
- Slide 51
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- Slide 54
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- Slide 137
- Slide 138
- Slide 139
- Slide 140
- Slide 141
- Slide 142
- Slide 143
- Slide 144
- Slide 145
- Slide 146
- Slide 147
- Slide 148
- Slide 149
- Slide 150
- Tool 1 The Values Behaviors Outcomes Continuum
- Slide 152
- Slide 153
- Slide 154
- Slide 155
- Slide 156
- Slide 157
- Slide 158
- Slide 159
- Slide 160
- Slide 161
- Slide 162
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- Slide 188
- Slide 189
- Slide 190
- Slide 191
- Slide 192
- Slide 193
- Slide 194
- Slide 195
- Slide 196
- Slide 197
- Slide 198
- Slide 199
-
![Page 50: Joe Tye Presentation for Georgia Hospital Association Trustee Conference, February 11, 2013](https://reader031.fdocuments.net/reader031/viewer/2022012918/544f4973af79593b028b7d1a/html5/thumbnails/50.jpg)
Core Values are
the Foundation
Core values
define what
you stand for
and what you
wonrsquot
stand for
TMC Values hellip Honor Tradition Nourish
Dreams
Nobody does it
better than
70
Zappos Family Core Values1 Deliver WOW Through Service
2 Embrace and Drive Change
3 Create Fun and A Little Weirdness
4 Be Adventurous Creative and Open-Minded
5 Pursue Growth and Learning
6 Build Open and Honest Relationships With
Communication
7 Build a Positive Team and Family Spirit
8 Do More With Less
9 Be Passionate and Determined
10 Be Humble
Source Zappos website
1 Deliver Wow Through Service
Core Values Frog thinks anything worth doing is
worth doing with WOW To WOW CVF differentiates
himself by doing things in an unconventional and
innovative way He goes above and beyond the
average level of service to create an
emotional impact on the
receiver and give them a
positive story they can take
with them the rest of their
lives
Source Zappos website
Whenrsquos the last time you
called a 1-800 call center
and months later
remembered the name of
the person you talked to ndash
and told anyone who would
listen your story
74
ldquoPeople who are clearest
about their personal
vision and values are
significantly more
committed to their
organizationsrdquoJames Kouzes and Barry
Posner
A Leaders Legacy
One of the best
investments you can
make in your
organizational values is
helping your people learn
skills to better live their
personal values
A Memory of the Future
Coming to Georgia in
2014
When a critical mass
of people connect
with and act upon
their core values
they will have a
positive impact onhellip
Corporate culture is
the superstructure
Culture is to the
organization what
personality and
character are to the
individual
Same business
Different cultures
Culture is like a
patchwork quilt the art
is in making the pieces
come together in a way
that is beautiful and
functional
You cannot allow
people to opt-out of
culture
Culture eats
strategy for lunch
Seven reasons
that culture
trumps strategy
Reason 1
People are loyal to
culture not to strategy
The penny-foolish
pound-wise
culture of Auto-
Owners Insurance
Company
Reason 2
Culture provides
resilience in tough
times
Reason 3
Culture is more efficient
than strategy
Reason 4
Culture creates unique
competitive
differentiation
Reason 5
Culture can galvanize a
contrary business
strategy
Reason 6
Static culture can doom
an organization
Reason 7
When strategy and
culture collide culture
will win
Your hospital has a
strategic plan ndash but do
you have a culture
plan
Culture doesnrsquot change
unless people change
and that is
emotional
work
Emotional attitude
is the interior deacutecor
101
102
Emotional climate is
determined by what
you expect and what
you toleratehellip
103
And over time what
you tolerate will
dominate over what
you say you expect
104
ldquoOne toxically negative
person can drag down
morale and productivity
of an entire work
unitrdquo
105
ldquoIt is a leadership
responsibility to create a
workplace environment
where toxic emotional
negativity is not
toleratedrdquo
110
Building a
culture of
ownership
Do you have to start with the
right people on the bus
You canrsquot always
choose who you
have on the bus
You canrsquot just
throw all the
ldquowrongrdquo people off
the bus
You can create a bus that
everyone wants to ride
Fairfield Medical Center adopted
the 8 Florence Characteristics
for their employment brand
Commitment
To the values
vision
and mission of the
organization
Commitment is
most important
when the going
gets tough
ldquoWe need to see
opportunities where others
see barriers We need to
be cheerleaders when
others are moaning doom-
and-gloomrdquo
ldquoWe need to face problems
with contrarian toughness
because itrsquos in how we
solve those problems that
we differentiate ourselves
from everyone elserdquo
ldquoBrick walls are not
there to stop you they
are there to make you
prove how much you
want somethingrdquo
Randy Pausch The Last Lecture
Engagement
With patients
coworkers and
with the work itself
At Best Buy a 01
increase in employee
engagement generates
a $100000 increase in
gross store revenue
Harvard Business Review October 2010
Passion
Enthusiasm
positive attitude
and joy reflected in
everyday actions
Look at that
smile
How do you calculate ROI on a smile like that
Initiative
A ldquoProceed Until
Apprehendedrdquo
mindset
135
Can one person
who takes
initiative change
your
organization
138
MMFI
Fellowship
Fostering a
ldquosupport grouprdquo
culture of respect
and caring
142
Pride
In the organization
in the profession
in the work and in
you yourself
Pride is reflected in the answer
to that universal icebreaker
question
What do you do
The most powerful and
cost-effective
marketing campaign
your organization could
ever launch
What do you do
Thanks for asking
Irsquom good at what I do
I love what I do Irsquom
proud of what I do
What I do is
important
What could be more boring than
industrial ventilation systems
149
BigAssHospitalcom
Five of the tools we
use to help
hospitals create a
plan for the
Invisible
Architecture
Tool 1
The Values Behaviors Outcomes Continuum
151
Tool 2
The 3-minute
values drill
Current version
Compassio
n
Advocacy
Respect
ExcellenceValues statement of a Values Coach client
Old version
Compassio
n
Advocacy
Respect
Excellence
New version
Integrity
Enthusiasm
Loyalty
Stewardshi
p
Ownership
Fun
Tool 3
The 6-Word
Culture
Clarification
Exercise
This guy made a fortune with just 6 words
157
From a large
medical
products
company
158
Global company driven
by motivated
individuals
159
Great company often
own worst enemy
160
Process driven crisis
management creating
dysfunction
How can managers
working in the same
company have such
differing perspectives
162
Tool 4
The Culture Wheel to
spark thinking about the
why the what and the
how of cultural
transformation
Tool 5
The Florence Prescription
is a manifesto for
building a culture of
ownership on a
foundation of values
168
More than 400 hospitals and healthcare
organizations and over 100000 books
With The Florence Prescription you canhellip
Get everyone on the
same culture page
for just $5 a book
170
Part 2
Boardrsquos Role for
the Hospitalrsquos
Invisible
Architecturetrade
Micromanageme
nt
Abdication
172
What courageous followers (and
trustees) do
Challenge
Support
173
ldquoBoard members are
likely to wear rose tinted
glassesrdquoReport of the Center for Health Policy
and Research University of Iowa
174
21 questions the
board should ask
of the executive
team
175
8 questions the
board should ask
about the
hospitalrsquos core
values
176
Question 1
Why did we choose
these values and do
people buy into them
Do they even know
them
177
Question 2
Does our statement of
values have heart ndash is it
authentic ndash or is it
generic boilerplate
178
Question 3
How does our
statement of values
differentiate our
hospital in a
competitive
environment
179
Question 4
Are the values we have
chosen operationally
relevant Are the
societally relevant
180
Question 5
How often should we
revisit our values Is
now a good time for a
thorough review
181
Question 6
Do we have the
courage to enforce our
values with employees
medical staff board
and others
182
Question 7
Do execs use values to
instill the mental and
emotional toughness to
thrive in the
competitive healthcare
environment
183
Question 8
Should we do training
on values-based life
and leadership skills
(eg by joining the
Values Collaborative)
184
Date February 5 2013
Asheville NC
$149 per person
319-624-3889
185
7 questions the
board should ask
about the
hospitalrsquos culture
186
Question 1
Do we have a culture
plan that complements
our strategic plan
187
Question 3
Does our culture
tolerate behaviors not
consistent with our
values (eg gossip is
inconsistent with
integrity)
188
Question 4
Does our culture
tolerate management
by fear and
intimidation (despite
Demingrsquos warning)
189
Question 5
How do we collect and
share the stories that
help to transmit our
culture
190
Question 6
How do we invoke
rituals traditions
celebration and
executive visibility to
foster culture
191
Question 7
How do we screen out
cultural misfits and
inculcate new people
192
6 questions the
board should ask
about the
hospitalrsquos
workplace
attitudes
193
Question 1
How do we assess
employee engagement
how do we stack up
and how do we boost
it
194
Question 2
Is our culture
dominated by
emotional positivity or
is toxic emotional
negativity evident
195
This question can only
objectively be
answered by the Man
from Marshellip
196
Question 3
Have we established
our zero-tolerance
behaviors and do we
have the courage to
enforce those
standards
197
Question 4
How do we deal with
people in the Rutledge
Quadrant (good skills
bad attitude)
198
Question 5
How are our attitude
and behavior
expectations conveyed
to new employees (and
docs)
199
Question 6
Are we buying our own
press clippings
- Slide 1
- Slide 2
- Slide 3
- Slide 4
- Slide 5
- Slide 6
- Slide 7
- Slide 8
- Slide 9
- Slide 10
- Slide 11
- Slide 12
- Slide 13
- Slide 14
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- Slide 16
- Slide 17
- Slide 18
- Slide 19
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- Slide 37
- Slide 38
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- Slide 40
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- Slide 45
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- Slide 78
- Slide 79
- Slide 80
- Slide 81
- Slide 82
- Slide 83
- Slide 84
- Slide 85
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- Slide 87
- Slide 88
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- Slide 90
- Slide 91
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- Slide 93
- Slide 94
- Slide 95
- Slide 96
- Slide 97
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- Slide 99
- Slide 100
- Slide 101
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- Slide 103
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- Slide 105
- Slide 106
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- Slide 109
- Slide 110
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- Slide 122
- Slide 123
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- Slide 125
- Slide 126
- Slide 127
- Slide 128
- Slide 129
- Slide 130
- Slide 131
- Slide 132
- Slide 133
- Slide 134
- Slide 135
- Slide 136
- Slide 137
- Slide 138
- Slide 139
- Slide 140
- Slide 141
- Slide 142
- Slide 143
- Slide 144
- Slide 145
- Slide 146
- Slide 147
- Slide 148
- Slide 149
- Slide 150
- Tool 1 The Values Behaviors Outcomes Continuum
- Slide 152
- Slide 153
- Slide 154
- Slide 155
- Slide 156
- Slide 157
- Slide 158
- Slide 159
- Slide 160
- Slide 161
- Slide 162
- Slide 163
- Slide 164
- Slide 165
- Slide 166
- Slide 167
- Slide 168
- Slide 169
- Slide 170
- Slide 171
- Slide 172
- Slide 173
- Slide 174
- Slide 175
- Slide 176
- Slide 177
- Slide 178
- Slide 179
- Slide 180
- Slide 181
- Slide 182
- Slide 183
- Slide 184
- Slide 185
- Slide 186
- Slide 187
- Slide 188
- Slide 189
- Slide 190
- Slide 191
- Slide 192
- Slide 193
- Slide 194
- Slide 195
- Slide 196
- Slide 197
- Slide 198
- Slide 199
-
![Page 51: Joe Tye Presentation for Georgia Hospital Association Trustee Conference, February 11, 2013](https://reader031.fdocuments.net/reader031/viewer/2022012918/544f4973af79593b028b7d1a/html5/thumbnails/51.jpg)
Core values
define what
you stand for
and what you
wonrsquot
stand for
TMC Values hellip Honor Tradition Nourish
Dreams
Nobody does it
better than
70
Zappos Family Core Values1 Deliver WOW Through Service
2 Embrace and Drive Change
3 Create Fun and A Little Weirdness
4 Be Adventurous Creative and Open-Minded
5 Pursue Growth and Learning
6 Build Open and Honest Relationships With
Communication
7 Build a Positive Team and Family Spirit
8 Do More With Less
9 Be Passionate and Determined
10 Be Humble
Source Zappos website
1 Deliver Wow Through Service
Core Values Frog thinks anything worth doing is
worth doing with WOW To WOW CVF differentiates
himself by doing things in an unconventional and
innovative way He goes above and beyond the
average level of service to create an
emotional impact on the
receiver and give them a
positive story they can take
with them the rest of their
lives
Source Zappos website
Whenrsquos the last time you
called a 1-800 call center
and months later
remembered the name of
the person you talked to ndash
and told anyone who would
listen your story
74
ldquoPeople who are clearest
about their personal
vision and values are
significantly more
committed to their
organizationsrdquoJames Kouzes and Barry
Posner
A Leaders Legacy
One of the best
investments you can
make in your
organizational values is
helping your people learn
skills to better live their
personal values
A Memory of the Future
Coming to Georgia in
2014
When a critical mass
of people connect
with and act upon
their core values
they will have a
positive impact onhellip
Corporate culture is
the superstructure
Culture is to the
organization what
personality and
character are to the
individual
Same business
Different cultures
Culture is like a
patchwork quilt the art
is in making the pieces
come together in a way
that is beautiful and
functional
You cannot allow
people to opt-out of
culture
Culture eats
strategy for lunch
Seven reasons
that culture
trumps strategy
Reason 1
People are loyal to
culture not to strategy
The penny-foolish
pound-wise
culture of Auto-
Owners Insurance
Company
Reason 2
Culture provides
resilience in tough
times
Reason 3
Culture is more efficient
than strategy
Reason 4
Culture creates unique
competitive
differentiation
Reason 5
Culture can galvanize a
contrary business
strategy
Reason 6
Static culture can doom
an organization
Reason 7
When strategy and
culture collide culture
will win
Your hospital has a
strategic plan ndash but do
you have a culture
plan
Culture doesnrsquot change
unless people change
and that is
emotional
work
Emotional attitude
is the interior deacutecor
101
102
Emotional climate is
determined by what
you expect and what
you toleratehellip
103
And over time what
you tolerate will
dominate over what
you say you expect
104
ldquoOne toxically negative
person can drag down
morale and productivity
of an entire work
unitrdquo
105
ldquoIt is a leadership
responsibility to create a
workplace environment
where toxic emotional
negativity is not
toleratedrdquo
110
Building a
culture of
ownership
Do you have to start with the
right people on the bus
You canrsquot always
choose who you
have on the bus
You canrsquot just
throw all the
ldquowrongrdquo people off
the bus
You can create a bus that
everyone wants to ride
Fairfield Medical Center adopted
the 8 Florence Characteristics
for their employment brand
Commitment
To the values
vision
and mission of the
organization
Commitment is
most important
when the going
gets tough
ldquoWe need to see
opportunities where others
see barriers We need to
be cheerleaders when
others are moaning doom-
and-gloomrdquo
ldquoWe need to face problems
with contrarian toughness
because itrsquos in how we
solve those problems that
we differentiate ourselves
from everyone elserdquo
ldquoBrick walls are not
there to stop you they
are there to make you
prove how much you
want somethingrdquo
Randy Pausch The Last Lecture
Engagement
With patients
coworkers and
with the work itself
At Best Buy a 01
increase in employee
engagement generates
a $100000 increase in
gross store revenue
Harvard Business Review October 2010
Passion
Enthusiasm
positive attitude
and joy reflected in
everyday actions
Look at that
smile
How do you calculate ROI on a smile like that
Initiative
A ldquoProceed Until
Apprehendedrdquo
mindset
135
Can one person
who takes
initiative change
your
organization
138
MMFI
Fellowship
Fostering a
ldquosupport grouprdquo
culture of respect
and caring
142
Pride
In the organization
in the profession
in the work and in
you yourself
Pride is reflected in the answer
to that universal icebreaker
question
What do you do
The most powerful and
cost-effective
marketing campaign
your organization could
ever launch
What do you do
Thanks for asking
Irsquom good at what I do
I love what I do Irsquom
proud of what I do
What I do is
important
What could be more boring than
industrial ventilation systems
149
BigAssHospitalcom
Five of the tools we
use to help
hospitals create a
plan for the
Invisible
Architecture
Tool 1
The Values Behaviors Outcomes Continuum
151
Tool 2
The 3-minute
values drill
Current version
Compassio
n
Advocacy
Respect
ExcellenceValues statement of a Values Coach client
Old version
Compassio
n
Advocacy
Respect
Excellence
New version
Integrity
Enthusiasm
Loyalty
Stewardshi
p
Ownership
Fun
Tool 3
The 6-Word
Culture
Clarification
Exercise
This guy made a fortune with just 6 words
157
From a large
medical
products
company
158
Global company driven
by motivated
individuals
159
Great company often
own worst enemy
160
Process driven crisis
management creating
dysfunction
How can managers
working in the same
company have such
differing perspectives
162
Tool 4
The Culture Wheel to
spark thinking about the
why the what and the
how of cultural
transformation
Tool 5
The Florence Prescription
is a manifesto for
building a culture of
ownership on a
foundation of values
168
More than 400 hospitals and healthcare
organizations and over 100000 books
With The Florence Prescription you canhellip
Get everyone on the
same culture page
for just $5 a book
170
Part 2
Boardrsquos Role for
the Hospitalrsquos
Invisible
Architecturetrade
Micromanageme
nt
Abdication
172
What courageous followers (and
trustees) do
Challenge
Support
173
ldquoBoard members are
likely to wear rose tinted
glassesrdquoReport of the Center for Health Policy
and Research University of Iowa
174
21 questions the
board should ask
of the executive
team
175
8 questions the
board should ask
about the
hospitalrsquos core
values
176
Question 1
Why did we choose
these values and do
people buy into them
Do they even know
them
177
Question 2
Does our statement of
values have heart ndash is it
authentic ndash or is it
generic boilerplate
178
Question 3
How does our
statement of values
differentiate our
hospital in a
competitive
environment
179
Question 4
Are the values we have
chosen operationally
relevant Are the
societally relevant
180
Question 5
How often should we
revisit our values Is
now a good time for a
thorough review
181
Question 6
Do we have the
courage to enforce our
values with employees
medical staff board
and others
182
Question 7
Do execs use values to
instill the mental and
emotional toughness to
thrive in the
competitive healthcare
environment
183
Question 8
Should we do training
on values-based life
and leadership skills
(eg by joining the
Values Collaborative)
184
Date February 5 2013
Asheville NC
$149 per person
319-624-3889
185
7 questions the
board should ask
about the
hospitalrsquos culture
186
Question 1
Do we have a culture
plan that complements
our strategic plan
187
Question 3
Does our culture
tolerate behaviors not
consistent with our
values (eg gossip is
inconsistent with
integrity)
188
Question 4
Does our culture
tolerate management
by fear and
intimidation (despite
Demingrsquos warning)
189
Question 5
How do we collect and
share the stories that
help to transmit our
culture
190
Question 6
How do we invoke
rituals traditions
celebration and
executive visibility to
foster culture
191
Question 7
How do we screen out
cultural misfits and
inculcate new people
192
6 questions the
board should ask
about the
hospitalrsquos
workplace
attitudes
193
Question 1
How do we assess
employee engagement
how do we stack up
and how do we boost
it
194
Question 2
Is our culture
dominated by
emotional positivity or
is toxic emotional
negativity evident
195
This question can only
objectively be
answered by the Man
from Marshellip
196
Question 3
Have we established
our zero-tolerance
behaviors and do we
have the courage to
enforce those
standards
197
Question 4
How do we deal with
people in the Rutledge
Quadrant (good skills
bad attitude)
198
Question 5
How are our attitude
and behavior
expectations conveyed
to new employees (and
docs)
199
Question 6
Are we buying our own
press clippings
- Slide 1
- Slide 2
- Slide 3
- Slide 4
- Slide 5
- Slide 6
- Slide 7
- Slide 8
- Slide 9
- Slide 10
- Slide 11
- Slide 12
- Slide 13
- Slide 14
- Slide 15
- Slide 16
- Slide 17
- Slide 18
- Slide 19
- Slide 20
- Slide 21
- Slide 22
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- Slide 27
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- Slide 33
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- Slide 35
- Slide 36
- Slide 37
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- Slide 40
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- Slide 42
- Slide 43
- Slide 44
- Slide 45
- Slide 46
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- Slide 49
- Slide 50
- Slide 51
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- Slide 53
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- Slide 137
- Slide 138
- Slide 139
- Slide 140
- Slide 141
- Slide 142
- Slide 143
- Slide 144
- Slide 145
- Slide 146
- Slide 147
- Slide 148
- Slide 149
- Slide 150
- Tool 1 The Values Behaviors Outcomes Continuum
- Slide 152
- Slide 153
- Slide 154
- Slide 155
- Slide 156
- Slide 157
- Slide 158
- Slide 159
- Slide 160
- Slide 161
- Slide 162
- Slide 163
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- Slide 165
- Slide 166
- Slide 167
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- Slide 169
- Slide 170
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- Slide 173
- Slide 174
- Slide 175
- Slide 176
- Slide 177
- Slide 178
- Slide 179
- Slide 180
- Slide 181
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- Slide 184
- Slide 185
- Slide 186
- Slide 187
- Slide 188
- Slide 189
- Slide 190
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- Slide 192
- Slide 193
- Slide 194
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- Slide 196
- Slide 197
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-
![Page 52: Joe Tye Presentation for Georgia Hospital Association Trustee Conference, February 11, 2013](https://reader031.fdocuments.net/reader031/viewer/2022012918/544f4973af79593b028b7d1a/html5/thumbnails/52.jpg)
TMC Values hellip Honor Tradition Nourish
Dreams
Nobody does it
better than
70
Zappos Family Core Values1 Deliver WOW Through Service
2 Embrace and Drive Change
3 Create Fun and A Little Weirdness
4 Be Adventurous Creative and Open-Minded
5 Pursue Growth and Learning
6 Build Open and Honest Relationships With
Communication
7 Build a Positive Team and Family Spirit
8 Do More With Less
9 Be Passionate and Determined
10 Be Humble
Source Zappos website
1 Deliver Wow Through Service
Core Values Frog thinks anything worth doing is
worth doing with WOW To WOW CVF differentiates
himself by doing things in an unconventional and
innovative way He goes above and beyond the
average level of service to create an
emotional impact on the
receiver and give them a
positive story they can take
with them the rest of their
lives
Source Zappos website
Whenrsquos the last time you
called a 1-800 call center
and months later
remembered the name of
the person you talked to ndash
and told anyone who would
listen your story
74
ldquoPeople who are clearest
about their personal
vision and values are
significantly more
committed to their
organizationsrdquoJames Kouzes and Barry
Posner
A Leaders Legacy
One of the best
investments you can
make in your
organizational values is
helping your people learn
skills to better live their
personal values
A Memory of the Future
Coming to Georgia in
2014
When a critical mass
of people connect
with and act upon
their core values
they will have a
positive impact onhellip
Corporate culture is
the superstructure
Culture is to the
organization what
personality and
character are to the
individual
Same business
Different cultures
Culture is like a
patchwork quilt the art
is in making the pieces
come together in a way
that is beautiful and
functional
You cannot allow
people to opt-out of
culture
Culture eats
strategy for lunch
Seven reasons
that culture
trumps strategy
Reason 1
People are loyal to
culture not to strategy
The penny-foolish
pound-wise
culture of Auto-
Owners Insurance
Company
Reason 2
Culture provides
resilience in tough
times
Reason 3
Culture is more efficient
than strategy
Reason 4
Culture creates unique
competitive
differentiation
Reason 5
Culture can galvanize a
contrary business
strategy
Reason 6
Static culture can doom
an organization
Reason 7
When strategy and
culture collide culture
will win
Your hospital has a
strategic plan ndash but do
you have a culture
plan
Culture doesnrsquot change
unless people change
and that is
emotional
work
Emotional attitude
is the interior deacutecor
101
102
Emotional climate is
determined by what
you expect and what
you toleratehellip
103
And over time what
you tolerate will
dominate over what
you say you expect
104
ldquoOne toxically negative
person can drag down
morale and productivity
of an entire work
unitrdquo
105
ldquoIt is a leadership
responsibility to create a
workplace environment
where toxic emotional
negativity is not
toleratedrdquo
110
Building a
culture of
ownership
Do you have to start with the
right people on the bus
You canrsquot always
choose who you
have on the bus
You canrsquot just
throw all the
ldquowrongrdquo people off
the bus
You can create a bus that
everyone wants to ride
Fairfield Medical Center adopted
the 8 Florence Characteristics
for their employment brand
Commitment
To the values
vision
and mission of the
organization
Commitment is
most important
when the going
gets tough
ldquoWe need to see
opportunities where others
see barriers We need to
be cheerleaders when
others are moaning doom-
and-gloomrdquo
ldquoWe need to face problems
with contrarian toughness
because itrsquos in how we
solve those problems that
we differentiate ourselves
from everyone elserdquo
ldquoBrick walls are not
there to stop you they
are there to make you
prove how much you
want somethingrdquo
Randy Pausch The Last Lecture
Engagement
With patients
coworkers and
with the work itself
At Best Buy a 01
increase in employee
engagement generates
a $100000 increase in
gross store revenue
Harvard Business Review October 2010
Passion
Enthusiasm
positive attitude
and joy reflected in
everyday actions
Look at that
smile
How do you calculate ROI on a smile like that
Initiative
A ldquoProceed Until
Apprehendedrdquo
mindset
135
Can one person
who takes
initiative change
your
organization
138
MMFI
Fellowship
Fostering a
ldquosupport grouprdquo
culture of respect
and caring
142
Pride
In the organization
in the profession
in the work and in
you yourself
Pride is reflected in the answer
to that universal icebreaker
question
What do you do
The most powerful and
cost-effective
marketing campaign
your organization could
ever launch
What do you do
Thanks for asking
Irsquom good at what I do
I love what I do Irsquom
proud of what I do
What I do is
important
What could be more boring than
industrial ventilation systems
149
BigAssHospitalcom
Five of the tools we
use to help
hospitals create a
plan for the
Invisible
Architecture
Tool 1
The Values Behaviors Outcomes Continuum
151
Tool 2
The 3-minute
values drill
Current version
Compassio
n
Advocacy
Respect
ExcellenceValues statement of a Values Coach client
Old version
Compassio
n
Advocacy
Respect
Excellence
New version
Integrity
Enthusiasm
Loyalty
Stewardshi
p
Ownership
Fun
Tool 3
The 6-Word
Culture
Clarification
Exercise
This guy made a fortune with just 6 words
157
From a large
medical
products
company
158
Global company driven
by motivated
individuals
159
Great company often
own worst enemy
160
Process driven crisis
management creating
dysfunction
How can managers
working in the same
company have such
differing perspectives
162
Tool 4
The Culture Wheel to
spark thinking about the
why the what and the
how of cultural
transformation
Tool 5
The Florence Prescription
is a manifesto for
building a culture of
ownership on a
foundation of values
168
More than 400 hospitals and healthcare
organizations and over 100000 books
With The Florence Prescription you canhellip
Get everyone on the
same culture page
for just $5 a book
170
Part 2
Boardrsquos Role for
the Hospitalrsquos
Invisible
Architecturetrade
Micromanageme
nt
Abdication
172
What courageous followers (and
trustees) do
Challenge
Support
173
ldquoBoard members are
likely to wear rose tinted
glassesrdquoReport of the Center for Health Policy
and Research University of Iowa
174
21 questions the
board should ask
of the executive
team
175
8 questions the
board should ask
about the
hospitalrsquos core
values
176
Question 1
Why did we choose
these values and do
people buy into them
Do they even know
them
177
Question 2
Does our statement of
values have heart ndash is it
authentic ndash or is it
generic boilerplate
178
Question 3
How does our
statement of values
differentiate our
hospital in a
competitive
environment
179
Question 4
Are the values we have
chosen operationally
relevant Are the
societally relevant
180
Question 5
How often should we
revisit our values Is
now a good time for a
thorough review
181
Question 6
Do we have the
courage to enforce our
values with employees
medical staff board
and others
182
Question 7
Do execs use values to
instill the mental and
emotional toughness to
thrive in the
competitive healthcare
environment
183
Question 8
Should we do training
on values-based life
and leadership skills
(eg by joining the
Values Collaborative)
184
Date February 5 2013
Asheville NC
$149 per person
319-624-3889
185
7 questions the
board should ask
about the
hospitalrsquos culture
186
Question 1
Do we have a culture
plan that complements
our strategic plan
187
Question 3
Does our culture
tolerate behaviors not
consistent with our
values (eg gossip is
inconsistent with
integrity)
188
Question 4
Does our culture
tolerate management
by fear and
intimidation (despite
Demingrsquos warning)
189
Question 5
How do we collect and
share the stories that
help to transmit our
culture
190
Question 6
How do we invoke
rituals traditions
celebration and
executive visibility to
foster culture
191
Question 7
How do we screen out
cultural misfits and
inculcate new people
192
6 questions the
board should ask
about the
hospitalrsquos
workplace
attitudes
193
Question 1
How do we assess
employee engagement
how do we stack up
and how do we boost
it
194
Question 2
Is our culture
dominated by
emotional positivity or
is toxic emotional
negativity evident
195
This question can only
objectively be
answered by the Man
from Marshellip
196
Question 3
Have we established
our zero-tolerance
behaviors and do we
have the courage to
enforce those
standards
197
Question 4
How do we deal with
people in the Rutledge
Quadrant (good skills
bad attitude)
198
Question 5
How are our attitude
and behavior
expectations conveyed
to new employees (and
docs)
199
Question 6
Are we buying our own
press clippings
- Slide 1
- Slide 2
- Slide 3
- Slide 4
- Slide 5
- Slide 6
- Slide 7
- Slide 8
- Slide 9
- Slide 10
- Slide 11
- Slide 12
- Slide 13
- Slide 14
- Slide 15
- Slide 16
- Slide 17
- Slide 18
- Slide 19
- Slide 20
- Slide 21
- Slide 22
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- Slide 25
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- Slide 33
- Slide 34
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- Slide 37
- Slide 38
- Slide 39
- Slide 40
- Slide 41
- Slide 42
- Slide 43
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- Slide 45
- Slide 46
- Slide 47
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- Slide 49
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- Slide 51
- Slide 52
- Slide 53
- Slide 54
- Slide 55
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- Slide 58
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- Slide 61
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- Slide 79
- Slide 80
- Slide 81
- Slide 82
- Slide 83
- Slide 84
- Slide 85
- Slide 86
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- Slide 88
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- Slide 90
- Slide 91
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- Slide 93
- Slide 94
- Slide 95
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- Slide 97
- Slide 98
- Slide 99
- Slide 100
- Slide 101
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- Slide 103
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- Slide 109
- Slide 110
- Slide 111
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- Slide 119
- Slide 120
- Slide 121
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- Slide 123
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- Slide 125
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- Slide 127
- Slide 128
- Slide 129
- Slide 130
- Slide 131
- Slide 132
- Slide 133
- Slide 134
- Slide 135
- Slide 136
- Slide 137
- Slide 138
- Slide 139
- Slide 140
- Slide 141
- Slide 142
- Slide 143
- Slide 144
- Slide 145
- Slide 146
- Slide 147
- Slide 148
- Slide 149
- Slide 150
- Tool 1 The Values Behaviors Outcomes Continuum
- Slide 152
- Slide 153
- Slide 154
- Slide 155
- Slide 156
- Slide 157
- Slide 158
- Slide 159
- Slide 160
- Slide 161
- Slide 162
- Slide 163
- Slide 164
- Slide 165
- Slide 166
- Slide 167
- Slide 168
- Slide 169
- Slide 170
- Slide 171
- Slide 172
- Slide 173
- Slide 174
- Slide 175
- Slide 176
- Slide 177
- Slide 178
- Slide 179
- Slide 180
- Slide 181
- Slide 182
- Slide 183
- Slide 184
- Slide 185
- Slide 186
- Slide 187
- Slide 188
- Slide 189
- Slide 190
- Slide 191
- Slide 192
- Slide 193
- Slide 194
- Slide 195
- Slide 196
- Slide 197
- Slide 198
- Slide 199
-
![Page 53: Joe Tye Presentation for Georgia Hospital Association Trustee Conference, February 11, 2013](https://reader031.fdocuments.net/reader031/viewer/2022012918/544f4973af79593b028b7d1a/html5/thumbnails/53.jpg)
Nobody does it
better than
70
Zappos Family Core Values1 Deliver WOW Through Service
2 Embrace and Drive Change
3 Create Fun and A Little Weirdness
4 Be Adventurous Creative and Open-Minded
5 Pursue Growth and Learning
6 Build Open and Honest Relationships With
Communication
7 Build a Positive Team and Family Spirit
8 Do More With Less
9 Be Passionate and Determined
10 Be Humble
Source Zappos website
1 Deliver Wow Through Service
Core Values Frog thinks anything worth doing is
worth doing with WOW To WOW CVF differentiates
himself by doing things in an unconventional and
innovative way He goes above and beyond the
average level of service to create an
emotional impact on the
receiver and give them a
positive story they can take
with them the rest of their
lives
Source Zappos website
Whenrsquos the last time you
called a 1-800 call center
and months later
remembered the name of
the person you talked to ndash
and told anyone who would
listen your story
74
ldquoPeople who are clearest
about their personal
vision and values are
significantly more
committed to their
organizationsrdquoJames Kouzes and Barry
Posner
A Leaders Legacy
One of the best
investments you can
make in your
organizational values is
helping your people learn
skills to better live their
personal values
A Memory of the Future
Coming to Georgia in
2014
When a critical mass
of people connect
with and act upon
their core values
they will have a
positive impact onhellip
Corporate culture is
the superstructure
Culture is to the
organization what
personality and
character are to the
individual
Same business
Different cultures
Culture is like a
patchwork quilt the art
is in making the pieces
come together in a way
that is beautiful and
functional
You cannot allow
people to opt-out of
culture
Culture eats
strategy for lunch
Seven reasons
that culture
trumps strategy
Reason 1
People are loyal to
culture not to strategy
The penny-foolish
pound-wise
culture of Auto-
Owners Insurance
Company
Reason 2
Culture provides
resilience in tough
times
Reason 3
Culture is more efficient
than strategy
Reason 4
Culture creates unique
competitive
differentiation
Reason 5
Culture can galvanize a
contrary business
strategy
Reason 6
Static culture can doom
an organization
Reason 7
When strategy and
culture collide culture
will win
Your hospital has a
strategic plan ndash but do
you have a culture
plan
Culture doesnrsquot change
unless people change
and that is
emotional
work
Emotional attitude
is the interior deacutecor
101
102
Emotional climate is
determined by what
you expect and what
you toleratehellip
103
And over time what
you tolerate will
dominate over what
you say you expect
104
ldquoOne toxically negative
person can drag down
morale and productivity
of an entire work
unitrdquo
105
ldquoIt is a leadership
responsibility to create a
workplace environment
where toxic emotional
negativity is not
toleratedrdquo
110
Building a
culture of
ownership
Do you have to start with the
right people on the bus
You canrsquot always
choose who you
have on the bus
You canrsquot just
throw all the
ldquowrongrdquo people off
the bus
You can create a bus that
everyone wants to ride
Fairfield Medical Center adopted
the 8 Florence Characteristics
for their employment brand
Commitment
To the values
vision
and mission of the
organization
Commitment is
most important
when the going
gets tough
ldquoWe need to see
opportunities where others
see barriers We need to
be cheerleaders when
others are moaning doom-
and-gloomrdquo
ldquoWe need to face problems
with contrarian toughness
because itrsquos in how we
solve those problems that
we differentiate ourselves
from everyone elserdquo
ldquoBrick walls are not
there to stop you they
are there to make you
prove how much you
want somethingrdquo
Randy Pausch The Last Lecture
Engagement
With patients
coworkers and
with the work itself
At Best Buy a 01
increase in employee
engagement generates
a $100000 increase in
gross store revenue
Harvard Business Review October 2010
Passion
Enthusiasm
positive attitude
and joy reflected in
everyday actions
Look at that
smile
How do you calculate ROI on a smile like that
Initiative
A ldquoProceed Until
Apprehendedrdquo
mindset
135
Can one person
who takes
initiative change
your
organization
138
MMFI
Fellowship
Fostering a
ldquosupport grouprdquo
culture of respect
and caring
142
Pride
In the organization
in the profession
in the work and in
you yourself
Pride is reflected in the answer
to that universal icebreaker
question
What do you do
The most powerful and
cost-effective
marketing campaign
your organization could
ever launch
What do you do
Thanks for asking
Irsquom good at what I do
I love what I do Irsquom
proud of what I do
What I do is
important
What could be more boring than
industrial ventilation systems
149
BigAssHospitalcom
Five of the tools we
use to help
hospitals create a
plan for the
Invisible
Architecture
Tool 1
The Values Behaviors Outcomes Continuum
151
Tool 2
The 3-minute
values drill
Current version
Compassio
n
Advocacy
Respect
ExcellenceValues statement of a Values Coach client
Old version
Compassio
n
Advocacy
Respect
Excellence
New version
Integrity
Enthusiasm
Loyalty
Stewardshi
p
Ownership
Fun
Tool 3
The 6-Word
Culture
Clarification
Exercise
This guy made a fortune with just 6 words
157
From a large
medical
products
company
158
Global company driven
by motivated
individuals
159
Great company often
own worst enemy
160
Process driven crisis
management creating
dysfunction
How can managers
working in the same
company have such
differing perspectives
162
Tool 4
The Culture Wheel to
spark thinking about the
why the what and the
how of cultural
transformation
Tool 5
The Florence Prescription
is a manifesto for
building a culture of
ownership on a
foundation of values
168
More than 400 hospitals and healthcare
organizations and over 100000 books
With The Florence Prescription you canhellip
Get everyone on the
same culture page
for just $5 a book
170
Part 2
Boardrsquos Role for
the Hospitalrsquos
Invisible
Architecturetrade
Micromanageme
nt
Abdication
172
What courageous followers (and
trustees) do
Challenge
Support
173
ldquoBoard members are
likely to wear rose tinted
glassesrdquoReport of the Center for Health Policy
and Research University of Iowa
174
21 questions the
board should ask
of the executive
team
175
8 questions the
board should ask
about the
hospitalrsquos core
values
176
Question 1
Why did we choose
these values and do
people buy into them
Do they even know
them
177
Question 2
Does our statement of
values have heart ndash is it
authentic ndash or is it
generic boilerplate
178
Question 3
How does our
statement of values
differentiate our
hospital in a
competitive
environment
179
Question 4
Are the values we have
chosen operationally
relevant Are the
societally relevant
180
Question 5
How often should we
revisit our values Is
now a good time for a
thorough review
181
Question 6
Do we have the
courage to enforce our
values with employees
medical staff board
and others
182
Question 7
Do execs use values to
instill the mental and
emotional toughness to
thrive in the
competitive healthcare
environment
183
Question 8
Should we do training
on values-based life
and leadership skills
(eg by joining the
Values Collaborative)
184
Date February 5 2013
Asheville NC
$149 per person
319-624-3889
185
7 questions the
board should ask
about the
hospitalrsquos culture
186
Question 1
Do we have a culture
plan that complements
our strategic plan
187
Question 3
Does our culture
tolerate behaviors not
consistent with our
values (eg gossip is
inconsistent with
integrity)
188
Question 4
Does our culture
tolerate management
by fear and
intimidation (despite
Demingrsquos warning)
189
Question 5
How do we collect and
share the stories that
help to transmit our
culture
190
Question 6
How do we invoke
rituals traditions
celebration and
executive visibility to
foster culture
191
Question 7
How do we screen out
cultural misfits and
inculcate new people
192
6 questions the
board should ask
about the
hospitalrsquos
workplace
attitudes
193
Question 1
How do we assess
employee engagement
how do we stack up
and how do we boost
it
194
Question 2
Is our culture
dominated by
emotional positivity or
is toxic emotional
negativity evident
195
This question can only
objectively be
answered by the Man
from Marshellip
196
Question 3
Have we established
our zero-tolerance
behaviors and do we
have the courage to
enforce those
standards
197
Question 4
How do we deal with
people in the Rutledge
Quadrant (good skills
bad attitude)
198
Question 5
How are our attitude
and behavior
expectations conveyed
to new employees (and
docs)
199
Question 6
Are we buying our own
press clippings
- Slide 1
- Slide 2
- Slide 3
- Slide 4
- Slide 5
- Slide 6
- Slide 7
- Slide 8
- Slide 9
- Slide 10
- Slide 11
- Slide 12
- Slide 13
- Slide 14
- Slide 15
- Slide 16
- Slide 17
- Slide 18
- Slide 19
- Slide 20
- Slide 21
- Slide 22
- Slide 23
- Slide 24
- Slide 25
- Slide 26
- Slide 27
- Slide 28
- Slide 29
- Slide 30
- Slide 31
- Slide 32
- Slide 33
- Slide 34
- Slide 35
- Slide 36
- Slide 37
- Slide 38
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- Slide 40
- Slide 41
- Slide 42
- Slide 43
- Slide 44
- Slide 45
- Slide 46
- Slide 47
- Slide 48
- Slide 49
- Slide 50
- Slide 51
- Slide 52
- Slide 53
- Slide 54
- Slide 55
- Slide 56
- Slide 57
- Slide 58
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- Slide 60
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- Slide 148
- Slide 149
- Slide 150
- Tool 1 The Values Behaviors Outcomes Continuum
- Slide 152
- Slide 153
- Slide 154
- Slide 155
- Slide 156
- Slide 157
- Slide 158
- Slide 159
- Slide 160
- Slide 161
- Slide 162
- Slide 163
- Slide 164
- Slide 165
- Slide 166
- Slide 167
- Slide 168
- Slide 169
- Slide 170
- Slide 171
- Slide 172
- Slide 173
- Slide 174
- Slide 175
- Slide 176
- Slide 177
- Slide 178
- Slide 179
- Slide 180
- Slide 181
- Slide 182
- Slide 183
- Slide 184
- Slide 185
- Slide 186
- Slide 187
- Slide 188
- Slide 189
- Slide 190
- Slide 191
- Slide 192
- Slide 193
- Slide 194
- Slide 195
- Slide 196
- Slide 197
- Slide 198
- Slide 199
-
![Page 54: Joe Tye Presentation for Georgia Hospital Association Trustee Conference, February 11, 2013](https://reader031.fdocuments.net/reader031/viewer/2022012918/544f4973af79593b028b7d1a/html5/thumbnails/54.jpg)
70
Zappos Family Core Values1 Deliver WOW Through Service
2 Embrace and Drive Change
3 Create Fun and A Little Weirdness
4 Be Adventurous Creative and Open-Minded
5 Pursue Growth and Learning
6 Build Open and Honest Relationships With
Communication
7 Build a Positive Team and Family Spirit
8 Do More With Less
9 Be Passionate and Determined
10 Be Humble
Source Zappos website
1 Deliver Wow Through Service
Core Values Frog thinks anything worth doing is
worth doing with WOW To WOW CVF differentiates
himself by doing things in an unconventional and
innovative way He goes above and beyond the
average level of service to create an
emotional impact on the
receiver and give them a
positive story they can take
with them the rest of their
lives
Source Zappos website
Whenrsquos the last time you
called a 1-800 call center
and months later
remembered the name of
the person you talked to ndash
and told anyone who would
listen your story
74
ldquoPeople who are clearest
about their personal
vision and values are
significantly more
committed to their
organizationsrdquoJames Kouzes and Barry
Posner
A Leaders Legacy
One of the best
investments you can
make in your
organizational values is
helping your people learn
skills to better live their
personal values
A Memory of the Future
Coming to Georgia in
2014
When a critical mass
of people connect
with and act upon
their core values
they will have a
positive impact onhellip
Corporate culture is
the superstructure
Culture is to the
organization what
personality and
character are to the
individual
Same business
Different cultures
Culture is like a
patchwork quilt the art
is in making the pieces
come together in a way
that is beautiful and
functional
You cannot allow
people to opt-out of
culture
Culture eats
strategy for lunch
Seven reasons
that culture
trumps strategy
Reason 1
People are loyal to
culture not to strategy
The penny-foolish
pound-wise
culture of Auto-
Owners Insurance
Company
Reason 2
Culture provides
resilience in tough
times
Reason 3
Culture is more efficient
than strategy
Reason 4
Culture creates unique
competitive
differentiation
Reason 5
Culture can galvanize a
contrary business
strategy
Reason 6
Static culture can doom
an organization
Reason 7
When strategy and
culture collide culture
will win
Your hospital has a
strategic plan ndash but do
you have a culture
plan
Culture doesnrsquot change
unless people change
and that is
emotional
work
Emotional attitude
is the interior deacutecor
101
102
Emotional climate is
determined by what
you expect and what
you toleratehellip
103
And over time what
you tolerate will
dominate over what
you say you expect
104
ldquoOne toxically negative
person can drag down
morale and productivity
of an entire work
unitrdquo
105
ldquoIt is a leadership
responsibility to create a
workplace environment
where toxic emotional
negativity is not
toleratedrdquo
110
Building a
culture of
ownership
Do you have to start with the
right people on the bus
You canrsquot always
choose who you
have on the bus
You canrsquot just
throw all the
ldquowrongrdquo people off
the bus
You can create a bus that
everyone wants to ride
Fairfield Medical Center adopted
the 8 Florence Characteristics
for their employment brand
Commitment
To the values
vision
and mission of the
organization
Commitment is
most important
when the going
gets tough
ldquoWe need to see
opportunities where others
see barriers We need to
be cheerleaders when
others are moaning doom-
and-gloomrdquo
ldquoWe need to face problems
with contrarian toughness
because itrsquos in how we
solve those problems that
we differentiate ourselves
from everyone elserdquo
ldquoBrick walls are not
there to stop you they
are there to make you
prove how much you
want somethingrdquo
Randy Pausch The Last Lecture
Engagement
With patients
coworkers and
with the work itself
At Best Buy a 01
increase in employee
engagement generates
a $100000 increase in
gross store revenue
Harvard Business Review October 2010
Passion
Enthusiasm
positive attitude
and joy reflected in
everyday actions
Look at that
smile
How do you calculate ROI on a smile like that
Initiative
A ldquoProceed Until
Apprehendedrdquo
mindset
135
Can one person
who takes
initiative change
your
organization
138
MMFI
Fellowship
Fostering a
ldquosupport grouprdquo
culture of respect
and caring
142
Pride
In the organization
in the profession
in the work and in
you yourself
Pride is reflected in the answer
to that universal icebreaker
question
What do you do
The most powerful and
cost-effective
marketing campaign
your organization could
ever launch
What do you do
Thanks for asking
Irsquom good at what I do
I love what I do Irsquom
proud of what I do
What I do is
important
What could be more boring than
industrial ventilation systems
149
BigAssHospitalcom
Five of the tools we
use to help
hospitals create a
plan for the
Invisible
Architecture
Tool 1
The Values Behaviors Outcomes Continuum
151
Tool 2
The 3-minute
values drill
Current version
Compassio
n
Advocacy
Respect
ExcellenceValues statement of a Values Coach client
Old version
Compassio
n
Advocacy
Respect
Excellence
New version
Integrity
Enthusiasm
Loyalty
Stewardshi
p
Ownership
Fun
Tool 3
The 6-Word
Culture
Clarification
Exercise
This guy made a fortune with just 6 words
157
From a large
medical
products
company
158
Global company driven
by motivated
individuals
159
Great company often
own worst enemy
160
Process driven crisis
management creating
dysfunction
How can managers
working in the same
company have such
differing perspectives
162
Tool 4
The Culture Wheel to
spark thinking about the
why the what and the
how of cultural
transformation
Tool 5
The Florence Prescription
is a manifesto for
building a culture of
ownership on a
foundation of values
168
More than 400 hospitals and healthcare
organizations and over 100000 books
With The Florence Prescription you canhellip
Get everyone on the
same culture page
for just $5 a book
170
Part 2
Boardrsquos Role for
the Hospitalrsquos
Invisible
Architecturetrade
Micromanageme
nt
Abdication
172
What courageous followers (and
trustees) do
Challenge
Support
173
ldquoBoard members are
likely to wear rose tinted
glassesrdquoReport of the Center for Health Policy
and Research University of Iowa
174
21 questions the
board should ask
of the executive
team
175
8 questions the
board should ask
about the
hospitalrsquos core
values
176
Question 1
Why did we choose
these values and do
people buy into them
Do they even know
them
177
Question 2
Does our statement of
values have heart ndash is it
authentic ndash or is it
generic boilerplate
178
Question 3
How does our
statement of values
differentiate our
hospital in a
competitive
environment
179
Question 4
Are the values we have
chosen operationally
relevant Are the
societally relevant
180
Question 5
How often should we
revisit our values Is
now a good time for a
thorough review
181
Question 6
Do we have the
courage to enforce our
values with employees
medical staff board
and others
182
Question 7
Do execs use values to
instill the mental and
emotional toughness to
thrive in the
competitive healthcare
environment
183
Question 8
Should we do training
on values-based life
and leadership skills
(eg by joining the
Values Collaborative)
184
Date February 5 2013
Asheville NC
$149 per person
319-624-3889
185
7 questions the
board should ask
about the
hospitalrsquos culture
186
Question 1
Do we have a culture
plan that complements
our strategic plan
187
Question 3
Does our culture
tolerate behaviors not
consistent with our
values (eg gossip is
inconsistent with
integrity)
188
Question 4
Does our culture
tolerate management
by fear and
intimidation (despite
Demingrsquos warning)
189
Question 5
How do we collect and
share the stories that
help to transmit our
culture
190
Question 6
How do we invoke
rituals traditions
celebration and
executive visibility to
foster culture
191
Question 7
How do we screen out
cultural misfits and
inculcate new people
192
6 questions the
board should ask
about the
hospitalrsquos
workplace
attitudes
193
Question 1
How do we assess
employee engagement
how do we stack up
and how do we boost
it
194
Question 2
Is our culture
dominated by
emotional positivity or
is toxic emotional
negativity evident
195
This question can only
objectively be
answered by the Man
from Marshellip
196
Question 3
Have we established
our zero-tolerance
behaviors and do we
have the courage to
enforce those
standards
197
Question 4
How do we deal with
people in the Rutledge
Quadrant (good skills
bad attitude)
198
Question 5
How are our attitude
and behavior
expectations conveyed
to new employees (and
docs)
199
Question 6
Are we buying our own
press clippings
- Slide 1
- Slide 2
- Slide 3
- Slide 4
- Slide 5
- Slide 6
- Slide 7
- Slide 8
- Slide 9
- Slide 10
- Slide 11
- Slide 12
- Slide 13
- Slide 14
- Slide 15
- Slide 16
- Slide 17
- Slide 18
- Slide 19
- Slide 20
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- Slide 25
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- Slide 35
- Slide 36
- Slide 37
- Slide 38
- Slide 39
- Slide 40
- Slide 41
- Slide 42
- Slide 43
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- Slide 45
- Slide 46
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- Slide 48
- Slide 49
- Slide 50
- Slide 51
- Slide 52
- Slide 53
- Slide 54
- Slide 55
- Slide 56
- Slide 57
- Slide 58
- Slide 59
- Slide 60
- Slide 61
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- Slide 63
- Slide 64
- Slide 65
- Slide 66
- Slide 67
- Slide 68
- Slide 69
- Slide 70
- Slide 71
- Slide 72
- Slide 73
- Slide 74
- Slide 75
- Slide 76
- Slide 77
- Slide 78
- Slide 79
- Slide 80
- Slide 81
- Slide 82
- Slide 83
- Slide 84
- Slide 85
- Slide 86
- Slide 87
- Slide 88
- Slide 89
- Slide 90
- Slide 91
- Slide 92
- Slide 93
- Slide 94
- Slide 95
- Slide 96
- Slide 97
- Slide 98
- Slide 99
- Slide 100
- Slide 101
- Slide 102
- Slide 103
- Slide 104
- Slide 105
- Slide 106
- Slide 107
- Slide 108
- Slide 109
- Slide 110
- Slide 111
- Slide 112
- Slide 113
- Slide 114
- Slide 115
- Slide 116
- Slide 117
- Slide 118
- Slide 119
- Slide 120
- Slide 121
- Slide 122
- Slide 123
- Slide 124
- Slide 125
- Slide 126
- Slide 127
- Slide 128
- Slide 129
- Slide 130
- Slide 131
- Slide 132
- Slide 133
- Slide 134
- Slide 135
- Slide 136
- Slide 137
- Slide 138
- Slide 139
- Slide 140
- Slide 141
- Slide 142
- Slide 143
- Slide 144
- Slide 145
- Slide 146
- Slide 147
- Slide 148
- Slide 149
- Slide 150
- Tool 1 The Values Behaviors Outcomes Continuum
- Slide 152
- Slide 153
- Slide 154
- Slide 155
- Slide 156
- Slide 157
- Slide 158
- Slide 159
- Slide 160
- Slide 161
- Slide 162
- Slide 163
- Slide 164
- Slide 165
- Slide 166
- Slide 167
- Slide 168
- Slide 169
- Slide 170
- Slide 171
- Slide 172
- Slide 173
- Slide 174
- Slide 175
- Slide 176
- Slide 177
- Slide 178
- Slide 179
- Slide 180
- Slide 181
- Slide 182
- Slide 183
- Slide 184
- Slide 185
- Slide 186
- Slide 187
- Slide 188
- Slide 189
- Slide 190
- Slide 191
- Slide 192
- Slide 193
- Slide 194
- Slide 195
- Slide 196
- Slide 197
- Slide 198
- Slide 199
-
![Page 55: Joe Tye Presentation for Georgia Hospital Association Trustee Conference, February 11, 2013](https://reader031.fdocuments.net/reader031/viewer/2022012918/544f4973af79593b028b7d1a/html5/thumbnails/55.jpg)
Zappos Family Core Values1 Deliver WOW Through Service
2 Embrace and Drive Change
3 Create Fun and A Little Weirdness
4 Be Adventurous Creative and Open-Minded
5 Pursue Growth and Learning
6 Build Open and Honest Relationships With
Communication
7 Build a Positive Team and Family Spirit
8 Do More With Less
9 Be Passionate and Determined
10 Be Humble
Source Zappos website
1 Deliver Wow Through Service
Core Values Frog thinks anything worth doing is
worth doing with WOW To WOW CVF differentiates
himself by doing things in an unconventional and
innovative way He goes above and beyond the
average level of service to create an
emotional impact on the
receiver and give them a
positive story they can take
with them the rest of their
lives
Source Zappos website
Whenrsquos the last time you
called a 1-800 call center
and months later
remembered the name of
the person you talked to ndash
and told anyone who would
listen your story
74
ldquoPeople who are clearest
about their personal
vision and values are
significantly more
committed to their
organizationsrdquoJames Kouzes and Barry
Posner
A Leaders Legacy
One of the best
investments you can
make in your
organizational values is
helping your people learn
skills to better live their
personal values
A Memory of the Future
Coming to Georgia in
2014
When a critical mass
of people connect
with and act upon
their core values
they will have a
positive impact onhellip
Corporate culture is
the superstructure
Culture is to the
organization what
personality and
character are to the
individual
Same business
Different cultures
Culture is like a
patchwork quilt the art
is in making the pieces
come together in a way
that is beautiful and
functional
You cannot allow
people to opt-out of
culture
Culture eats
strategy for lunch
Seven reasons
that culture
trumps strategy
Reason 1
People are loyal to
culture not to strategy
The penny-foolish
pound-wise
culture of Auto-
Owners Insurance
Company
Reason 2
Culture provides
resilience in tough
times
Reason 3
Culture is more efficient
than strategy
Reason 4
Culture creates unique
competitive
differentiation
Reason 5
Culture can galvanize a
contrary business
strategy
Reason 6
Static culture can doom
an organization
Reason 7
When strategy and
culture collide culture
will win
Your hospital has a
strategic plan ndash but do
you have a culture
plan
Culture doesnrsquot change
unless people change
and that is
emotional
work
Emotional attitude
is the interior deacutecor
101
102
Emotional climate is
determined by what
you expect and what
you toleratehellip
103
And over time what
you tolerate will
dominate over what
you say you expect
104
ldquoOne toxically negative
person can drag down
morale and productivity
of an entire work
unitrdquo
105
ldquoIt is a leadership
responsibility to create a
workplace environment
where toxic emotional
negativity is not
toleratedrdquo
110
Building a
culture of
ownership
Do you have to start with the
right people on the bus
You canrsquot always
choose who you
have on the bus
You canrsquot just
throw all the
ldquowrongrdquo people off
the bus
You can create a bus that
everyone wants to ride
Fairfield Medical Center adopted
the 8 Florence Characteristics
for their employment brand
Commitment
To the values
vision
and mission of the
organization
Commitment is
most important
when the going
gets tough
ldquoWe need to see
opportunities where others
see barriers We need to
be cheerleaders when
others are moaning doom-
and-gloomrdquo
ldquoWe need to face problems
with contrarian toughness
because itrsquos in how we
solve those problems that
we differentiate ourselves
from everyone elserdquo
ldquoBrick walls are not
there to stop you they
are there to make you
prove how much you
want somethingrdquo
Randy Pausch The Last Lecture
Engagement
With patients
coworkers and
with the work itself
At Best Buy a 01
increase in employee
engagement generates
a $100000 increase in
gross store revenue
Harvard Business Review October 2010
Passion
Enthusiasm
positive attitude
and joy reflected in
everyday actions
Look at that
smile
How do you calculate ROI on a smile like that
Initiative
A ldquoProceed Until
Apprehendedrdquo
mindset
135
Can one person
who takes
initiative change
your
organization
138
MMFI
Fellowship
Fostering a
ldquosupport grouprdquo
culture of respect
and caring
142
Pride
In the organization
in the profession
in the work and in
you yourself
Pride is reflected in the answer
to that universal icebreaker
question
What do you do
The most powerful and
cost-effective
marketing campaign
your organization could
ever launch
What do you do
Thanks for asking
Irsquom good at what I do
I love what I do Irsquom
proud of what I do
What I do is
important
What could be more boring than
industrial ventilation systems
149
BigAssHospitalcom
Five of the tools we
use to help
hospitals create a
plan for the
Invisible
Architecture
Tool 1
The Values Behaviors Outcomes Continuum
151
Tool 2
The 3-minute
values drill
Current version
Compassio
n
Advocacy
Respect
ExcellenceValues statement of a Values Coach client
Old version
Compassio
n
Advocacy
Respect
Excellence
New version
Integrity
Enthusiasm
Loyalty
Stewardshi
p
Ownership
Fun
Tool 3
The 6-Word
Culture
Clarification
Exercise
This guy made a fortune with just 6 words
157
From a large
medical
products
company
158
Global company driven
by motivated
individuals
159
Great company often
own worst enemy
160
Process driven crisis
management creating
dysfunction
How can managers
working in the same
company have such
differing perspectives
162
Tool 4
The Culture Wheel to
spark thinking about the
why the what and the
how of cultural
transformation
Tool 5
The Florence Prescription
is a manifesto for
building a culture of
ownership on a
foundation of values
168
More than 400 hospitals and healthcare
organizations and over 100000 books
With The Florence Prescription you canhellip
Get everyone on the
same culture page
for just $5 a book
170
Part 2
Boardrsquos Role for
the Hospitalrsquos
Invisible
Architecturetrade
Micromanageme
nt
Abdication
172
What courageous followers (and
trustees) do
Challenge
Support
173
ldquoBoard members are
likely to wear rose tinted
glassesrdquoReport of the Center for Health Policy
and Research University of Iowa
174
21 questions the
board should ask
of the executive
team
175
8 questions the
board should ask
about the
hospitalrsquos core
values
176
Question 1
Why did we choose
these values and do
people buy into them
Do they even know
them
177
Question 2
Does our statement of
values have heart ndash is it
authentic ndash or is it
generic boilerplate
178
Question 3
How does our
statement of values
differentiate our
hospital in a
competitive
environment
179
Question 4
Are the values we have
chosen operationally
relevant Are the
societally relevant
180
Question 5
How often should we
revisit our values Is
now a good time for a
thorough review
181
Question 6
Do we have the
courage to enforce our
values with employees
medical staff board
and others
182
Question 7
Do execs use values to
instill the mental and
emotional toughness to
thrive in the
competitive healthcare
environment
183
Question 8
Should we do training
on values-based life
and leadership skills
(eg by joining the
Values Collaborative)
184
Date February 5 2013
Asheville NC
$149 per person
319-624-3889
185
7 questions the
board should ask
about the
hospitalrsquos culture
186
Question 1
Do we have a culture
plan that complements
our strategic plan
187
Question 3
Does our culture
tolerate behaviors not
consistent with our
values (eg gossip is
inconsistent with
integrity)
188
Question 4
Does our culture
tolerate management
by fear and
intimidation (despite
Demingrsquos warning)
189
Question 5
How do we collect and
share the stories that
help to transmit our
culture
190
Question 6
How do we invoke
rituals traditions
celebration and
executive visibility to
foster culture
191
Question 7
How do we screen out
cultural misfits and
inculcate new people
192
6 questions the
board should ask
about the
hospitalrsquos
workplace
attitudes
193
Question 1
How do we assess
employee engagement
how do we stack up
and how do we boost
it
194
Question 2
Is our culture
dominated by
emotional positivity or
is toxic emotional
negativity evident
195
This question can only
objectively be
answered by the Man
from Marshellip
196
Question 3
Have we established
our zero-tolerance
behaviors and do we
have the courage to
enforce those
standards
197
Question 4
How do we deal with
people in the Rutledge
Quadrant (good skills
bad attitude)
198
Question 5
How are our attitude
and behavior
expectations conveyed
to new employees (and
docs)
199
Question 6
Are we buying our own
press clippings
- Slide 1
- Slide 2
- Slide 3
- Slide 4
- Slide 5
- Slide 6
- Slide 7
- Slide 8
- Slide 9
- Slide 10
- Slide 11
- Slide 12
- Slide 13
- Slide 14
- Slide 15
- Slide 16
- Slide 17
- Slide 18
- Slide 19
- Slide 20
- Slide 21
- Slide 22
- Slide 23
- Slide 24
- Slide 25
- Slide 26
- Slide 27
- Slide 28
- Slide 29
- Slide 30
- Slide 31
- Slide 32
- Slide 33
- Slide 34
- Slide 35
- Slide 36
- Slide 37
- Slide 38
- Slide 39
- Slide 40
- Slide 41
- Slide 42
- Slide 43
- Slide 44
- Slide 45
- Slide 46
- Slide 47
- Slide 48
- Slide 49
- Slide 50
- Slide 51
- Slide 52
- Slide 53
- Slide 54
- Slide 55
- Slide 56
- Slide 57
- Slide 58
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- Slide 140
- Slide 141
- Slide 142
- Slide 143
- Slide 144
- Slide 145
- Slide 146
- Slide 147
- Slide 148
- Slide 149
- Slide 150
- Tool 1 The Values Behaviors Outcomes Continuum
- Slide 152
- Slide 153
- Slide 154
- Slide 155
- Slide 156
- Slide 157
- Slide 158
- Slide 159
- Slide 160
- Slide 161
- Slide 162
- Slide 163
- Slide 164
- Slide 165
- Slide 166
- Slide 167
- Slide 168
- Slide 169
- Slide 170
- Slide 171
- Slide 172
- Slide 173
- Slide 174
- Slide 175
- Slide 176
- Slide 177
- Slide 178
- Slide 179
- Slide 180
- Slide 181
- Slide 182
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- Slide 184
- Slide 185
- Slide 186
- Slide 187
- Slide 188
- Slide 189
- Slide 190
- Slide 191
- Slide 192
- Slide 193
- Slide 194
- Slide 195
- Slide 196
- Slide 197
- Slide 198
- Slide 199
-
![Page 56: Joe Tye Presentation for Georgia Hospital Association Trustee Conference, February 11, 2013](https://reader031.fdocuments.net/reader031/viewer/2022012918/544f4973af79593b028b7d1a/html5/thumbnails/56.jpg)
1 Deliver Wow Through Service
Core Values Frog thinks anything worth doing is
worth doing with WOW To WOW CVF differentiates
himself by doing things in an unconventional and
innovative way He goes above and beyond the
average level of service to create an
emotional impact on the
receiver and give them a
positive story they can take
with them the rest of their
lives
Source Zappos website
Whenrsquos the last time you
called a 1-800 call center
and months later
remembered the name of
the person you talked to ndash
and told anyone who would
listen your story
74
ldquoPeople who are clearest
about their personal
vision and values are
significantly more
committed to their
organizationsrdquoJames Kouzes and Barry
Posner
A Leaders Legacy
One of the best
investments you can
make in your
organizational values is
helping your people learn
skills to better live their
personal values
A Memory of the Future
Coming to Georgia in
2014
When a critical mass
of people connect
with and act upon
their core values
they will have a
positive impact onhellip
Corporate culture is
the superstructure
Culture is to the
organization what
personality and
character are to the
individual
Same business
Different cultures
Culture is like a
patchwork quilt the art
is in making the pieces
come together in a way
that is beautiful and
functional
You cannot allow
people to opt-out of
culture
Culture eats
strategy for lunch
Seven reasons
that culture
trumps strategy
Reason 1
People are loyal to
culture not to strategy
The penny-foolish
pound-wise
culture of Auto-
Owners Insurance
Company
Reason 2
Culture provides
resilience in tough
times
Reason 3
Culture is more efficient
than strategy
Reason 4
Culture creates unique
competitive
differentiation
Reason 5
Culture can galvanize a
contrary business
strategy
Reason 6
Static culture can doom
an organization
Reason 7
When strategy and
culture collide culture
will win
Your hospital has a
strategic plan ndash but do
you have a culture
plan
Culture doesnrsquot change
unless people change
and that is
emotional
work
Emotional attitude
is the interior deacutecor
101
102
Emotional climate is
determined by what
you expect and what
you toleratehellip
103
And over time what
you tolerate will
dominate over what
you say you expect
104
ldquoOne toxically negative
person can drag down
morale and productivity
of an entire work
unitrdquo
105
ldquoIt is a leadership
responsibility to create a
workplace environment
where toxic emotional
negativity is not
toleratedrdquo
110
Building a
culture of
ownership
Do you have to start with the
right people on the bus
You canrsquot always
choose who you
have on the bus
You canrsquot just
throw all the
ldquowrongrdquo people off
the bus
You can create a bus that
everyone wants to ride
Fairfield Medical Center adopted
the 8 Florence Characteristics
for their employment brand
Commitment
To the values
vision
and mission of the
organization
Commitment is
most important
when the going
gets tough
ldquoWe need to see
opportunities where others
see barriers We need to
be cheerleaders when
others are moaning doom-
and-gloomrdquo
ldquoWe need to face problems
with contrarian toughness
because itrsquos in how we
solve those problems that
we differentiate ourselves
from everyone elserdquo
ldquoBrick walls are not
there to stop you they
are there to make you
prove how much you
want somethingrdquo
Randy Pausch The Last Lecture
Engagement
With patients
coworkers and
with the work itself
At Best Buy a 01
increase in employee
engagement generates
a $100000 increase in
gross store revenue
Harvard Business Review October 2010
Passion
Enthusiasm
positive attitude
and joy reflected in
everyday actions
Look at that
smile
How do you calculate ROI on a smile like that
Initiative
A ldquoProceed Until
Apprehendedrdquo
mindset
135
Can one person
who takes
initiative change
your
organization
138
MMFI
Fellowship
Fostering a
ldquosupport grouprdquo
culture of respect
and caring
142
Pride
In the organization
in the profession
in the work and in
you yourself
Pride is reflected in the answer
to that universal icebreaker
question
What do you do
The most powerful and
cost-effective
marketing campaign
your organization could
ever launch
What do you do
Thanks for asking
Irsquom good at what I do
I love what I do Irsquom
proud of what I do
What I do is
important
What could be more boring than
industrial ventilation systems
149
BigAssHospitalcom
Five of the tools we
use to help
hospitals create a
plan for the
Invisible
Architecture
Tool 1
The Values Behaviors Outcomes Continuum
151
Tool 2
The 3-minute
values drill
Current version
Compassio
n
Advocacy
Respect
ExcellenceValues statement of a Values Coach client
Old version
Compassio
n
Advocacy
Respect
Excellence
New version
Integrity
Enthusiasm
Loyalty
Stewardshi
p
Ownership
Fun
Tool 3
The 6-Word
Culture
Clarification
Exercise
This guy made a fortune with just 6 words
157
From a large
medical
products
company
158
Global company driven
by motivated
individuals
159
Great company often
own worst enemy
160
Process driven crisis
management creating
dysfunction
How can managers
working in the same
company have such
differing perspectives
162
Tool 4
The Culture Wheel to
spark thinking about the
why the what and the
how of cultural
transformation
Tool 5
The Florence Prescription
is a manifesto for
building a culture of
ownership on a
foundation of values
168
More than 400 hospitals and healthcare
organizations and over 100000 books
With The Florence Prescription you canhellip
Get everyone on the
same culture page
for just $5 a book
170
Part 2
Boardrsquos Role for
the Hospitalrsquos
Invisible
Architecturetrade
Micromanageme
nt
Abdication
172
What courageous followers (and
trustees) do
Challenge
Support
173
ldquoBoard members are
likely to wear rose tinted
glassesrdquoReport of the Center for Health Policy
and Research University of Iowa
174
21 questions the
board should ask
of the executive
team
175
8 questions the
board should ask
about the
hospitalrsquos core
values
176
Question 1
Why did we choose
these values and do
people buy into them
Do they even know
them
177
Question 2
Does our statement of
values have heart ndash is it
authentic ndash or is it
generic boilerplate
178
Question 3
How does our
statement of values
differentiate our
hospital in a
competitive
environment
179
Question 4
Are the values we have
chosen operationally
relevant Are the
societally relevant
180
Question 5
How often should we
revisit our values Is
now a good time for a
thorough review
181
Question 6
Do we have the
courage to enforce our
values with employees
medical staff board
and others
182
Question 7
Do execs use values to
instill the mental and
emotional toughness to
thrive in the
competitive healthcare
environment
183
Question 8
Should we do training
on values-based life
and leadership skills
(eg by joining the
Values Collaborative)
184
Date February 5 2013
Asheville NC
$149 per person
319-624-3889
185
7 questions the
board should ask
about the
hospitalrsquos culture
186
Question 1
Do we have a culture
plan that complements
our strategic plan
187
Question 3
Does our culture
tolerate behaviors not
consistent with our
values (eg gossip is
inconsistent with
integrity)
188
Question 4
Does our culture
tolerate management
by fear and
intimidation (despite
Demingrsquos warning)
189
Question 5
How do we collect and
share the stories that
help to transmit our
culture
190
Question 6
How do we invoke
rituals traditions
celebration and
executive visibility to
foster culture
191
Question 7
How do we screen out
cultural misfits and
inculcate new people
192
6 questions the
board should ask
about the
hospitalrsquos
workplace
attitudes
193
Question 1
How do we assess
employee engagement
how do we stack up
and how do we boost
it
194
Question 2
Is our culture
dominated by
emotional positivity or
is toxic emotional
negativity evident
195
This question can only
objectively be
answered by the Man
from Marshellip
196
Question 3
Have we established
our zero-tolerance
behaviors and do we
have the courage to
enforce those
standards
197
Question 4
How do we deal with
people in the Rutledge
Quadrant (good skills
bad attitude)
198
Question 5
How are our attitude
and behavior
expectations conveyed
to new employees (and
docs)
199
Question 6
Are we buying our own
press clippings
- Slide 1
- Slide 2
- Slide 3
- Slide 4
- Slide 5
- Slide 6
- Slide 7
- Slide 8
- Slide 9
- Slide 10
- Slide 11
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- Slide 54
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- Slide 77
- Slide 78
- Slide 79
- Slide 80
- Slide 81
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- Slide 83
- Slide 84
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- Slide 86
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- Slide 88
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- Slide 91
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- Slide 93
- Slide 94
- Slide 95
- Slide 96
- Slide 97
- Slide 98
- Slide 99
- Slide 100
- Slide 101
- Slide 102
- Slide 103
- Slide 104
- Slide 105
- Slide 106
- Slide 107
- Slide 108
- Slide 109
- Slide 110
- Slide 111
- Slide 112
- Slide 113
- Slide 114
- Slide 115
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- Slide 130
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- Slide 132
- Slide 133
- Slide 134
- Slide 135
- Slide 136
- Slide 137
- Slide 138
- Slide 139
- Slide 140
- Slide 141
- Slide 142
- Slide 143
- Slide 144
- Slide 145
- Slide 146
- Slide 147
- Slide 148
- Slide 149
- Slide 150
- Tool 1 The Values Behaviors Outcomes Continuum
- Slide 152
- Slide 153
- Slide 154
- Slide 155
- Slide 156
- Slide 157
- Slide 158
- Slide 159
- Slide 160
- Slide 161
- Slide 162
- Slide 163
- Slide 164
- Slide 165
- Slide 166
- Slide 167
- Slide 168
- Slide 169
- Slide 170
- Slide 171
- Slide 172
- Slide 173
- Slide 174
- Slide 175
- Slide 176
- Slide 177
- Slide 178
- Slide 179
- Slide 180
- Slide 181
- Slide 182
- Slide 183
- Slide 184
- Slide 185
- Slide 186
- Slide 187
- Slide 188
- Slide 189
- Slide 190
- Slide 191
- Slide 192
- Slide 193
- Slide 194
- Slide 195
- Slide 196
- Slide 197
- Slide 198
- Slide 199
-
![Page 57: Joe Tye Presentation for Georgia Hospital Association Trustee Conference, February 11, 2013](https://reader031.fdocuments.net/reader031/viewer/2022012918/544f4973af79593b028b7d1a/html5/thumbnails/57.jpg)
Whenrsquos the last time you
called a 1-800 call center
and months later
remembered the name of
the person you talked to ndash
and told anyone who would
listen your story
74
ldquoPeople who are clearest
about their personal
vision and values are
significantly more
committed to their
organizationsrdquoJames Kouzes and Barry
Posner
A Leaders Legacy
One of the best
investments you can
make in your
organizational values is
helping your people learn
skills to better live their
personal values
A Memory of the Future
Coming to Georgia in
2014
When a critical mass
of people connect
with and act upon
their core values
they will have a
positive impact onhellip
Corporate culture is
the superstructure
Culture is to the
organization what
personality and
character are to the
individual
Same business
Different cultures
Culture is like a
patchwork quilt the art
is in making the pieces
come together in a way
that is beautiful and
functional
You cannot allow
people to opt-out of
culture
Culture eats
strategy for lunch
Seven reasons
that culture
trumps strategy
Reason 1
People are loyal to
culture not to strategy
The penny-foolish
pound-wise
culture of Auto-
Owners Insurance
Company
Reason 2
Culture provides
resilience in tough
times
Reason 3
Culture is more efficient
than strategy
Reason 4
Culture creates unique
competitive
differentiation
Reason 5
Culture can galvanize a
contrary business
strategy
Reason 6
Static culture can doom
an organization
Reason 7
When strategy and
culture collide culture
will win
Your hospital has a
strategic plan ndash but do
you have a culture
plan
Culture doesnrsquot change
unless people change
and that is
emotional
work
Emotional attitude
is the interior deacutecor
101
102
Emotional climate is
determined by what
you expect and what
you toleratehellip
103
And over time what
you tolerate will
dominate over what
you say you expect
104
ldquoOne toxically negative
person can drag down
morale and productivity
of an entire work
unitrdquo
105
ldquoIt is a leadership
responsibility to create a
workplace environment
where toxic emotional
negativity is not
toleratedrdquo
110
Building a
culture of
ownership
Do you have to start with the
right people on the bus
You canrsquot always
choose who you
have on the bus
You canrsquot just
throw all the
ldquowrongrdquo people off
the bus
You can create a bus that
everyone wants to ride
Fairfield Medical Center adopted
the 8 Florence Characteristics
for their employment brand
Commitment
To the values
vision
and mission of the
organization
Commitment is
most important
when the going
gets tough
ldquoWe need to see
opportunities where others
see barriers We need to
be cheerleaders when
others are moaning doom-
and-gloomrdquo
ldquoWe need to face problems
with contrarian toughness
because itrsquos in how we
solve those problems that
we differentiate ourselves
from everyone elserdquo
ldquoBrick walls are not
there to stop you they
are there to make you
prove how much you
want somethingrdquo
Randy Pausch The Last Lecture
Engagement
With patients
coworkers and
with the work itself
At Best Buy a 01
increase in employee
engagement generates
a $100000 increase in
gross store revenue
Harvard Business Review October 2010
Passion
Enthusiasm
positive attitude
and joy reflected in
everyday actions
Look at that
smile
How do you calculate ROI on a smile like that
Initiative
A ldquoProceed Until
Apprehendedrdquo
mindset
135
Can one person
who takes
initiative change
your
organization
138
MMFI
Fellowship
Fostering a
ldquosupport grouprdquo
culture of respect
and caring
142
Pride
In the organization
in the profession
in the work and in
you yourself
Pride is reflected in the answer
to that universal icebreaker
question
What do you do
The most powerful and
cost-effective
marketing campaign
your organization could
ever launch
What do you do
Thanks for asking
Irsquom good at what I do
I love what I do Irsquom
proud of what I do
What I do is
important
What could be more boring than
industrial ventilation systems
149
BigAssHospitalcom
Five of the tools we
use to help
hospitals create a
plan for the
Invisible
Architecture
Tool 1
The Values Behaviors Outcomes Continuum
151
Tool 2
The 3-minute
values drill
Current version
Compassio
n
Advocacy
Respect
ExcellenceValues statement of a Values Coach client
Old version
Compassio
n
Advocacy
Respect
Excellence
New version
Integrity
Enthusiasm
Loyalty
Stewardshi
p
Ownership
Fun
Tool 3
The 6-Word
Culture
Clarification
Exercise
This guy made a fortune with just 6 words
157
From a large
medical
products
company
158
Global company driven
by motivated
individuals
159
Great company often
own worst enemy
160
Process driven crisis
management creating
dysfunction
How can managers
working in the same
company have such
differing perspectives
162
Tool 4
The Culture Wheel to
spark thinking about the
why the what and the
how of cultural
transformation
Tool 5
The Florence Prescription
is a manifesto for
building a culture of
ownership on a
foundation of values
168
More than 400 hospitals and healthcare
organizations and over 100000 books
With The Florence Prescription you canhellip
Get everyone on the
same culture page
for just $5 a book
170
Part 2
Boardrsquos Role for
the Hospitalrsquos
Invisible
Architecturetrade
Micromanageme
nt
Abdication
172
What courageous followers (and
trustees) do
Challenge
Support
173
ldquoBoard members are
likely to wear rose tinted
glassesrdquoReport of the Center for Health Policy
and Research University of Iowa
174
21 questions the
board should ask
of the executive
team
175
8 questions the
board should ask
about the
hospitalrsquos core
values
176
Question 1
Why did we choose
these values and do
people buy into them
Do they even know
them
177
Question 2
Does our statement of
values have heart ndash is it
authentic ndash or is it
generic boilerplate
178
Question 3
How does our
statement of values
differentiate our
hospital in a
competitive
environment
179
Question 4
Are the values we have
chosen operationally
relevant Are the
societally relevant
180
Question 5
How often should we
revisit our values Is
now a good time for a
thorough review
181
Question 6
Do we have the
courage to enforce our
values with employees
medical staff board
and others
182
Question 7
Do execs use values to
instill the mental and
emotional toughness to
thrive in the
competitive healthcare
environment
183
Question 8
Should we do training
on values-based life
and leadership skills
(eg by joining the
Values Collaborative)
184
Date February 5 2013
Asheville NC
$149 per person
319-624-3889
185
7 questions the
board should ask
about the
hospitalrsquos culture
186
Question 1
Do we have a culture
plan that complements
our strategic plan
187
Question 3
Does our culture
tolerate behaviors not
consistent with our
values (eg gossip is
inconsistent with
integrity)
188
Question 4
Does our culture
tolerate management
by fear and
intimidation (despite
Demingrsquos warning)
189
Question 5
How do we collect and
share the stories that
help to transmit our
culture
190
Question 6
How do we invoke
rituals traditions
celebration and
executive visibility to
foster culture
191
Question 7
How do we screen out
cultural misfits and
inculcate new people
192
6 questions the
board should ask
about the
hospitalrsquos
workplace
attitudes
193
Question 1
How do we assess
employee engagement
how do we stack up
and how do we boost
it
194
Question 2
Is our culture
dominated by
emotional positivity or
is toxic emotional
negativity evident
195
This question can only
objectively be
answered by the Man
from Marshellip
196
Question 3
Have we established
our zero-tolerance
behaviors and do we
have the courage to
enforce those
standards
197
Question 4
How do we deal with
people in the Rutledge
Quadrant (good skills
bad attitude)
198
Question 5
How are our attitude
and behavior
expectations conveyed
to new employees (and
docs)
199
Question 6
Are we buying our own
press clippings
- Slide 1
- Slide 2
- Slide 3
- Slide 4
- Slide 5
- Slide 6
- Slide 7
- Slide 8
- Slide 9
- Slide 10
- Slide 11
- Slide 12
- Slide 13
- Slide 14
- Slide 15
- Slide 16
- Slide 17
- Slide 18
- Slide 19
- Slide 20
- Slide 21
- Slide 22
- Slide 23
- Slide 24
- Slide 25
- Slide 26
- Slide 27
- Slide 28
- Slide 29
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- Slide 31
- Slide 32
- Slide 33
- Slide 34
- Slide 35
- Slide 36
- Slide 37
- Slide 38
- Slide 39
- Slide 40
- Slide 41
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- Slide 141
- Slide 142
- Slide 143
- Slide 144
- Slide 145
- Slide 146
- Slide 147
- Slide 148
- Slide 149
- Slide 150
- Tool 1 The Values Behaviors Outcomes Continuum
- Slide 152
- Slide 153
- Slide 154
- Slide 155
- Slide 156
- Slide 157
- Slide 158
- Slide 159
- Slide 160
- Slide 161
- Slide 162
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- Slide 185
- Slide 186
- Slide 187
- Slide 188
- Slide 189
- Slide 190
- Slide 191
- Slide 192
- Slide 193
- Slide 194
- Slide 195
- Slide 196
- Slide 197
- Slide 198
- Slide 199
-
![Page 58: Joe Tye Presentation for Georgia Hospital Association Trustee Conference, February 11, 2013](https://reader031.fdocuments.net/reader031/viewer/2022012918/544f4973af79593b028b7d1a/html5/thumbnails/58.jpg)
74
ldquoPeople who are clearest
about their personal
vision and values are
significantly more
committed to their
organizationsrdquoJames Kouzes and Barry
Posner
A Leaders Legacy
One of the best
investments you can
make in your
organizational values is
helping your people learn
skills to better live their
personal values
A Memory of the Future
Coming to Georgia in
2014
When a critical mass
of people connect
with and act upon
their core values
they will have a
positive impact onhellip
Corporate culture is
the superstructure
Culture is to the
organization what
personality and
character are to the
individual
Same business
Different cultures
Culture is like a
patchwork quilt the art
is in making the pieces
come together in a way
that is beautiful and
functional
You cannot allow
people to opt-out of
culture
Culture eats
strategy for lunch
Seven reasons
that culture
trumps strategy
Reason 1
People are loyal to
culture not to strategy
The penny-foolish
pound-wise
culture of Auto-
Owners Insurance
Company
Reason 2
Culture provides
resilience in tough
times
Reason 3
Culture is more efficient
than strategy
Reason 4
Culture creates unique
competitive
differentiation
Reason 5
Culture can galvanize a
contrary business
strategy
Reason 6
Static culture can doom
an organization
Reason 7
When strategy and
culture collide culture
will win
Your hospital has a
strategic plan ndash but do
you have a culture
plan
Culture doesnrsquot change
unless people change
and that is
emotional
work
Emotional attitude
is the interior deacutecor
101
102
Emotional climate is
determined by what
you expect and what
you toleratehellip
103
And over time what
you tolerate will
dominate over what
you say you expect
104
ldquoOne toxically negative
person can drag down
morale and productivity
of an entire work
unitrdquo
105
ldquoIt is a leadership
responsibility to create a
workplace environment
where toxic emotional
negativity is not
toleratedrdquo
110
Building a
culture of
ownership
Do you have to start with the
right people on the bus
You canrsquot always
choose who you
have on the bus
You canrsquot just
throw all the
ldquowrongrdquo people off
the bus
You can create a bus that
everyone wants to ride
Fairfield Medical Center adopted
the 8 Florence Characteristics
for their employment brand
Commitment
To the values
vision
and mission of the
organization
Commitment is
most important
when the going
gets tough
ldquoWe need to see
opportunities where others
see barriers We need to
be cheerleaders when
others are moaning doom-
and-gloomrdquo
ldquoWe need to face problems
with contrarian toughness
because itrsquos in how we
solve those problems that
we differentiate ourselves
from everyone elserdquo
ldquoBrick walls are not
there to stop you they
are there to make you
prove how much you
want somethingrdquo
Randy Pausch The Last Lecture
Engagement
With patients
coworkers and
with the work itself
At Best Buy a 01
increase in employee
engagement generates
a $100000 increase in
gross store revenue
Harvard Business Review October 2010
Passion
Enthusiasm
positive attitude
and joy reflected in
everyday actions
Look at that
smile
How do you calculate ROI on a smile like that
Initiative
A ldquoProceed Until
Apprehendedrdquo
mindset
135
Can one person
who takes
initiative change
your
organization
138
MMFI
Fellowship
Fostering a
ldquosupport grouprdquo
culture of respect
and caring
142
Pride
In the organization
in the profession
in the work and in
you yourself
Pride is reflected in the answer
to that universal icebreaker
question
What do you do
The most powerful and
cost-effective
marketing campaign
your organization could
ever launch
What do you do
Thanks for asking
Irsquom good at what I do
I love what I do Irsquom
proud of what I do
What I do is
important
What could be more boring than
industrial ventilation systems
149
BigAssHospitalcom
Five of the tools we
use to help
hospitals create a
plan for the
Invisible
Architecture
Tool 1
The Values Behaviors Outcomes Continuum
151
Tool 2
The 3-minute
values drill
Current version
Compassio
n
Advocacy
Respect
ExcellenceValues statement of a Values Coach client
Old version
Compassio
n
Advocacy
Respect
Excellence
New version
Integrity
Enthusiasm
Loyalty
Stewardshi
p
Ownership
Fun
Tool 3
The 6-Word
Culture
Clarification
Exercise
This guy made a fortune with just 6 words
157
From a large
medical
products
company
158
Global company driven
by motivated
individuals
159
Great company often
own worst enemy
160
Process driven crisis
management creating
dysfunction
How can managers
working in the same
company have such
differing perspectives
162
Tool 4
The Culture Wheel to
spark thinking about the
why the what and the
how of cultural
transformation
Tool 5
The Florence Prescription
is a manifesto for
building a culture of
ownership on a
foundation of values
168
More than 400 hospitals and healthcare
organizations and over 100000 books
With The Florence Prescription you canhellip
Get everyone on the
same culture page
for just $5 a book
170
Part 2
Boardrsquos Role for
the Hospitalrsquos
Invisible
Architecturetrade
Micromanageme
nt
Abdication
172
What courageous followers (and
trustees) do
Challenge
Support
173
ldquoBoard members are
likely to wear rose tinted
glassesrdquoReport of the Center for Health Policy
and Research University of Iowa
174
21 questions the
board should ask
of the executive
team
175
8 questions the
board should ask
about the
hospitalrsquos core
values
176
Question 1
Why did we choose
these values and do
people buy into them
Do they even know
them
177
Question 2
Does our statement of
values have heart ndash is it
authentic ndash or is it
generic boilerplate
178
Question 3
How does our
statement of values
differentiate our
hospital in a
competitive
environment
179
Question 4
Are the values we have
chosen operationally
relevant Are the
societally relevant
180
Question 5
How often should we
revisit our values Is
now a good time for a
thorough review
181
Question 6
Do we have the
courage to enforce our
values with employees
medical staff board
and others
182
Question 7
Do execs use values to
instill the mental and
emotional toughness to
thrive in the
competitive healthcare
environment
183
Question 8
Should we do training
on values-based life
and leadership skills
(eg by joining the
Values Collaborative)
184
Date February 5 2013
Asheville NC
$149 per person
319-624-3889
185
7 questions the
board should ask
about the
hospitalrsquos culture
186
Question 1
Do we have a culture
plan that complements
our strategic plan
187
Question 3
Does our culture
tolerate behaviors not
consistent with our
values (eg gossip is
inconsistent with
integrity)
188
Question 4
Does our culture
tolerate management
by fear and
intimidation (despite
Demingrsquos warning)
189
Question 5
How do we collect and
share the stories that
help to transmit our
culture
190
Question 6
How do we invoke
rituals traditions
celebration and
executive visibility to
foster culture
191
Question 7
How do we screen out
cultural misfits and
inculcate new people
192
6 questions the
board should ask
about the
hospitalrsquos
workplace
attitudes
193
Question 1
How do we assess
employee engagement
how do we stack up
and how do we boost
it
194
Question 2
Is our culture
dominated by
emotional positivity or
is toxic emotional
negativity evident
195
This question can only
objectively be
answered by the Man
from Marshellip
196
Question 3
Have we established
our zero-tolerance
behaviors and do we
have the courage to
enforce those
standards
197
Question 4
How do we deal with
people in the Rutledge
Quadrant (good skills
bad attitude)
198
Question 5
How are our attitude
and behavior
expectations conveyed
to new employees (and
docs)
199
Question 6
Are we buying our own
press clippings
- Slide 1
- Slide 2
- Slide 3
- Slide 4
- Slide 5
- Slide 6
- Slide 7
- Slide 8
- Slide 9
- Slide 10
- Slide 11
- Slide 12
- Slide 13
- Slide 14
- Slide 15
- Slide 16
- Slide 17
- Slide 18
- Slide 19
- Slide 20
- Slide 21
- Slide 22
- Slide 23
- Slide 24
- Slide 25
- Slide 26
- Slide 27
- Slide 28
- Slide 29
- Slide 30
- Slide 31
- Slide 32
- Slide 33
- Slide 34
- Slide 35
- Slide 36
- Slide 37
- Slide 38
- Slide 39
- Slide 40
- Slide 41
- Slide 42
- Slide 43
- Slide 44
- Slide 45
- Slide 46
- Slide 47
- Slide 48
- Slide 49
- Slide 50
- Slide 51
- Slide 52
- Slide 53
- Slide 54
- Slide 55
- Slide 56
- Slide 57
- Slide 58
- Slide 59
- Slide 60
- Slide 61
- Slide 62
- Slide 63
- Slide 64
- Slide 65
- Slide 66
- Slide 67
- Slide 68
- Slide 69
- Slide 70
- Slide 71
- Slide 72
- Slide 73
- Slide 74
- Slide 75
- Slide 76
- Slide 77
- Slide 78
- Slide 79
- Slide 80
- Slide 81
- Slide 82
- Slide 83
- Slide 84
- Slide 85
- Slide 86
- Slide 87
- Slide 88
- Slide 89
- Slide 90
- Slide 91
- Slide 92
- Slide 93
- Slide 94
- Slide 95
- Slide 96
- Slide 97
- Slide 98
- Slide 99
- Slide 100
- Slide 101
- Slide 102
- Slide 103
- Slide 104
- Slide 105
- Slide 106
- Slide 107
- Slide 108
- Slide 109
- Slide 110
- Slide 111
- Slide 112
- Slide 113
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- Slide 118
- Slide 119
- Slide 120
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- Slide 122
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- Slide 125
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- Slide 127
- Slide 128
- Slide 129
- Slide 130
- Slide 131
- Slide 132
- Slide 133
- Slide 134
- Slide 135
- Slide 136
- Slide 137
- Slide 138
- Slide 139
- Slide 140
- Slide 141
- Slide 142
- Slide 143
- Slide 144
- Slide 145
- Slide 146
- Slide 147
- Slide 148
- Slide 149
- Slide 150
- Tool 1 The Values Behaviors Outcomes Continuum
- Slide 152
- Slide 153
- Slide 154
- Slide 155
- Slide 156
- Slide 157
- Slide 158
- Slide 159
- Slide 160
- Slide 161
- Slide 162
- Slide 163
- Slide 164
- Slide 165
- Slide 166
- Slide 167
- Slide 168
- Slide 169
- Slide 170
- Slide 171
- Slide 172
- Slide 173
- Slide 174
- Slide 175
- Slide 176
- Slide 177
- Slide 178
- Slide 179
- Slide 180
- Slide 181
- Slide 182
- Slide 183
- Slide 184
- Slide 185
- Slide 186
- Slide 187
- Slide 188
- Slide 189
- Slide 190
- Slide 191
- Slide 192
- Slide 193
- Slide 194
- Slide 195
- Slide 196
- Slide 197
- Slide 198
- Slide 199
-
![Page 59: Joe Tye Presentation for Georgia Hospital Association Trustee Conference, February 11, 2013](https://reader031.fdocuments.net/reader031/viewer/2022012918/544f4973af79593b028b7d1a/html5/thumbnails/59.jpg)
One of the best
investments you can
make in your
organizational values is
helping your people learn
skills to better live their
personal values
A Memory of the Future
Coming to Georgia in
2014
When a critical mass
of people connect
with and act upon
their core values
they will have a
positive impact onhellip
Corporate culture is
the superstructure
Culture is to the
organization what
personality and
character are to the
individual
Same business
Different cultures
Culture is like a
patchwork quilt the art
is in making the pieces
come together in a way
that is beautiful and
functional
You cannot allow
people to opt-out of
culture
Culture eats
strategy for lunch
Seven reasons
that culture
trumps strategy
Reason 1
People are loyal to
culture not to strategy
The penny-foolish
pound-wise
culture of Auto-
Owners Insurance
Company
Reason 2
Culture provides
resilience in tough
times
Reason 3
Culture is more efficient
than strategy
Reason 4
Culture creates unique
competitive
differentiation
Reason 5
Culture can galvanize a
contrary business
strategy
Reason 6
Static culture can doom
an organization
Reason 7
When strategy and
culture collide culture
will win
Your hospital has a
strategic plan ndash but do
you have a culture
plan
Culture doesnrsquot change
unless people change
and that is
emotional
work
Emotional attitude
is the interior deacutecor
101
102
Emotional climate is
determined by what
you expect and what
you toleratehellip
103
And over time what
you tolerate will
dominate over what
you say you expect
104
ldquoOne toxically negative
person can drag down
morale and productivity
of an entire work
unitrdquo
105
ldquoIt is a leadership
responsibility to create a
workplace environment
where toxic emotional
negativity is not
toleratedrdquo
110
Building a
culture of
ownership
Do you have to start with the
right people on the bus
You canrsquot always
choose who you
have on the bus
You canrsquot just
throw all the
ldquowrongrdquo people off
the bus
You can create a bus that
everyone wants to ride
Fairfield Medical Center adopted
the 8 Florence Characteristics
for their employment brand
Commitment
To the values
vision
and mission of the
organization
Commitment is
most important
when the going
gets tough
ldquoWe need to see
opportunities where others
see barriers We need to
be cheerleaders when
others are moaning doom-
and-gloomrdquo
ldquoWe need to face problems
with contrarian toughness
because itrsquos in how we
solve those problems that
we differentiate ourselves
from everyone elserdquo
ldquoBrick walls are not
there to stop you they
are there to make you
prove how much you
want somethingrdquo
Randy Pausch The Last Lecture
Engagement
With patients
coworkers and
with the work itself
At Best Buy a 01
increase in employee
engagement generates
a $100000 increase in
gross store revenue
Harvard Business Review October 2010
Passion
Enthusiasm
positive attitude
and joy reflected in
everyday actions
Look at that
smile
How do you calculate ROI on a smile like that
Initiative
A ldquoProceed Until
Apprehendedrdquo
mindset
135
Can one person
who takes
initiative change
your
organization
138
MMFI
Fellowship
Fostering a
ldquosupport grouprdquo
culture of respect
and caring
142
Pride
In the organization
in the profession
in the work and in
you yourself
Pride is reflected in the answer
to that universal icebreaker
question
What do you do
The most powerful and
cost-effective
marketing campaign
your organization could
ever launch
What do you do
Thanks for asking
Irsquom good at what I do
I love what I do Irsquom
proud of what I do
What I do is
important
What could be more boring than
industrial ventilation systems
149
BigAssHospitalcom
Five of the tools we
use to help
hospitals create a
plan for the
Invisible
Architecture
Tool 1
The Values Behaviors Outcomes Continuum
151
Tool 2
The 3-minute
values drill
Current version
Compassio
n
Advocacy
Respect
ExcellenceValues statement of a Values Coach client
Old version
Compassio
n
Advocacy
Respect
Excellence
New version
Integrity
Enthusiasm
Loyalty
Stewardshi
p
Ownership
Fun
Tool 3
The 6-Word
Culture
Clarification
Exercise
This guy made a fortune with just 6 words
157
From a large
medical
products
company
158
Global company driven
by motivated
individuals
159
Great company often
own worst enemy
160
Process driven crisis
management creating
dysfunction
How can managers
working in the same
company have such
differing perspectives
162
Tool 4
The Culture Wheel to
spark thinking about the
why the what and the
how of cultural
transformation
Tool 5
The Florence Prescription
is a manifesto for
building a culture of
ownership on a
foundation of values
168
More than 400 hospitals and healthcare
organizations and over 100000 books
With The Florence Prescription you canhellip
Get everyone on the
same culture page
for just $5 a book
170
Part 2
Boardrsquos Role for
the Hospitalrsquos
Invisible
Architecturetrade
Micromanageme
nt
Abdication
172
What courageous followers (and
trustees) do
Challenge
Support
173
ldquoBoard members are
likely to wear rose tinted
glassesrdquoReport of the Center for Health Policy
and Research University of Iowa
174
21 questions the
board should ask
of the executive
team
175
8 questions the
board should ask
about the
hospitalrsquos core
values
176
Question 1
Why did we choose
these values and do
people buy into them
Do they even know
them
177
Question 2
Does our statement of
values have heart ndash is it
authentic ndash or is it
generic boilerplate
178
Question 3
How does our
statement of values
differentiate our
hospital in a
competitive
environment
179
Question 4
Are the values we have
chosen operationally
relevant Are the
societally relevant
180
Question 5
How often should we
revisit our values Is
now a good time for a
thorough review
181
Question 6
Do we have the
courage to enforce our
values with employees
medical staff board
and others
182
Question 7
Do execs use values to
instill the mental and
emotional toughness to
thrive in the
competitive healthcare
environment
183
Question 8
Should we do training
on values-based life
and leadership skills
(eg by joining the
Values Collaborative)
184
Date February 5 2013
Asheville NC
$149 per person
319-624-3889
185
7 questions the
board should ask
about the
hospitalrsquos culture
186
Question 1
Do we have a culture
plan that complements
our strategic plan
187
Question 3
Does our culture
tolerate behaviors not
consistent with our
values (eg gossip is
inconsistent with
integrity)
188
Question 4
Does our culture
tolerate management
by fear and
intimidation (despite
Demingrsquos warning)
189
Question 5
How do we collect and
share the stories that
help to transmit our
culture
190
Question 6
How do we invoke
rituals traditions
celebration and
executive visibility to
foster culture
191
Question 7
How do we screen out
cultural misfits and
inculcate new people
192
6 questions the
board should ask
about the
hospitalrsquos
workplace
attitudes
193
Question 1
How do we assess
employee engagement
how do we stack up
and how do we boost
it
194
Question 2
Is our culture
dominated by
emotional positivity or
is toxic emotional
negativity evident
195
This question can only
objectively be
answered by the Man
from Marshellip
196
Question 3
Have we established
our zero-tolerance
behaviors and do we
have the courage to
enforce those
standards
197
Question 4
How do we deal with
people in the Rutledge
Quadrant (good skills
bad attitude)
198
Question 5
How are our attitude
and behavior
expectations conveyed
to new employees (and
docs)
199
Question 6
Are we buying our own
press clippings
- Slide 1
- Slide 2
- Slide 3
- Slide 4
- Slide 5
- Slide 6
- Slide 7
- Slide 8
- Slide 9
- Slide 10
- Slide 11
- Slide 12
- Slide 13
- Slide 14
- Slide 15
- Slide 16
- Slide 17
- Slide 18
- Slide 19
- Slide 20
- Slide 21
- Slide 22
- Slide 23
- Slide 24
- Slide 25
- Slide 26
- Slide 27
- Slide 28
- Slide 29
- Slide 30
- Slide 31
- Slide 32
- Slide 33
- Slide 34
- Slide 35
- Slide 36
- Slide 37
- Slide 38
- Slide 39
- Slide 40
- Slide 41
- Slide 42
- Slide 43
- Slide 44
- Slide 45
- Slide 46
- Slide 47
- Slide 48
- Slide 49
- Slide 50
- Slide 51
- Slide 52
- Slide 53
- Slide 54
- Slide 55
- Slide 56
- Slide 57
- Slide 58
- Slide 59
- Slide 60
- Slide 61
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- Slide 100
- Slide 101
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- Slide 103
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- Slide 121
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- Slide 137
- Slide 138
- Slide 139
- Slide 140
- Slide 141
- Slide 142
- Slide 143
- Slide 144
- Slide 145
- Slide 146
- Slide 147
- Slide 148
- Slide 149
- Slide 150
- Tool 1 The Values Behaviors Outcomes Continuum
- Slide 152
- Slide 153
- Slide 154
- Slide 155
- Slide 156
- Slide 157
- Slide 158
- Slide 159
- Slide 160
- Slide 161
- Slide 162
- Slide 163
- Slide 164
- Slide 165
- Slide 166
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- Slide 185
- Slide 186
- Slide 187
- Slide 188
- Slide 189
- Slide 190
- Slide 191
- Slide 192
- Slide 193
- Slide 194
- Slide 195
- Slide 196
- Slide 197
- Slide 198
- Slide 199
-
![Page 60: Joe Tye Presentation for Georgia Hospital Association Trustee Conference, February 11, 2013](https://reader031.fdocuments.net/reader031/viewer/2022012918/544f4973af79593b028b7d1a/html5/thumbnails/60.jpg)
A Memory of the Future
Coming to Georgia in
2014
When a critical mass
of people connect
with and act upon
their core values
they will have a
positive impact onhellip
Corporate culture is
the superstructure
Culture is to the
organization what
personality and
character are to the
individual
Same business
Different cultures
Culture is like a
patchwork quilt the art
is in making the pieces
come together in a way
that is beautiful and
functional
You cannot allow
people to opt-out of
culture
Culture eats
strategy for lunch
Seven reasons
that culture
trumps strategy
Reason 1
People are loyal to
culture not to strategy
The penny-foolish
pound-wise
culture of Auto-
Owners Insurance
Company
Reason 2
Culture provides
resilience in tough
times
Reason 3
Culture is more efficient
than strategy
Reason 4
Culture creates unique
competitive
differentiation
Reason 5
Culture can galvanize a
contrary business
strategy
Reason 6
Static culture can doom
an organization
Reason 7
When strategy and
culture collide culture
will win
Your hospital has a
strategic plan ndash but do
you have a culture
plan
Culture doesnrsquot change
unless people change
and that is
emotional
work
Emotional attitude
is the interior deacutecor
101
102
Emotional climate is
determined by what
you expect and what
you toleratehellip
103
And over time what
you tolerate will
dominate over what
you say you expect
104
ldquoOne toxically negative
person can drag down
morale and productivity
of an entire work
unitrdquo
105
ldquoIt is a leadership
responsibility to create a
workplace environment
where toxic emotional
negativity is not
toleratedrdquo
110
Building a
culture of
ownership
Do you have to start with the
right people on the bus
You canrsquot always
choose who you
have on the bus
You canrsquot just
throw all the
ldquowrongrdquo people off
the bus
You can create a bus that
everyone wants to ride
Fairfield Medical Center adopted
the 8 Florence Characteristics
for their employment brand
Commitment
To the values
vision
and mission of the
organization
Commitment is
most important
when the going
gets tough
ldquoWe need to see
opportunities where others
see barriers We need to
be cheerleaders when
others are moaning doom-
and-gloomrdquo
ldquoWe need to face problems
with contrarian toughness
because itrsquos in how we
solve those problems that
we differentiate ourselves
from everyone elserdquo
ldquoBrick walls are not
there to stop you they
are there to make you
prove how much you
want somethingrdquo
Randy Pausch The Last Lecture
Engagement
With patients
coworkers and
with the work itself
At Best Buy a 01
increase in employee
engagement generates
a $100000 increase in
gross store revenue
Harvard Business Review October 2010
Passion
Enthusiasm
positive attitude
and joy reflected in
everyday actions
Look at that
smile
How do you calculate ROI on a smile like that
Initiative
A ldquoProceed Until
Apprehendedrdquo
mindset
135
Can one person
who takes
initiative change
your
organization
138
MMFI
Fellowship
Fostering a
ldquosupport grouprdquo
culture of respect
and caring
142
Pride
In the organization
in the profession
in the work and in
you yourself
Pride is reflected in the answer
to that universal icebreaker
question
What do you do
The most powerful and
cost-effective
marketing campaign
your organization could
ever launch
What do you do
Thanks for asking
Irsquom good at what I do
I love what I do Irsquom
proud of what I do
What I do is
important
What could be more boring than
industrial ventilation systems
149
BigAssHospitalcom
Five of the tools we
use to help
hospitals create a
plan for the
Invisible
Architecture
Tool 1
The Values Behaviors Outcomes Continuum
151
Tool 2
The 3-minute
values drill
Current version
Compassio
n
Advocacy
Respect
ExcellenceValues statement of a Values Coach client
Old version
Compassio
n
Advocacy
Respect
Excellence
New version
Integrity
Enthusiasm
Loyalty
Stewardshi
p
Ownership
Fun
Tool 3
The 6-Word
Culture
Clarification
Exercise
This guy made a fortune with just 6 words
157
From a large
medical
products
company
158
Global company driven
by motivated
individuals
159
Great company often
own worst enemy
160
Process driven crisis
management creating
dysfunction
How can managers
working in the same
company have such
differing perspectives
162
Tool 4
The Culture Wheel to
spark thinking about the
why the what and the
how of cultural
transformation
Tool 5
The Florence Prescription
is a manifesto for
building a culture of
ownership on a
foundation of values
168
More than 400 hospitals and healthcare
organizations and over 100000 books
With The Florence Prescription you canhellip
Get everyone on the
same culture page
for just $5 a book
170
Part 2
Boardrsquos Role for
the Hospitalrsquos
Invisible
Architecturetrade
Micromanageme
nt
Abdication
172
What courageous followers (and
trustees) do
Challenge
Support
173
ldquoBoard members are
likely to wear rose tinted
glassesrdquoReport of the Center for Health Policy
and Research University of Iowa
174
21 questions the
board should ask
of the executive
team
175
8 questions the
board should ask
about the
hospitalrsquos core
values
176
Question 1
Why did we choose
these values and do
people buy into them
Do they even know
them
177
Question 2
Does our statement of
values have heart ndash is it
authentic ndash or is it
generic boilerplate
178
Question 3
How does our
statement of values
differentiate our
hospital in a
competitive
environment
179
Question 4
Are the values we have
chosen operationally
relevant Are the
societally relevant
180
Question 5
How often should we
revisit our values Is
now a good time for a
thorough review
181
Question 6
Do we have the
courage to enforce our
values with employees
medical staff board
and others
182
Question 7
Do execs use values to
instill the mental and
emotional toughness to
thrive in the
competitive healthcare
environment
183
Question 8
Should we do training
on values-based life
and leadership skills
(eg by joining the
Values Collaborative)
184
Date February 5 2013
Asheville NC
$149 per person
319-624-3889
185
7 questions the
board should ask
about the
hospitalrsquos culture
186
Question 1
Do we have a culture
plan that complements
our strategic plan
187
Question 3
Does our culture
tolerate behaviors not
consistent with our
values (eg gossip is
inconsistent with
integrity)
188
Question 4
Does our culture
tolerate management
by fear and
intimidation (despite
Demingrsquos warning)
189
Question 5
How do we collect and
share the stories that
help to transmit our
culture
190
Question 6
How do we invoke
rituals traditions
celebration and
executive visibility to
foster culture
191
Question 7
How do we screen out
cultural misfits and
inculcate new people
192
6 questions the
board should ask
about the
hospitalrsquos
workplace
attitudes
193
Question 1
How do we assess
employee engagement
how do we stack up
and how do we boost
it
194
Question 2
Is our culture
dominated by
emotional positivity or
is toxic emotional
negativity evident
195
This question can only
objectively be
answered by the Man
from Marshellip
196
Question 3
Have we established
our zero-tolerance
behaviors and do we
have the courage to
enforce those
standards
197
Question 4
How do we deal with
people in the Rutledge
Quadrant (good skills
bad attitude)
198
Question 5
How are our attitude
and behavior
expectations conveyed
to new employees (and
docs)
199
Question 6
Are we buying our own
press clippings
- Slide 1
- Slide 2
- Slide 3
- Slide 4
- Slide 5
- Slide 6
- Slide 7
- Slide 8
- Slide 9
- Slide 10
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- Slide 45
- Slide 46
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- Slide 49
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- Slide 141
- Slide 142
- Slide 143
- Slide 144
- Slide 145
- Slide 146
- Slide 147
- Slide 148
- Slide 149
- Slide 150
- Tool 1 The Values Behaviors Outcomes Continuum
- Slide 152
- Slide 153
- Slide 154
- Slide 155
- Slide 156
- Slide 157
- Slide 158
- Slide 159
- Slide 160
- Slide 161
- Slide 162
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- Slide 196
- Slide 197
- Slide 198
- Slide 199
-
![Page 61: Joe Tye Presentation for Georgia Hospital Association Trustee Conference, February 11, 2013](https://reader031.fdocuments.net/reader031/viewer/2022012918/544f4973af79593b028b7d1a/html5/thumbnails/61.jpg)
When a critical mass
of people connect
with and act upon
their core values
they will have a
positive impact onhellip
Corporate culture is
the superstructure
Culture is to the
organization what
personality and
character are to the
individual
Same business
Different cultures
Culture is like a
patchwork quilt the art
is in making the pieces
come together in a way
that is beautiful and
functional
You cannot allow
people to opt-out of
culture
Culture eats
strategy for lunch
Seven reasons
that culture
trumps strategy
Reason 1
People are loyal to
culture not to strategy
The penny-foolish
pound-wise
culture of Auto-
Owners Insurance
Company
Reason 2
Culture provides
resilience in tough
times
Reason 3
Culture is more efficient
than strategy
Reason 4
Culture creates unique
competitive
differentiation
Reason 5
Culture can galvanize a
contrary business
strategy
Reason 6
Static culture can doom
an organization
Reason 7
When strategy and
culture collide culture
will win
Your hospital has a
strategic plan ndash but do
you have a culture
plan
Culture doesnrsquot change
unless people change
and that is
emotional
work
Emotional attitude
is the interior deacutecor
101
102
Emotional climate is
determined by what
you expect and what
you toleratehellip
103
And over time what
you tolerate will
dominate over what
you say you expect
104
ldquoOne toxically negative
person can drag down
morale and productivity
of an entire work
unitrdquo
105
ldquoIt is a leadership
responsibility to create a
workplace environment
where toxic emotional
negativity is not
toleratedrdquo
110
Building a
culture of
ownership
Do you have to start with the
right people on the bus
You canrsquot always
choose who you
have on the bus
You canrsquot just
throw all the
ldquowrongrdquo people off
the bus
You can create a bus that
everyone wants to ride
Fairfield Medical Center adopted
the 8 Florence Characteristics
for their employment brand
Commitment
To the values
vision
and mission of the
organization
Commitment is
most important
when the going
gets tough
ldquoWe need to see
opportunities where others
see barriers We need to
be cheerleaders when
others are moaning doom-
and-gloomrdquo
ldquoWe need to face problems
with contrarian toughness
because itrsquos in how we
solve those problems that
we differentiate ourselves
from everyone elserdquo
ldquoBrick walls are not
there to stop you they
are there to make you
prove how much you
want somethingrdquo
Randy Pausch The Last Lecture
Engagement
With patients
coworkers and
with the work itself
At Best Buy a 01
increase in employee
engagement generates
a $100000 increase in
gross store revenue
Harvard Business Review October 2010
Passion
Enthusiasm
positive attitude
and joy reflected in
everyday actions
Look at that
smile
How do you calculate ROI on a smile like that
Initiative
A ldquoProceed Until
Apprehendedrdquo
mindset
135
Can one person
who takes
initiative change
your
organization
138
MMFI
Fellowship
Fostering a
ldquosupport grouprdquo
culture of respect
and caring
142
Pride
In the organization
in the profession
in the work and in
you yourself
Pride is reflected in the answer
to that universal icebreaker
question
What do you do
The most powerful and
cost-effective
marketing campaign
your organization could
ever launch
What do you do
Thanks for asking
Irsquom good at what I do
I love what I do Irsquom
proud of what I do
What I do is
important
What could be more boring than
industrial ventilation systems
149
BigAssHospitalcom
Five of the tools we
use to help
hospitals create a
plan for the
Invisible
Architecture
Tool 1
The Values Behaviors Outcomes Continuum
151
Tool 2
The 3-minute
values drill
Current version
Compassio
n
Advocacy
Respect
ExcellenceValues statement of a Values Coach client
Old version
Compassio
n
Advocacy
Respect
Excellence
New version
Integrity
Enthusiasm
Loyalty
Stewardshi
p
Ownership
Fun
Tool 3
The 6-Word
Culture
Clarification
Exercise
This guy made a fortune with just 6 words
157
From a large
medical
products
company
158
Global company driven
by motivated
individuals
159
Great company often
own worst enemy
160
Process driven crisis
management creating
dysfunction
How can managers
working in the same
company have such
differing perspectives
162
Tool 4
The Culture Wheel to
spark thinking about the
why the what and the
how of cultural
transformation
Tool 5
The Florence Prescription
is a manifesto for
building a culture of
ownership on a
foundation of values
168
More than 400 hospitals and healthcare
organizations and over 100000 books
With The Florence Prescription you canhellip
Get everyone on the
same culture page
for just $5 a book
170
Part 2
Boardrsquos Role for
the Hospitalrsquos
Invisible
Architecturetrade
Micromanageme
nt
Abdication
172
What courageous followers (and
trustees) do
Challenge
Support
173
ldquoBoard members are
likely to wear rose tinted
glassesrdquoReport of the Center for Health Policy
and Research University of Iowa
174
21 questions the
board should ask
of the executive
team
175
8 questions the
board should ask
about the
hospitalrsquos core
values
176
Question 1
Why did we choose
these values and do
people buy into them
Do they even know
them
177
Question 2
Does our statement of
values have heart ndash is it
authentic ndash or is it
generic boilerplate
178
Question 3
How does our
statement of values
differentiate our
hospital in a
competitive
environment
179
Question 4
Are the values we have
chosen operationally
relevant Are the
societally relevant
180
Question 5
How often should we
revisit our values Is
now a good time for a
thorough review
181
Question 6
Do we have the
courage to enforce our
values with employees
medical staff board
and others
182
Question 7
Do execs use values to
instill the mental and
emotional toughness to
thrive in the
competitive healthcare
environment
183
Question 8
Should we do training
on values-based life
and leadership skills
(eg by joining the
Values Collaborative)
184
Date February 5 2013
Asheville NC
$149 per person
319-624-3889
185
7 questions the
board should ask
about the
hospitalrsquos culture
186
Question 1
Do we have a culture
plan that complements
our strategic plan
187
Question 3
Does our culture
tolerate behaviors not
consistent with our
values (eg gossip is
inconsistent with
integrity)
188
Question 4
Does our culture
tolerate management
by fear and
intimidation (despite
Demingrsquos warning)
189
Question 5
How do we collect and
share the stories that
help to transmit our
culture
190
Question 6
How do we invoke
rituals traditions
celebration and
executive visibility to
foster culture
191
Question 7
How do we screen out
cultural misfits and
inculcate new people
192
6 questions the
board should ask
about the
hospitalrsquos
workplace
attitudes
193
Question 1
How do we assess
employee engagement
how do we stack up
and how do we boost
it
194
Question 2
Is our culture
dominated by
emotional positivity or
is toxic emotional
negativity evident
195
This question can only
objectively be
answered by the Man
from Marshellip
196
Question 3
Have we established
our zero-tolerance
behaviors and do we
have the courage to
enforce those
standards
197
Question 4
How do we deal with
people in the Rutledge
Quadrant (good skills
bad attitude)
198
Question 5
How are our attitude
and behavior
expectations conveyed
to new employees (and
docs)
199
Question 6
Are we buying our own
press clippings
- Slide 1
- Slide 2
- Slide 3
- Slide 4
- Slide 5
- Slide 6
- Slide 7
- Slide 8
- Slide 9
- Slide 10
- Slide 11
- Slide 12
- Slide 13
- Slide 14
- Slide 15
- Slide 16
- Slide 17
- Slide 18
- Slide 19
- Slide 20
- Slide 21
- Slide 22
- Slide 23
- Slide 24
- Slide 25
- Slide 26
- Slide 27
- Slide 28
- Slide 29
- Slide 30
- Slide 31
- Slide 32
- Slide 33
- Slide 34
- Slide 35
- Slide 36
- Slide 37
- Slide 38
- Slide 39
- Slide 40
- Slide 41
- Slide 42
- Slide 43
- Slide 44
- Slide 45
- Slide 46
- Slide 47
- Slide 48
- Slide 49
- Slide 50
- Slide 51
- Slide 52
- Slide 53
- Slide 54
- Slide 55
- Slide 56
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- Slide 119
- Slide 120
- Slide 121
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- Slide 123
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- Slide 125
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- Slide 129
- Slide 130
- Slide 131
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- Slide 134
- Slide 135
- Slide 136
- Slide 137
- Slide 138
- Slide 139
- Slide 140
- Slide 141
- Slide 142
- Slide 143
- Slide 144
- Slide 145
- Slide 146
- Slide 147
- Slide 148
- Slide 149
- Slide 150
- Tool 1 The Values Behaviors Outcomes Continuum
- Slide 152
- Slide 153
- Slide 154
- Slide 155
- Slide 156
- Slide 157
- Slide 158
- Slide 159
- Slide 160
- Slide 161
- Slide 162
- Slide 163
- Slide 164
- Slide 165
- Slide 166
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- Slide 188
- Slide 189
- Slide 190
- Slide 191
- Slide 192
- Slide 193
- Slide 194
- Slide 195
- Slide 196
- Slide 197
- Slide 198
- Slide 199
-
![Page 62: Joe Tye Presentation for Georgia Hospital Association Trustee Conference, February 11, 2013](https://reader031.fdocuments.net/reader031/viewer/2022012918/544f4973af79593b028b7d1a/html5/thumbnails/62.jpg)
Corporate culture is
the superstructure
Culture is to the
organization what
personality and
character are to the
individual
Same business
Different cultures
Culture is like a
patchwork quilt the art
is in making the pieces
come together in a way
that is beautiful and
functional
You cannot allow
people to opt-out of
culture
Culture eats
strategy for lunch
Seven reasons
that culture
trumps strategy
Reason 1
People are loyal to
culture not to strategy
The penny-foolish
pound-wise
culture of Auto-
Owners Insurance
Company
Reason 2
Culture provides
resilience in tough
times
Reason 3
Culture is more efficient
than strategy
Reason 4
Culture creates unique
competitive
differentiation
Reason 5
Culture can galvanize a
contrary business
strategy
Reason 6
Static culture can doom
an organization
Reason 7
When strategy and
culture collide culture
will win
Your hospital has a
strategic plan ndash but do
you have a culture
plan
Culture doesnrsquot change
unless people change
and that is
emotional
work
Emotional attitude
is the interior deacutecor
101
102
Emotional climate is
determined by what
you expect and what
you toleratehellip
103
And over time what
you tolerate will
dominate over what
you say you expect
104
ldquoOne toxically negative
person can drag down
morale and productivity
of an entire work
unitrdquo
105
ldquoIt is a leadership
responsibility to create a
workplace environment
where toxic emotional
negativity is not
toleratedrdquo
110
Building a
culture of
ownership
Do you have to start with the
right people on the bus
You canrsquot always
choose who you
have on the bus
You canrsquot just
throw all the
ldquowrongrdquo people off
the bus
You can create a bus that
everyone wants to ride
Fairfield Medical Center adopted
the 8 Florence Characteristics
for their employment brand
Commitment
To the values
vision
and mission of the
organization
Commitment is
most important
when the going
gets tough
ldquoWe need to see
opportunities where others
see barriers We need to
be cheerleaders when
others are moaning doom-
and-gloomrdquo
ldquoWe need to face problems
with contrarian toughness
because itrsquos in how we
solve those problems that
we differentiate ourselves
from everyone elserdquo
ldquoBrick walls are not
there to stop you they
are there to make you
prove how much you
want somethingrdquo
Randy Pausch The Last Lecture
Engagement
With patients
coworkers and
with the work itself
At Best Buy a 01
increase in employee
engagement generates
a $100000 increase in
gross store revenue
Harvard Business Review October 2010
Passion
Enthusiasm
positive attitude
and joy reflected in
everyday actions
Look at that
smile
How do you calculate ROI on a smile like that
Initiative
A ldquoProceed Until
Apprehendedrdquo
mindset
135
Can one person
who takes
initiative change
your
organization
138
MMFI
Fellowship
Fostering a
ldquosupport grouprdquo
culture of respect
and caring
142
Pride
In the organization
in the profession
in the work and in
you yourself
Pride is reflected in the answer
to that universal icebreaker
question
What do you do
The most powerful and
cost-effective
marketing campaign
your organization could
ever launch
What do you do
Thanks for asking
Irsquom good at what I do
I love what I do Irsquom
proud of what I do
What I do is
important
What could be more boring than
industrial ventilation systems
149
BigAssHospitalcom
Five of the tools we
use to help
hospitals create a
plan for the
Invisible
Architecture
Tool 1
The Values Behaviors Outcomes Continuum
151
Tool 2
The 3-minute
values drill
Current version
Compassio
n
Advocacy
Respect
ExcellenceValues statement of a Values Coach client
Old version
Compassio
n
Advocacy
Respect
Excellence
New version
Integrity
Enthusiasm
Loyalty
Stewardshi
p
Ownership
Fun
Tool 3
The 6-Word
Culture
Clarification
Exercise
This guy made a fortune with just 6 words
157
From a large
medical
products
company
158
Global company driven
by motivated
individuals
159
Great company often
own worst enemy
160
Process driven crisis
management creating
dysfunction
How can managers
working in the same
company have such
differing perspectives
162
Tool 4
The Culture Wheel to
spark thinking about the
why the what and the
how of cultural
transformation
Tool 5
The Florence Prescription
is a manifesto for
building a culture of
ownership on a
foundation of values
168
More than 400 hospitals and healthcare
organizations and over 100000 books
With The Florence Prescription you canhellip
Get everyone on the
same culture page
for just $5 a book
170
Part 2
Boardrsquos Role for
the Hospitalrsquos
Invisible
Architecturetrade
Micromanageme
nt
Abdication
172
What courageous followers (and
trustees) do
Challenge
Support
173
ldquoBoard members are
likely to wear rose tinted
glassesrdquoReport of the Center for Health Policy
and Research University of Iowa
174
21 questions the
board should ask
of the executive
team
175
8 questions the
board should ask
about the
hospitalrsquos core
values
176
Question 1
Why did we choose
these values and do
people buy into them
Do they even know
them
177
Question 2
Does our statement of
values have heart ndash is it
authentic ndash or is it
generic boilerplate
178
Question 3
How does our
statement of values
differentiate our
hospital in a
competitive
environment
179
Question 4
Are the values we have
chosen operationally
relevant Are the
societally relevant
180
Question 5
How often should we
revisit our values Is
now a good time for a
thorough review
181
Question 6
Do we have the
courage to enforce our
values with employees
medical staff board
and others
182
Question 7
Do execs use values to
instill the mental and
emotional toughness to
thrive in the
competitive healthcare
environment
183
Question 8
Should we do training
on values-based life
and leadership skills
(eg by joining the
Values Collaborative)
184
Date February 5 2013
Asheville NC
$149 per person
319-624-3889
185
7 questions the
board should ask
about the
hospitalrsquos culture
186
Question 1
Do we have a culture
plan that complements
our strategic plan
187
Question 3
Does our culture
tolerate behaviors not
consistent with our
values (eg gossip is
inconsistent with
integrity)
188
Question 4
Does our culture
tolerate management
by fear and
intimidation (despite
Demingrsquos warning)
189
Question 5
How do we collect and
share the stories that
help to transmit our
culture
190
Question 6
How do we invoke
rituals traditions
celebration and
executive visibility to
foster culture
191
Question 7
How do we screen out
cultural misfits and
inculcate new people
192
6 questions the
board should ask
about the
hospitalrsquos
workplace
attitudes
193
Question 1
How do we assess
employee engagement
how do we stack up
and how do we boost
it
194
Question 2
Is our culture
dominated by
emotional positivity or
is toxic emotional
negativity evident
195
This question can only
objectively be
answered by the Man
from Marshellip
196
Question 3
Have we established
our zero-tolerance
behaviors and do we
have the courage to
enforce those
standards
197
Question 4
How do we deal with
people in the Rutledge
Quadrant (good skills
bad attitude)
198
Question 5
How are our attitude
and behavior
expectations conveyed
to new employees (and
docs)
199
Question 6
Are we buying our own
press clippings
- Slide 1
- Slide 2
- Slide 3
- Slide 4
- Slide 5
- Slide 6
- Slide 7
- Slide 8
- Slide 9
- Slide 10
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- Slide 141
- Slide 142
- Slide 143
- Slide 144
- Slide 145
- Slide 146
- Slide 147
- Slide 148
- Slide 149
- Slide 150
- Tool 1 The Values Behaviors Outcomes Continuum
- Slide 152
- Slide 153
- Slide 154
- Slide 155
- Slide 156
- Slide 157
- Slide 158
- Slide 159
- Slide 160
- Slide 161
- Slide 162
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- Slide 196
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- Slide 199
-
![Page 63: Joe Tye Presentation for Georgia Hospital Association Trustee Conference, February 11, 2013](https://reader031.fdocuments.net/reader031/viewer/2022012918/544f4973af79593b028b7d1a/html5/thumbnails/63.jpg)
Culture is to the
organization what
personality and
character are to the
individual
Same business
Different cultures
Culture is like a
patchwork quilt the art
is in making the pieces
come together in a way
that is beautiful and
functional
You cannot allow
people to opt-out of
culture
Culture eats
strategy for lunch
Seven reasons
that culture
trumps strategy
Reason 1
People are loyal to
culture not to strategy
The penny-foolish
pound-wise
culture of Auto-
Owners Insurance
Company
Reason 2
Culture provides
resilience in tough
times
Reason 3
Culture is more efficient
than strategy
Reason 4
Culture creates unique
competitive
differentiation
Reason 5
Culture can galvanize a
contrary business
strategy
Reason 6
Static culture can doom
an organization
Reason 7
When strategy and
culture collide culture
will win
Your hospital has a
strategic plan ndash but do
you have a culture
plan
Culture doesnrsquot change
unless people change
and that is
emotional
work
Emotional attitude
is the interior deacutecor
101
102
Emotional climate is
determined by what
you expect and what
you toleratehellip
103
And over time what
you tolerate will
dominate over what
you say you expect
104
ldquoOne toxically negative
person can drag down
morale and productivity
of an entire work
unitrdquo
105
ldquoIt is a leadership
responsibility to create a
workplace environment
where toxic emotional
negativity is not
toleratedrdquo
110
Building a
culture of
ownership
Do you have to start with the
right people on the bus
You canrsquot always
choose who you
have on the bus
You canrsquot just
throw all the
ldquowrongrdquo people off
the bus
You can create a bus that
everyone wants to ride
Fairfield Medical Center adopted
the 8 Florence Characteristics
for their employment brand
Commitment
To the values
vision
and mission of the
organization
Commitment is
most important
when the going
gets tough
ldquoWe need to see
opportunities where others
see barriers We need to
be cheerleaders when
others are moaning doom-
and-gloomrdquo
ldquoWe need to face problems
with contrarian toughness
because itrsquos in how we
solve those problems that
we differentiate ourselves
from everyone elserdquo
ldquoBrick walls are not
there to stop you they
are there to make you
prove how much you
want somethingrdquo
Randy Pausch The Last Lecture
Engagement
With patients
coworkers and
with the work itself
At Best Buy a 01
increase in employee
engagement generates
a $100000 increase in
gross store revenue
Harvard Business Review October 2010
Passion
Enthusiasm
positive attitude
and joy reflected in
everyday actions
Look at that
smile
How do you calculate ROI on a smile like that
Initiative
A ldquoProceed Until
Apprehendedrdquo
mindset
135
Can one person
who takes
initiative change
your
organization
138
MMFI
Fellowship
Fostering a
ldquosupport grouprdquo
culture of respect
and caring
142
Pride
In the organization
in the profession
in the work and in
you yourself
Pride is reflected in the answer
to that universal icebreaker
question
What do you do
The most powerful and
cost-effective
marketing campaign
your organization could
ever launch
What do you do
Thanks for asking
Irsquom good at what I do
I love what I do Irsquom
proud of what I do
What I do is
important
What could be more boring than
industrial ventilation systems
149
BigAssHospitalcom
Five of the tools we
use to help
hospitals create a
plan for the
Invisible
Architecture
Tool 1
The Values Behaviors Outcomes Continuum
151
Tool 2
The 3-minute
values drill
Current version
Compassio
n
Advocacy
Respect
ExcellenceValues statement of a Values Coach client
Old version
Compassio
n
Advocacy
Respect
Excellence
New version
Integrity
Enthusiasm
Loyalty
Stewardshi
p
Ownership
Fun
Tool 3
The 6-Word
Culture
Clarification
Exercise
This guy made a fortune with just 6 words
157
From a large
medical
products
company
158
Global company driven
by motivated
individuals
159
Great company often
own worst enemy
160
Process driven crisis
management creating
dysfunction
How can managers
working in the same
company have such
differing perspectives
162
Tool 4
The Culture Wheel to
spark thinking about the
why the what and the
how of cultural
transformation
Tool 5
The Florence Prescription
is a manifesto for
building a culture of
ownership on a
foundation of values
168
More than 400 hospitals and healthcare
organizations and over 100000 books
With The Florence Prescription you canhellip
Get everyone on the
same culture page
for just $5 a book
170
Part 2
Boardrsquos Role for
the Hospitalrsquos
Invisible
Architecturetrade
Micromanageme
nt
Abdication
172
What courageous followers (and
trustees) do
Challenge
Support
173
ldquoBoard members are
likely to wear rose tinted
glassesrdquoReport of the Center for Health Policy
and Research University of Iowa
174
21 questions the
board should ask
of the executive
team
175
8 questions the
board should ask
about the
hospitalrsquos core
values
176
Question 1
Why did we choose
these values and do
people buy into them
Do they even know
them
177
Question 2
Does our statement of
values have heart ndash is it
authentic ndash or is it
generic boilerplate
178
Question 3
How does our
statement of values
differentiate our
hospital in a
competitive
environment
179
Question 4
Are the values we have
chosen operationally
relevant Are the
societally relevant
180
Question 5
How often should we
revisit our values Is
now a good time for a
thorough review
181
Question 6
Do we have the
courage to enforce our
values with employees
medical staff board
and others
182
Question 7
Do execs use values to
instill the mental and
emotional toughness to
thrive in the
competitive healthcare
environment
183
Question 8
Should we do training
on values-based life
and leadership skills
(eg by joining the
Values Collaborative)
184
Date February 5 2013
Asheville NC
$149 per person
319-624-3889
185
7 questions the
board should ask
about the
hospitalrsquos culture
186
Question 1
Do we have a culture
plan that complements
our strategic plan
187
Question 3
Does our culture
tolerate behaviors not
consistent with our
values (eg gossip is
inconsistent with
integrity)
188
Question 4
Does our culture
tolerate management
by fear and
intimidation (despite
Demingrsquos warning)
189
Question 5
How do we collect and
share the stories that
help to transmit our
culture
190
Question 6
How do we invoke
rituals traditions
celebration and
executive visibility to
foster culture
191
Question 7
How do we screen out
cultural misfits and
inculcate new people
192
6 questions the
board should ask
about the
hospitalrsquos
workplace
attitudes
193
Question 1
How do we assess
employee engagement
how do we stack up
and how do we boost
it
194
Question 2
Is our culture
dominated by
emotional positivity or
is toxic emotional
negativity evident
195
This question can only
objectively be
answered by the Man
from Marshellip
196
Question 3
Have we established
our zero-tolerance
behaviors and do we
have the courage to
enforce those
standards
197
Question 4
How do we deal with
people in the Rutledge
Quadrant (good skills
bad attitude)
198
Question 5
How are our attitude
and behavior
expectations conveyed
to new employees (and
docs)
199
Question 6
Are we buying our own
press clippings
- Slide 1
- Slide 2
- Slide 3
- Slide 4
- Slide 5
- Slide 6
- Slide 7
- Slide 8
- Slide 9
- Slide 10
- Slide 11
- Slide 12
- Slide 13
- Slide 14
- Slide 15
- Slide 16
- Slide 17
- Slide 18
- Slide 19
- Slide 20
- Slide 21
- Slide 22
- Slide 23
- Slide 24
- Slide 25
- Slide 26
- Slide 27
- Slide 28
- Slide 29
- Slide 30
- Slide 31
- Slide 32
- Slide 33
- Slide 34
- Slide 35
- Slide 36
- Slide 37
- Slide 38
- Slide 39
- Slide 40
- Slide 41
- Slide 42
- Slide 43
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- Slide 45
- Slide 46
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- Slide 49
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- Slide 133
- Slide 134
- Slide 135
- Slide 136
- Slide 137
- Slide 138
- Slide 139
- Slide 140
- Slide 141
- Slide 142
- Slide 143
- Slide 144
- Slide 145
- Slide 146
- Slide 147
- Slide 148
- Slide 149
- Slide 150
- Tool 1 The Values Behaviors Outcomes Continuum
- Slide 152
- Slide 153
- Slide 154
- Slide 155
- Slide 156
- Slide 157
- Slide 158
- Slide 159
- Slide 160
- Slide 161
- Slide 162
- Slide 163
- Slide 164
- Slide 165
- Slide 166
- Slide 167
- Slide 168
- Slide 169
- Slide 170
- Slide 171
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- Slide 174
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- Slide 176
- Slide 177
- Slide 178
- Slide 179
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- Slide 181
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- Slide 183
- Slide 184
- Slide 185
- Slide 186
- Slide 187
- Slide 188
- Slide 189
- Slide 190
- Slide 191
- Slide 192
- Slide 193
- Slide 194
- Slide 195
- Slide 196
- Slide 197
- Slide 198
- Slide 199
-
![Page 64: Joe Tye Presentation for Georgia Hospital Association Trustee Conference, February 11, 2013](https://reader031.fdocuments.net/reader031/viewer/2022012918/544f4973af79593b028b7d1a/html5/thumbnails/64.jpg)
Same business
Different cultures
Culture is like a
patchwork quilt the art
is in making the pieces
come together in a way
that is beautiful and
functional
You cannot allow
people to opt-out of
culture
Culture eats
strategy for lunch
Seven reasons
that culture
trumps strategy
Reason 1
People are loyal to
culture not to strategy
The penny-foolish
pound-wise
culture of Auto-
Owners Insurance
Company
Reason 2
Culture provides
resilience in tough
times
Reason 3
Culture is more efficient
than strategy
Reason 4
Culture creates unique
competitive
differentiation
Reason 5
Culture can galvanize a
contrary business
strategy
Reason 6
Static culture can doom
an organization
Reason 7
When strategy and
culture collide culture
will win
Your hospital has a
strategic plan ndash but do
you have a culture
plan
Culture doesnrsquot change
unless people change
and that is
emotional
work
Emotional attitude
is the interior deacutecor
101
102
Emotional climate is
determined by what
you expect and what
you toleratehellip
103
And over time what
you tolerate will
dominate over what
you say you expect
104
ldquoOne toxically negative
person can drag down
morale and productivity
of an entire work
unitrdquo
105
ldquoIt is a leadership
responsibility to create a
workplace environment
where toxic emotional
negativity is not
toleratedrdquo
110
Building a
culture of
ownership
Do you have to start with the
right people on the bus
You canrsquot always
choose who you
have on the bus
You canrsquot just
throw all the
ldquowrongrdquo people off
the bus
You can create a bus that
everyone wants to ride
Fairfield Medical Center adopted
the 8 Florence Characteristics
for their employment brand
Commitment
To the values
vision
and mission of the
organization
Commitment is
most important
when the going
gets tough
ldquoWe need to see
opportunities where others
see barriers We need to
be cheerleaders when
others are moaning doom-
and-gloomrdquo
ldquoWe need to face problems
with contrarian toughness
because itrsquos in how we
solve those problems that
we differentiate ourselves
from everyone elserdquo
ldquoBrick walls are not
there to stop you they
are there to make you
prove how much you
want somethingrdquo
Randy Pausch The Last Lecture
Engagement
With patients
coworkers and
with the work itself
At Best Buy a 01
increase in employee
engagement generates
a $100000 increase in
gross store revenue
Harvard Business Review October 2010
Passion
Enthusiasm
positive attitude
and joy reflected in
everyday actions
Look at that
smile
How do you calculate ROI on a smile like that
Initiative
A ldquoProceed Until
Apprehendedrdquo
mindset
135
Can one person
who takes
initiative change
your
organization
138
MMFI
Fellowship
Fostering a
ldquosupport grouprdquo
culture of respect
and caring
142
Pride
In the organization
in the profession
in the work and in
you yourself
Pride is reflected in the answer
to that universal icebreaker
question
What do you do
The most powerful and
cost-effective
marketing campaign
your organization could
ever launch
What do you do
Thanks for asking
Irsquom good at what I do
I love what I do Irsquom
proud of what I do
What I do is
important
What could be more boring than
industrial ventilation systems
149
BigAssHospitalcom
Five of the tools we
use to help
hospitals create a
plan for the
Invisible
Architecture
Tool 1
The Values Behaviors Outcomes Continuum
151
Tool 2
The 3-minute
values drill
Current version
Compassio
n
Advocacy
Respect
ExcellenceValues statement of a Values Coach client
Old version
Compassio
n
Advocacy
Respect
Excellence
New version
Integrity
Enthusiasm
Loyalty
Stewardshi
p
Ownership
Fun
Tool 3
The 6-Word
Culture
Clarification
Exercise
This guy made a fortune with just 6 words
157
From a large
medical
products
company
158
Global company driven
by motivated
individuals
159
Great company often
own worst enemy
160
Process driven crisis
management creating
dysfunction
How can managers
working in the same
company have such
differing perspectives
162
Tool 4
The Culture Wheel to
spark thinking about the
why the what and the
how of cultural
transformation
Tool 5
The Florence Prescription
is a manifesto for
building a culture of
ownership on a
foundation of values
168
More than 400 hospitals and healthcare
organizations and over 100000 books
With The Florence Prescription you canhellip
Get everyone on the
same culture page
for just $5 a book
170
Part 2
Boardrsquos Role for
the Hospitalrsquos
Invisible
Architecturetrade
Micromanageme
nt
Abdication
172
What courageous followers (and
trustees) do
Challenge
Support
173
ldquoBoard members are
likely to wear rose tinted
glassesrdquoReport of the Center for Health Policy
and Research University of Iowa
174
21 questions the
board should ask
of the executive
team
175
8 questions the
board should ask
about the
hospitalrsquos core
values
176
Question 1
Why did we choose
these values and do
people buy into them
Do they even know
them
177
Question 2
Does our statement of
values have heart ndash is it
authentic ndash or is it
generic boilerplate
178
Question 3
How does our
statement of values
differentiate our
hospital in a
competitive
environment
179
Question 4
Are the values we have
chosen operationally
relevant Are the
societally relevant
180
Question 5
How often should we
revisit our values Is
now a good time for a
thorough review
181
Question 6
Do we have the
courage to enforce our
values with employees
medical staff board
and others
182
Question 7
Do execs use values to
instill the mental and
emotional toughness to
thrive in the
competitive healthcare
environment
183
Question 8
Should we do training
on values-based life
and leadership skills
(eg by joining the
Values Collaborative)
184
Date February 5 2013
Asheville NC
$149 per person
319-624-3889
185
7 questions the
board should ask
about the
hospitalrsquos culture
186
Question 1
Do we have a culture
plan that complements
our strategic plan
187
Question 3
Does our culture
tolerate behaviors not
consistent with our
values (eg gossip is
inconsistent with
integrity)
188
Question 4
Does our culture
tolerate management
by fear and
intimidation (despite
Demingrsquos warning)
189
Question 5
How do we collect and
share the stories that
help to transmit our
culture
190
Question 6
How do we invoke
rituals traditions
celebration and
executive visibility to
foster culture
191
Question 7
How do we screen out
cultural misfits and
inculcate new people
192
6 questions the
board should ask
about the
hospitalrsquos
workplace
attitudes
193
Question 1
How do we assess
employee engagement
how do we stack up
and how do we boost
it
194
Question 2
Is our culture
dominated by
emotional positivity or
is toxic emotional
negativity evident
195
This question can only
objectively be
answered by the Man
from Marshellip
196
Question 3
Have we established
our zero-tolerance
behaviors and do we
have the courage to
enforce those
standards
197
Question 4
How do we deal with
people in the Rutledge
Quadrant (good skills
bad attitude)
198
Question 5
How are our attitude
and behavior
expectations conveyed
to new employees (and
docs)
199
Question 6
Are we buying our own
press clippings
- Slide 1
- Slide 2
- Slide 3
- Slide 4
- Slide 5
- Slide 6
- Slide 7
- Slide 8
- Slide 9
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- Slide 140
- Slide 141
- Slide 142
- Slide 143
- Slide 144
- Slide 145
- Slide 146
- Slide 147
- Slide 148
- Slide 149
- Slide 150
- Tool 1 The Values Behaviors Outcomes Continuum
- Slide 152
- Slide 153
- Slide 154
- Slide 155
- Slide 156
- Slide 157
- Slide 158
- Slide 159
- Slide 160
- Slide 161
- Slide 162
- Slide 163
- Slide 164
- Slide 165
- Slide 166
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-
![Page 65: Joe Tye Presentation for Georgia Hospital Association Trustee Conference, February 11, 2013](https://reader031.fdocuments.net/reader031/viewer/2022012918/544f4973af79593b028b7d1a/html5/thumbnails/65.jpg)
Culture is like a
patchwork quilt the art
is in making the pieces
come together in a way
that is beautiful and
functional
You cannot allow
people to opt-out of
culture
Culture eats
strategy for lunch
Seven reasons
that culture
trumps strategy
Reason 1
People are loyal to
culture not to strategy
The penny-foolish
pound-wise
culture of Auto-
Owners Insurance
Company
Reason 2
Culture provides
resilience in tough
times
Reason 3
Culture is more efficient
than strategy
Reason 4
Culture creates unique
competitive
differentiation
Reason 5
Culture can galvanize a
contrary business
strategy
Reason 6
Static culture can doom
an organization
Reason 7
When strategy and
culture collide culture
will win
Your hospital has a
strategic plan ndash but do
you have a culture
plan
Culture doesnrsquot change
unless people change
and that is
emotional
work
Emotional attitude
is the interior deacutecor
101
102
Emotional climate is
determined by what
you expect and what
you toleratehellip
103
And over time what
you tolerate will
dominate over what
you say you expect
104
ldquoOne toxically negative
person can drag down
morale and productivity
of an entire work
unitrdquo
105
ldquoIt is a leadership
responsibility to create a
workplace environment
where toxic emotional
negativity is not
toleratedrdquo
110
Building a
culture of
ownership
Do you have to start with the
right people on the bus
You canrsquot always
choose who you
have on the bus
You canrsquot just
throw all the
ldquowrongrdquo people off
the bus
You can create a bus that
everyone wants to ride
Fairfield Medical Center adopted
the 8 Florence Characteristics
for their employment brand
Commitment
To the values
vision
and mission of the
organization
Commitment is
most important
when the going
gets tough
ldquoWe need to see
opportunities where others
see barriers We need to
be cheerleaders when
others are moaning doom-
and-gloomrdquo
ldquoWe need to face problems
with contrarian toughness
because itrsquos in how we
solve those problems that
we differentiate ourselves
from everyone elserdquo
ldquoBrick walls are not
there to stop you they
are there to make you
prove how much you
want somethingrdquo
Randy Pausch The Last Lecture
Engagement
With patients
coworkers and
with the work itself
At Best Buy a 01
increase in employee
engagement generates
a $100000 increase in
gross store revenue
Harvard Business Review October 2010
Passion
Enthusiasm
positive attitude
and joy reflected in
everyday actions
Look at that
smile
How do you calculate ROI on a smile like that
Initiative
A ldquoProceed Until
Apprehendedrdquo
mindset
135
Can one person
who takes
initiative change
your
organization
138
MMFI
Fellowship
Fostering a
ldquosupport grouprdquo
culture of respect
and caring
142
Pride
In the organization
in the profession
in the work and in
you yourself
Pride is reflected in the answer
to that universal icebreaker
question
What do you do
The most powerful and
cost-effective
marketing campaign
your organization could
ever launch
What do you do
Thanks for asking
Irsquom good at what I do
I love what I do Irsquom
proud of what I do
What I do is
important
What could be more boring than
industrial ventilation systems
149
BigAssHospitalcom
Five of the tools we
use to help
hospitals create a
plan for the
Invisible
Architecture
Tool 1
The Values Behaviors Outcomes Continuum
151
Tool 2
The 3-minute
values drill
Current version
Compassio
n
Advocacy
Respect
ExcellenceValues statement of a Values Coach client
Old version
Compassio
n
Advocacy
Respect
Excellence
New version
Integrity
Enthusiasm
Loyalty
Stewardshi
p
Ownership
Fun
Tool 3
The 6-Word
Culture
Clarification
Exercise
This guy made a fortune with just 6 words
157
From a large
medical
products
company
158
Global company driven
by motivated
individuals
159
Great company often
own worst enemy
160
Process driven crisis
management creating
dysfunction
How can managers
working in the same
company have such
differing perspectives
162
Tool 4
The Culture Wheel to
spark thinking about the
why the what and the
how of cultural
transformation
Tool 5
The Florence Prescription
is a manifesto for
building a culture of
ownership on a
foundation of values
168
More than 400 hospitals and healthcare
organizations and over 100000 books
With The Florence Prescription you canhellip
Get everyone on the
same culture page
for just $5 a book
170
Part 2
Boardrsquos Role for
the Hospitalrsquos
Invisible
Architecturetrade
Micromanageme
nt
Abdication
172
What courageous followers (and
trustees) do
Challenge
Support
173
ldquoBoard members are
likely to wear rose tinted
glassesrdquoReport of the Center for Health Policy
and Research University of Iowa
174
21 questions the
board should ask
of the executive
team
175
8 questions the
board should ask
about the
hospitalrsquos core
values
176
Question 1
Why did we choose
these values and do
people buy into them
Do they even know
them
177
Question 2
Does our statement of
values have heart ndash is it
authentic ndash or is it
generic boilerplate
178
Question 3
How does our
statement of values
differentiate our
hospital in a
competitive
environment
179
Question 4
Are the values we have
chosen operationally
relevant Are the
societally relevant
180
Question 5
How often should we
revisit our values Is
now a good time for a
thorough review
181
Question 6
Do we have the
courage to enforce our
values with employees
medical staff board
and others
182
Question 7
Do execs use values to
instill the mental and
emotional toughness to
thrive in the
competitive healthcare
environment
183
Question 8
Should we do training
on values-based life
and leadership skills
(eg by joining the
Values Collaborative)
184
Date February 5 2013
Asheville NC
$149 per person
319-624-3889
185
7 questions the
board should ask
about the
hospitalrsquos culture
186
Question 1
Do we have a culture
plan that complements
our strategic plan
187
Question 3
Does our culture
tolerate behaviors not
consistent with our
values (eg gossip is
inconsistent with
integrity)
188
Question 4
Does our culture
tolerate management
by fear and
intimidation (despite
Demingrsquos warning)
189
Question 5
How do we collect and
share the stories that
help to transmit our
culture
190
Question 6
How do we invoke
rituals traditions
celebration and
executive visibility to
foster culture
191
Question 7
How do we screen out
cultural misfits and
inculcate new people
192
6 questions the
board should ask
about the
hospitalrsquos
workplace
attitudes
193
Question 1
How do we assess
employee engagement
how do we stack up
and how do we boost
it
194
Question 2
Is our culture
dominated by
emotional positivity or
is toxic emotional
negativity evident
195
This question can only
objectively be
answered by the Man
from Marshellip
196
Question 3
Have we established
our zero-tolerance
behaviors and do we
have the courage to
enforce those
standards
197
Question 4
How do we deal with
people in the Rutledge
Quadrant (good skills
bad attitude)
198
Question 5
How are our attitude
and behavior
expectations conveyed
to new employees (and
docs)
199
Question 6
Are we buying our own
press clippings
- Slide 1
- Slide 2
- Slide 3
- Slide 4
- Slide 5
- Slide 6
- Slide 7
- Slide 8
- Slide 9
- Slide 10
- Slide 11
- Slide 12
- Slide 13
- Slide 14
- Slide 15
- Slide 16
- Slide 17
- Slide 18
- Slide 19
- Slide 20
- Slide 21
- Slide 22
- Slide 23
- Slide 24
- Slide 25
- Slide 26
- Slide 27
- Slide 28
- Slide 29
- Slide 30
- Slide 31
- Slide 32
- Slide 33
- Slide 34
- Slide 35
- Slide 36
- Slide 37
- Slide 38
- Slide 39
- Slide 40
- Slide 41
- Slide 42
- Slide 43
- Slide 44
- Slide 45
- Slide 46
- Slide 47
- Slide 48
- Slide 49
- Slide 50
- Slide 51
- Slide 52
- Slide 53
- Slide 54
- Slide 55
- Slide 56
- Slide 57
- Slide 58
- Slide 59
- Slide 60
- Slide 61
- Slide 62
- Slide 63
- Slide 64
- Slide 65
- Slide 66
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- Slide 91
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- Slide 94
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- Slide 100
- Slide 101
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- Slide 103
- Slide 104
- Slide 105
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- Slide 109
- Slide 110
- Slide 111
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- Slide 118
- Slide 119
- Slide 120
- Slide 121
- Slide 122
- Slide 123
- Slide 124
- Slide 125
- Slide 126
- Slide 127
- Slide 128
- Slide 129
- Slide 130
- Slide 131
- Slide 132
- Slide 133
- Slide 134
- Slide 135
- Slide 136
- Slide 137
- Slide 138
- Slide 139
- Slide 140
- Slide 141
- Slide 142
- Slide 143
- Slide 144
- Slide 145
- Slide 146
- Slide 147
- Slide 148
- Slide 149
- Slide 150
- Tool 1 The Values Behaviors Outcomes Continuum
- Slide 152
- Slide 153
- Slide 154
- Slide 155
- Slide 156
- Slide 157
- Slide 158
- Slide 159
- Slide 160
- Slide 161
- Slide 162
- Slide 163
- Slide 164
- Slide 165
- Slide 166
- Slide 167
- Slide 168
- Slide 169
- Slide 170
- Slide 171
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- Slide 177
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- Slide 179
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- Slide 181
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- Slide 183
- Slide 184
- Slide 185
- Slide 186
- Slide 187
- Slide 188
- Slide 189
- Slide 190
- Slide 191
- Slide 192
- Slide 193
- Slide 194
- Slide 195
- Slide 196
- Slide 197
- Slide 198
- Slide 199
-
![Page 66: Joe Tye Presentation for Georgia Hospital Association Trustee Conference, February 11, 2013](https://reader031.fdocuments.net/reader031/viewer/2022012918/544f4973af79593b028b7d1a/html5/thumbnails/66.jpg)
You cannot allow
people to opt-out of
culture
Culture eats
strategy for lunch
Seven reasons
that culture
trumps strategy
Reason 1
People are loyal to
culture not to strategy
The penny-foolish
pound-wise
culture of Auto-
Owners Insurance
Company
Reason 2
Culture provides
resilience in tough
times
Reason 3
Culture is more efficient
than strategy
Reason 4
Culture creates unique
competitive
differentiation
Reason 5
Culture can galvanize a
contrary business
strategy
Reason 6
Static culture can doom
an organization
Reason 7
When strategy and
culture collide culture
will win
Your hospital has a
strategic plan ndash but do
you have a culture
plan
Culture doesnrsquot change
unless people change
and that is
emotional
work
Emotional attitude
is the interior deacutecor
101
102
Emotional climate is
determined by what
you expect and what
you toleratehellip
103
And over time what
you tolerate will
dominate over what
you say you expect
104
ldquoOne toxically negative
person can drag down
morale and productivity
of an entire work
unitrdquo
105
ldquoIt is a leadership
responsibility to create a
workplace environment
where toxic emotional
negativity is not
toleratedrdquo
110
Building a
culture of
ownership
Do you have to start with the
right people on the bus
You canrsquot always
choose who you
have on the bus
You canrsquot just
throw all the
ldquowrongrdquo people off
the bus
You can create a bus that
everyone wants to ride
Fairfield Medical Center adopted
the 8 Florence Characteristics
for their employment brand
Commitment
To the values
vision
and mission of the
organization
Commitment is
most important
when the going
gets tough
ldquoWe need to see
opportunities where others
see barriers We need to
be cheerleaders when
others are moaning doom-
and-gloomrdquo
ldquoWe need to face problems
with contrarian toughness
because itrsquos in how we
solve those problems that
we differentiate ourselves
from everyone elserdquo
ldquoBrick walls are not
there to stop you they
are there to make you
prove how much you
want somethingrdquo
Randy Pausch The Last Lecture
Engagement
With patients
coworkers and
with the work itself
At Best Buy a 01
increase in employee
engagement generates
a $100000 increase in
gross store revenue
Harvard Business Review October 2010
Passion
Enthusiasm
positive attitude
and joy reflected in
everyday actions
Look at that
smile
How do you calculate ROI on a smile like that
Initiative
A ldquoProceed Until
Apprehendedrdquo
mindset
135
Can one person
who takes
initiative change
your
organization
138
MMFI
Fellowship
Fostering a
ldquosupport grouprdquo
culture of respect
and caring
142
Pride
In the organization
in the profession
in the work and in
you yourself
Pride is reflected in the answer
to that universal icebreaker
question
What do you do
The most powerful and
cost-effective
marketing campaign
your organization could
ever launch
What do you do
Thanks for asking
Irsquom good at what I do
I love what I do Irsquom
proud of what I do
What I do is
important
What could be more boring than
industrial ventilation systems
149
BigAssHospitalcom
Five of the tools we
use to help
hospitals create a
plan for the
Invisible
Architecture
Tool 1
The Values Behaviors Outcomes Continuum
151
Tool 2
The 3-minute
values drill
Current version
Compassio
n
Advocacy
Respect
ExcellenceValues statement of a Values Coach client
Old version
Compassio
n
Advocacy
Respect
Excellence
New version
Integrity
Enthusiasm
Loyalty
Stewardshi
p
Ownership
Fun
Tool 3
The 6-Word
Culture
Clarification
Exercise
This guy made a fortune with just 6 words
157
From a large
medical
products
company
158
Global company driven
by motivated
individuals
159
Great company often
own worst enemy
160
Process driven crisis
management creating
dysfunction
How can managers
working in the same
company have such
differing perspectives
162
Tool 4
The Culture Wheel to
spark thinking about the
why the what and the
how of cultural
transformation
Tool 5
The Florence Prescription
is a manifesto for
building a culture of
ownership on a
foundation of values
168
More than 400 hospitals and healthcare
organizations and over 100000 books
With The Florence Prescription you canhellip
Get everyone on the
same culture page
for just $5 a book
170
Part 2
Boardrsquos Role for
the Hospitalrsquos
Invisible
Architecturetrade
Micromanageme
nt
Abdication
172
What courageous followers (and
trustees) do
Challenge
Support
173
ldquoBoard members are
likely to wear rose tinted
glassesrdquoReport of the Center for Health Policy
and Research University of Iowa
174
21 questions the
board should ask
of the executive
team
175
8 questions the
board should ask
about the
hospitalrsquos core
values
176
Question 1
Why did we choose
these values and do
people buy into them
Do they even know
them
177
Question 2
Does our statement of
values have heart ndash is it
authentic ndash or is it
generic boilerplate
178
Question 3
How does our
statement of values
differentiate our
hospital in a
competitive
environment
179
Question 4
Are the values we have
chosen operationally
relevant Are the
societally relevant
180
Question 5
How often should we
revisit our values Is
now a good time for a
thorough review
181
Question 6
Do we have the
courage to enforce our
values with employees
medical staff board
and others
182
Question 7
Do execs use values to
instill the mental and
emotional toughness to
thrive in the
competitive healthcare
environment
183
Question 8
Should we do training
on values-based life
and leadership skills
(eg by joining the
Values Collaborative)
184
Date February 5 2013
Asheville NC
$149 per person
319-624-3889
185
7 questions the
board should ask
about the
hospitalrsquos culture
186
Question 1
Do we have a culture
plan that complements
our strategic plan
187
Question 3
Does our culture
tolerate behaviors not
consistent with our
values (eg gossip is
inconsistent with
integrity)
188
Question 4
Does our culture
tolerate management
by fear and
intimidation (despite
Demingrsquos warning)
189
Question 5
How do we collect and
share the stories that
help to transmit our
culture
190
Question 6
How do we invoke
rituals traditions
celebration and
executive visibility to
foster culture
191
Question 7
How do we screen out
cultural misfits and
inculcate new people
192
6 questions the
board should ask
about the
hospitalrsquos
workplace
attitudes
193
Question 1
How do we assess
employee engagement
how do we stack up
and how do we boost
it
194
Question 2
Is our culture
dominated by
emotional positivity or
is toxic emotional
negativity evident
195
This question can only
objectively be
answered by the Man
from Marshellip
196
Question 3
Have we established
our zero-tolerance
behaviors and do we
have the courage to
enforce those
standards
197
Question 4
How do we deal with
people in the Rutledge
Quadrant (good skills
bad attitude)
198
Question 5
How are our attitude
and behavior
expectations conveyed
to new employees (and
docs)
199
Question 6
Are we buying our own
press clippings
- Slide 1
- Slide 2
- Slide 3
- Slide 4
- Slide 5
- Slide 6
- Slide 7
- Slide 8
- Slide 9
- Slide 10
- Slide 11
- Slide 12
- Slide 13
- Slide 14
- Slide 15
- Slide 16
- Slide 17
- Slide 18
- Slide 19
- Slide 20
- Slide 21
- Slide 22
- Slide 23
- Slide 24
- Slide 25
- Slide 26
- Slide 27
- Slide 28
- Slide 29
- Slide 30
- Slide 31
- Slide 32
- Slide 33
- Slide 34
- Slide 35
- Slide 36
- Slide 37
- Slide 38
- Slide 39
- Slide 40
- Slide 41
- Slide 42
- Slide 43
- Slide 44
- Slide 45
- Slide 46
- Slide 47
- Slide 48
- Slide 49
- Slide 50
- Slide 51
- Slide 52
- Slide 53
- Slide 54
- Slide 55
- Slide 56
- Slide 57
- Slide 58
- Slide 59
- Slide 60
- Slide 61
- Slide 62
- Slide 63
- Slide 64
- Slide 65
- Slide 66
- Slide 67
- Slide 68
- Slide 69
- Slide 70
- Slide 71
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- Slide 140
- Slide 141
- Slide 142
- Slide 143
- Slide 144
- Slide 145
- Slide 146
- Slide 147
- Slide 148
- Slide 149
- Slide 150
- Tool 1 The Values Behaviors Outcomes Continuum
- Slide 152
- Slide 153
- Slide 154
- Slide 155
- Slide 156
- Slide 157
- Slide 158
- Slide 159
- Slide 160
- Slide 161
- Slide 162
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-
![Page 67: Joe Tye Presentation for Georgia Hospital Association Trustee Conference, February 11, 2013](https://reader031.fdocuments.net/reader031/viewer/2022012918/544f4973af79593b028b7d1a/html5/thumbnails/67.jpg)
Culture eats
strategy for lunch
Seven reasons
that culture
trumps strategy
Reason 1
People are loyal to
culture not to strategy
The penny-foolish
pound-wise
culture of Auto-
Owners Insurance
Company
Reason 2
Culture provides
resilience in tough
times
Reason 3
Culture is more efficient
than strategy
Reason 4
Culture creates unique
competitive
differentiation
Reason 5
Culture can galvanize a
contrary business
strategy
Reason 6
Static culture can doom
an organization
Reason 7
When strategy and
culture collide culture
will win
Your hospital has a
strategic plan ndash but do
you have a culture
plan
Culture doesnrsquot change
unless people change
and that is
emotional
work
Emotional attitude
is the interior deacutecor
101
102
Emotional climate is
determined by what
you expect and what
you toleratehellip
103
And over time what
you tolerate will
dominate over what
you say you expect
104
ldquoOne toxically negative
person can drag down
morale and productivity
of an entire work
unitrdquo
105
ldquoIt is a leadership
responsibility to create a
workplace environment
where toxic emotional
negativity is not
toleratedrdquo
110
Building a
culture of
ownership
Do you have to start with the
right people on the bus
You canrsquot always
choose who you
have on the bus
You canrsquot just
throw all the
ldquowrongrdquo people off
the bus
You can create a bus that
everyone wants to ride
Fairfield Medical Center adopted
the 8 Florence Characteristics
for their employment brand
Commitment
To the values
vision
and mission of the
organization
Commitment is
most important
when the going
gets tough
ldquoWe need to see
opportunities where others
see barriers We need to
be cheerleaders when
others are moaning doom-
and-gloomrdquo
ldquoWe need to face problems
with contrarian toughness
because itrsquos in how we
solve those problems that
we differentiate ourselves
from everyone elserdquo
ldquoBrick walls are not
there to stop you they
are there to make you
prove how much you
want somethingrdquo
Randy Pausch The Last Lecture
Engagement
With patients
coworkers and
with the work itself
At Best Buy a 01
increase in employee
engagement generates
a $100000 increase in
gross store revenue
Harvard Business Review October 2010
Passion
Enthusiasm
positive attitude
and joy reflected in
everyday actions
Look at that
smile
How do you calculate ROI on a smile like that
Initiative
A ldquoProceed Until
Apprehendedrdquo
mindset
135
Can one person
who takes
initiative change
your
organization
138
MMFI
Fellowship
Fostering a
ldquosupport grouprdquo
culture of respect
and caring
142
Pride
In the organization
in the profession
in the work and in
you yourself
Pride is reflected in the answer
to that universal icebreaker
question
What do you do
The most powerful and
cost-effective
marketing campaign
your organization could
ever launch
What do you do
Thanks for asking
Irsquom good at what I do
I love what I do Irsquom
proud of what I do
What I do is
important
What could be more boring than
industrial ventilation systems
149
BigAssHospitalcom
Five of the tools we
use to help
hospitals create a
plan for the
Invisible
Architecture
Tool 1
The Values Behaviors Outcomes Continuum
151
Tool 2
The 3-minute
values drill
Current version
Compassio
n
Advocacy
Respect
ExcellenceValues statement of a Values Coach client
Old version
Compassio
n
Advocacy
Respect
Excellence
New version
Integrity
Enthusiasm
Loyalty
Stewardshi
p
Ownership
Fun
Tool 3
The 6-Word
Culture
Clarification
Exercise
This guy made a fortune with just 6 words
157
From a large
medical
products
company
158
Global company driven
by motivated
individuals
159
Great company often
own worst enemy
160
Process driven crisis
management creating
dysfunction
How can managers
working in the same
company have such
differing perspectives
162
Tool 4
The Culture Wheel to
spark thinking about the
why the what and the
how of cultural
transformation
Tool 5
The Florence Prescription
is a manifesto for
building a culture of
ownership on a
foundation of values
168
More than 400 hospitals and healthcare
organizations and over 100000 books
With The Florence Prescription you canhellip
Get everyone on the
same culture page
for just $5 a book
170
Part 2
Boardrsquos Role for
the Hospitalrsquos
Invisible
Architecturetrade
Micromanageme
nt
Abdication
172
What courageous followers (and
trustees) do
Challenge
Support
173
ldquoBoard members are
likely to wear rose tinted
glassesrdquoReport of the Center for Health Policy
and Research University of Iowa
174
21 questions the
board should ask
of the executive
team
175
8 questions the
board should ask
about the
hospitalrsquos core
values
176
Question 1
Why did we choose
these values and do
people buy into them
Do they even know
them
177
Question 2
Does our statement of
values have heart ndash is it
authentic ndash or is it
generic boilerplate
178
Question 3
How does our
statement of values
differentiate our
hospital in a
competitive
environment
179
Question 4
Are the values we have
chosen operationally
relevant Are the
societally relevant
180
Question 5
How often should we
revisit our values Is
now a good time for a
thorough review
181
Question 6
Do we have the
courage to enforce our
values with employees
medical staff board
and others
182
Question 7
Do execs use values to
instill the mental and
emotional toughness to
thrive in the
competitive healthcare
environment
183
Question 8
Should we do training
on values-based life
and leadership skills
(eg by joining the
Values Collaborative)
184
Date February 5 2013
Asheville NC
$149 per person
319-624-3889
185
7 questions the
board should ask
about the
hospitalrsquos culture
186
Question 1
Do we have a culture
plan that complements
our strategic plan
187
Question 3
Does our culture
tolerate behaviors not
consistent with our
values (eg gossip is
inconsistent with
integrity)
188
Question 4
Does our culture
tolerate management
by fear and
intimidation (despite
Demingrsquos warning)
189
Question 5
How do we collect and
share the stories that
help to transmit our
culture
190
Question 6
How do we invoke
rituals traditions
celebration and
executive visibility to
foster culture
191
Question 7
How do we screen out
cultural misfits and
inculcate new people
192
6 questions the
board should ask
about the
hospitalrsquos
workplace
attitudes
193
Question 1
How do we assess
employee engagement
how do we stack up
and how do we boost
it
194
Question 2
Is our culture
dominated by
emotional positivity or
is toxic emotional
negativity evident
195
This question can only
objectively be
answered by the Man
from Marshellip
196
Question 3
Have we established
our zero-tolerance
behaviors and do we
have the courage to
enforce those
standards
197
Question 4
How do we deal with
people in the Rutledge
Quadrant (good skills
bad attitude)
198
Question 5
How are our attitude
and behavior
expectations conveyed
to new employees (and
docs)
199
Question 6
Are we buying our own
press clippings
- Slide 1
- Slide 2
- Slide 3
- Slide 4
- Slide 5
- Slide 6
- Slide 7
- Slide 8
- Slide 9
- Slide 10
- Slide 11
- Slide 12
- Slide 13
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- Slide 133
- Slide 134
- Slide 135
- Slide 136
- Slide 137
- Slide 138
- Slide 139
- Slide 140
- Slide 141
- Slide 142
- Slide 143
- Slide 144
- Slide 145
- Slide 146
- Slide 147
- Slide 148
- Slide 149
- Slide 150
- Tool 1 The Values Behaviors Outcomes Continuum
- Slide 152
- Slide 153
- Slide 154
- Slide 155
- Slide 156
- Slide 157
- Slide 158
- Slide 159
- Slide 160
- Slide 161
- Slide 162
- Slide 163
- Slide 164
- Slide 165
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- Slide 189
- Slide 190
- Slide 191
- Slide 192
- Slide 193
- Slide 194
- Slide 195
- Slide 196
- Slide 197
- Slide 198
- Slide 199
-
![Page 68: Joe Tye Presentation for Georgia Hospital Association Trustee Conference, February 11, 2013](https://reader031.fdocuments.net/reader031/viewer/2022012918/544f4973af79593b028b7d1a/html5/thumbnails/68.jpg)
Seven reasons
that culture
trumps strategy
Reason 1
People are loyal to
culture not to strategy
The penny-foolish
pound-wise
culture of Auto-
Owners Insurance
Company
Reason 2
Culture provides
resilience in tough
times
Reason 3
Culture is more efficient
than strategy
Reason 4
Culture creates unique
competitive
differentiation
Reason 5
Culture can galvanize a
contrary business
strategy
Reason 6
Static culture can doom
an organization
Reason 7
When strategy and
culture collide culture
will win
Your hospital has a
strategic plan ndash but do
you have a culture
plan
Culture doesnrsquot change
unless people change
and that is
emotional
work
Emotional attitude
is the interior deacutecor
101
102
Emotional climate is
determined by what
you expect and what
you toleratehellip
103
And over time what
you tolerate will
dominate over what
you say you expect
104
ldquoOne toxically negative
person can drag down
morale and productivity
of an entire work
unitrdquo
105
ldquoIt is a leadership
responsibility to create a
workplace environment
where toxic emotional
negativity is not
toleratedrdquo
110
Building a
culture of
ownership
Do you have to start with the
right people on the bus
You canrsquot always
choose who you
have on the bus
You canrsquot just
throw all the
ldquowrongrdquo people off
the bus
You can create a bus that
everyone wants to ride
Fairfield Medical Center adopted
the 8 Florence Characteristics
for their employment brand
Commitment
To the values
vision
and mission of the
organization
Commitment is
most important
when the going
gets tough
ldquoWe need to see
opportunities where others
see barriers We need to
be cheerleaders when
others are moaning doom-
and-gloomrdquo
ldquoWe need to face problems
with contrarian toughness
because itrsquos in how we
solve those problems that
we differentiate ourselves
from everyone elserdquo
ldquoBrick walls are not
there to stop you they
are there to make you
prove how much you
want somethingrdquo
Randy Pausch The Last Lecture
Engagement
With patients
coworkers and
with the work itself
At Best Buy a 01
increase in employee
engagement generates
a $100000 increase in
gross store revenue
Harvard Business Review October 2010
Passion
Enthusiasm
positive attitude
and joy reflected in
everyday actions
Look at that
smile
How do you calculate ROI on a smile like that
Initiative
A ldquoProceed Until
Apprehendedrdquo
mindset
135
Can one person
who takes
initiative change
your
organization
138
MMFI
Fellowship
Fostering a
ldquosupport grouprdquo
culture of respect
and caring
142
Pride
In the organization
in the profession
in the work and in
you yourself
Pride is reflected in the answer
to that universal icebreaker
question
What do you do
The most powerful and
cost-effective
marketing campaign
your organization could
ever launch
What do you do
Thanks for asking
Irsquom good at what I do
I love what I do Irsquom
proud of what I do
What I do is
important
What could be more boring than
industrial ventilation systems
149
BigAssHospitalcom
Five of the tools we
use to help
hospitals create a
plan for the
Invisible
Architecture
Tool 1
The Values Behaviors Outcomes Continuum
151
Tool 2
The 3-minute
values drill
Current version
Compassio
n
Advocacy
Respect
ExcellenceValues statement of a Values Coach client
Old version
Compassio
n
Advocacy
Respect
Excellence
New version
Integrity
Enthusiasm
Loyalty
Stewardshi
p
Ownership
Fun
Tool 3
The 6-Word
Culture
Clarification
Exercise
This guy made a fortune with just 6 words
157
From a large
medical
products
company
158
Global company driven
by motivated
individuals
159
Great company often
own worst enemy
160
Process driven crisis
management creating
dysfunction
How can managers
working in the same
company have such
differing perspectives
162
Tool 4
The Culture Wheel to
spark thinking about the
why the what and the
how of cultural
transformation
Tool 5
The Florence Prescription
is a manifesto for
building a culture of
ownership on a
foundation of values
168
More than 400 hospitals and healthcare
organizations and over 100000 books
With The Florence Prescription you canhellip
Get everyone on the
same culture page
for just $5 a book
170
Part 2
Boardrsquos Role for
the Hospitalrsquos
Invisible
Architecturetrade
Micromanageme
nt
Abdication
172
What courageous followers (and
trustees) do
Challenge
Support
173
ldquoBoard members are
likely to wear rose tinted
glassesrdquoReport of the Center for Health Policy
and Research University of Iowa
174
21 questions the
board should ask
of the executive
team
175
8 questions the
board should ask
about the
hospitalrsquos core
values
176
Question 1
Why did we choose
these values and do
people buy into them
Do they even know
them
177
Question 2
Does our statement of
values have heart ndash is it
authentic ndash or is it
generic boilerplate
178
Question 3
How does our
statement of values
differentiate our
hospital in a
competitive
environment
179
Question 4
Are the values we have
chosen operationally
relevant Are the
societally relevant
180
Question 5
How often should we
revisit our values Is
now a good time for a
thorough review
181
Question 6
Do we have the
courage to enforce our
values with employees
medical staff board
and others
182
Question 7
Do execs use values to
instill the mental and
emotional toughness to
thrive in the
competitive healthcare
environment
183
Question 8
Should we do training
on values-based life
and leadership skills
(eg by joining the
Values Collaborative)
184
Date February 5 2013
Asheville NC
$149 per person
319-624-3889
185
7 questions the
board should ask
about the
hospitalrsquos culture
186
Question 1
Do we have a culture
plan that complements
our strategic plan
187
Question 3
Does our culture
tolerate behaviors not
consistent with our
values (eg gossip is
inconsistent with
integrity)
188
Question 4
Does our culture
tolerate management
by fear and
intimidation (despite
Demingrsquos warning)
189
Question 5
How do we collect and
share the stories that
help to transmit our
culture
190
Question 6
How do we invoke
rituals traditions
celebration and
executive visibility to
foster culture
191
Question 7
How do we screen out
cultural misfits and
inculcate new people
192
6 questions the
board should ask
about the
hospitalrsquos
workplace
attitudes
193
Question 1
How do we assess
employee engagement
how do we stack up
and how do we boost
it
194
Question 2
Is our culture
dominated by
emotional positivity or
is toxic emotional
negativity evident
195
This question can only
objectively be
answered by the Man
from Marshellip
196
Question 3
Have we established
our zero-tolerance
behaviors and do we
have the courage to
enforce those
standards
197
Question 4
How do we deal with
people in the Rutledge
Quadrant (good skills
bad attitude)
198
Question 5
How are our attitude
and behavior
expectations conveyed
to new employees (and
docs)
199
Question 6
Are we buying our own
press clippings
- Slide 1
- Slide 2
- Slide 3
- Slide 4
- Slide 5
- Slide 6
- Slide 7
- Slide 8
- Slide 9
- Slide 10
- Slide 11
- Slide 12
- Slide 13
- Slide 14
- Slide 15
- Slide 16
- Slide 17
- Slide 18
- Slide 19
- Slide 20
- Slide 21
- Slide 22
- Slide 23
- Slide 24
- Slide 25
- Slide 26
- Slide 27
- Slide 28
- Slide 29
- Slide 30
- Slide 31
- Slide 32
- Slide 33
- Slide 34
- Slide 35
- Slide 36
- Slide 37
- Slide 38
- Slide 39
- Slide 40
- Slide 41
- Slide 42
- Slide 43
- Slide 44
- Slide 45
- Slide 46
- Slide 47
- Slide 48
- Slide 49
- Slide 50
- Slide 51
- Slide 52
- Slide 53
- Slide 54
- Slide 55
- Slide 56
- Slide 57
- Slide 58
- Slide 59
- Slide 60
- Slide 61
- Slide 62
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- Slide 84
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- Slide 89
- Slide 90
- Slide 91
- Slide 92
- Slide 93
- Slide 94
- Slide 95
- Slide 96
- Slide 97
- Slide 98
- Slide 99
- Slide 100
- Slide 101
- Slide 102
- Slide 103
- Slide 104
- Slide 105
- Slide 106
- Slide 107
- Slide 108
- Slide 109
- Slide 110
- Slide 111
- Slide 112
- Slide 113
- Slide 114
- Slide 115
- Slide 116
- Slide 117
- Slide 118
- Slide 119
- Slide 120
- Slide 121
- Slide 122
- Slide 123
- Slide 124
- Slide 125
- Slide 126
- Slide 127
- Slide 128
- Slide 129
- Slide 130
- Slide 131
- Slide 132
- Slide 133
- Slide 134
- Slide 135
- Slide 136
- Slide 137
- Slide 138
- Slide 139
- Slide 140
- Slide 141
- Slide 142
- Slide 143
- Slide 144
- Slide 145
- Slide 146
- Slide 147
- Slide 148
- Slide 149
- Slide 150
- Tool 1 The Values Behaviors Outcomes Continuum
- Slide 152
- Slide 153
- Slide 154
- Slide 155
- Slide 156
- Slide 157
- Slide 158
- Slide 159
- Slide 160
- Slide 161
- Slide 162
- Slide 163
- Slide 164
- Slide 165
- Slide 166
- Slide 167
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- Slide 188
- Slide 189
- Slide 190
- Slide 191
- Slide 192
- Slide 193
- Slide 194
- Slide 195
- Slide 196
- Slide 197
- Slide 198
- Slide 199
-
![Page 69: Joe Tye Presentation for Georgia Hospital Association Trustee Conference, February 11, 2013](https://reader031.fdocuments.net/reader031/viewer/2022012918/544f4973af79593b028b7d1a/html5/thumbnails/69.jpg)
Reason 1
People are loyal to
culture not to strategy
The penny-foolish
pound-wise
culture of Auto-
Owners Insurance
Company
Reason 2
Culture provides
resilience in tough
times
Reason 3
Culture is more efficient
than strategy
Reason 4
Culture creates unique
competitive
differentiation
Reason 5
Culture can galvanize a
contrary business
strategy
Reason 6
Static culture can doom
an organization
Reason 7
When strategy and
culture collide culture
will win
Your hospital has a
strategic plan ndash but do
you have a culture
plan
Culture doesnrsquot change
unless people change
and that is
emotional
work
Emotional attitude
is the interior deacutecor
101
102
Emotional climate is
determined by what
you expect and what
you toleratehellip
103
And over time what
you tolerate will
dominate over what
you say you expect
104
ldquoOne toxically negative
person can drag down
morale and productivity
of an entire work
unitrdquo
105
ldquoIt is a leadership
responsibility to create a
workplace environment
where toxic emotional
negativity is not
toleratedrdquo
110
Building a
culture of
ownership
Do you have to start with the
right people on the bus
You canrsquot always
choose who you
have on the bus
You canrsquot just
throw all the
ldquowrongrdquo people off
the bus
You can create a bus that
everyone wants to ride
Fairfield Medical Center adopted
the 8 Florence Characteristics
for their employment brand
Commitment
To the values
vision
and mission of the
organization
Commitment is
most important
when the going
gets tough
ldquoWe need to see
opportunities where others
see barriers We need to
be cheerleaders when
others are moaning doom-
and-gloomrdquo
ldquoWe need to face problems
with contrarian toughness
because itrsquos in how we
solve those problems that
we differentiate ourselves
from everyone elserdquo
ldquoBrick walls are not
there to stop you they
are there to make you
prove how much you
want somethingrdquo
Randy Pausch The Last Lecture
Engagement
With patients
coworkers and
with the work itself
At Best Buy a 01
increase in employee
engagement generates
a $100000 increase in
gross store revenue
Harvard Business Review October 2010
Passion
Enthusiasm
positive attitude
and joy reflected in
everyday actions
Look at that
smile
How do you calculate ROI on a smile like that
Initiative
A ldquoProceed Until
Apprehendedrdquo
mindset
135
Can one person
who takes
initiative change
your
organization
138
MMFI
Fellowship
Fostering a
ldquosupport grouprdquo
culture of respect
and caring
142
Pride
In the organization
in the profession
in the work and in
you yourself
Pride is reflected in the answer
to that universal icebreaker
question
What do you do
The most powerful and
cost-effective
marketing campaign
your organization could
ever launch
What do you do
Thanks for asking
Irsquom good at what I do
I love what I do Irsquom
proud of what I do
What I do is
important
What could be more boring than
industrial ventilation systems
149
BigAssHospitalcom
Five of the tools we
use to help
hospitals create a
plan for the
Invisible
Architecture
Tool 1
The Values Behaviors Outcomes Continuum
151
Tool 2
The 3-minute
values drill
Current version
Compassio
n
Advocacy
Respect
ExcellenceValues statement of a Values Coach client
Old version
Compassio
n
Advocacy
Respect
Excellence
New version
Integrity
Enthusiasm
Loyalty
Stewardshi
p
Ownership
Fun
Tool 3
The 6-Word
Culture
Clarification
Exercise
This guy made a fortune with just 6 words
157
From a large
medical
products
company
158
Global company driven
by motivated
individuals
159
Great company often
own worst enemy
160
Process driven crisis
management creating
dysfunction
How can managers
working in the same
company have such
differing perspectives
162
Tool 4
The Culture Wheel to
spark thinking about the
why the what and the
how of cultural
transformation
Tool 5
The Florence Prescription
is a manifesto for
building a culture of
ownership on a
foundation of values
168
More than 400 hospitals and healthcare
organizations and over 100000 books
With The Florence Prescription you canhellip
Get everyone on the
same culture page
for just $5 a book
170
Part 2
Boardrsquos Role for
the Hospitalrsquos
Invisible
Architecturetrade
Micromanageme
nt
Abdication
172
What courageous followers (and
trustees) do
Challenge
Support
173
ldquoBoard members are
likely to wear rose tinted
glassesrdquoReport of the Center for Health Policy
and Research University of Iowa
174
21 questions the
board should ask
of the executive
team
175
8 questions the
board should ask
about the
hospitalrsquos core
values
176
Question 1
Why did we choose
these values and do
people buy into them
Do they even know
them
177
Question 2
Does our statement of
values have heart ndash is it
authentic ndash or is it
generic boilerplate
178
Question 3
How does our
statement of values
differentiate our
hospital in a
competitive
environment
179
Question 4
Are the values we have
chosen operationally
relevant Are the
societally relevant
180
Question 5
How often should we
revisit our values Is
now a good time for a
thorough review
181
Question 6
Do we have the
courage to enforce our
values with employees
medical staff board
and others
182
Question 7
Do execs use values to
instill the mental and
emotional toughness to
thrive in the
competitive healthcare
environment
183
Question 8
Should we do training
on values-based life
and leadership skills
(eg by joining the
Values Collaborative)
184
Date February 5 2013
Asheville NC
$149 per person
319-624-3889
185
7 questions the
board should ask
about the
hospitalrsquos culture
186
Question 1
Do we have a culture
plan that complements
our strategic plan
187
Question 3
Does our culture
tolerate behaviors not
consistent with our
values (eg gossip is
inconsistent with
integrity)
188
Question 4
Does our culture
tolerate management
by fear and
intimidation (despite
Demingrsquos warning)
189
Question 5
How do we collect and
share the stories that
help to transmit our
culture
190
Question 6
How do we invoke
rituals traditions
celebration and
executive visibility to
foster culture
191
Question 7
How do we screen out
cultural misfits and
inculcate new people
192
6 questions the
board should ask
about the
hospitalrsquos
workplace
attitudes
193
Question 1
How do we assess
employee engagement
how do we stack up
and how do we boost
it
194
Question 2
Is our culture
dominated by
emotional positivity or
is toxic emotional
negativity evident
195
This question can only
objectively be
answered by the Man
from Marshellip
196
Question 3
Have we established
our zero-tolerance
behaviors and do we
have the courage to
enforce those
standards
197
Question 4
How do we deal with
people in the Rutledge
Quadrant (good skills
bad attitude)
198
Question 5
How are our attitude
and behavior
expectations conveyed
to new employees (and
docs)
199
Question 6
Are we buying our own
press clippings
- Slide 1
- Slide 2
- Slide 3
- Slide 4
- Slide 5
- Slide 6
- Slide 7
- Slide 8
- Slide 9
- Slide 10
- Slide 11
- Slide 12
- Slide 13
- Slide 14
- Slide 15
- Slide 16
- Slide 17
- Slide 18
- Slide 19
- Slide 20
- Slide 21
- Slide 22
- Slide 23
- Slide 24
- Slide 25
- Slide 26
- Slide 27
- Slide 28
- Slide 29
- Slide 30
- Slide 31
- Slide 32
- Slide 33
- Slide 34
- Slide 35
- Slide 36
- Slide 37
- Slide 38
- Slide 39
- Slide 40
- Slide 41
- Slide 42
- Slide 43
- Slide 44
- Slide 45
- Slide 46
- Slide 47
- Slide 48
- Slide 49
- Slide 50
- Slide 51
- Slide 52
- Slide 53
- Slide 54
- Slide 55
- Slide 56
- Slide 57
- Slide 58
- Slide 59
- Slide 60
- Slide 61
- Slide 62
- Slide 63
- Slide 64
- Slide 65
- Slide 66
- Slide 67
- Slide 68
- Slide 69
- Slide 70
- Slide 71
- Slide 72
- Slide 73
- Slide 74
- Slide 75
- Slide 76
- Slide 77
- Slide 78
- Slide 79
- Slide 80
- Slide 81
- Slide 82
- Slide 83
- Slide 84
- Slide 85
- Slide 86
- Slide 87
- Slide 88
- Slide 89
- Slide 90
- Slide 91
- Slide 92
- Slide 93
- Slide 94
- Slide 95
- Slide 96
- Slide 97
- Slide 98
- Slide 99
- Slide 100
- Slide 101
- Slide 102
- Slide 103
- Slide 104
- Slide 105
- Slide 106
- Slide 107
- Slide 108
- Slide 109
- Slide 110
- Slide 111
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- Slide 113
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- Slide 115
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- Slide 133
- Slide 134
- Slide 135
- Slide 136
- Slide 137
- Slide 138
- Slide 139
- Slide 140
- Slide 141
- Slide 142
- Slide 143
- Slide 144
- Slide 145
- Slide 146
- Slide 147
- Slide 148
- Slide 149
- Slide 150
- Tool 1 The Values Behaviors Outcomes Continuum
- Slide 152
- Slide 153
- Slide 154
- Slide 155
- Slide 156
- Slide 157
- Slide 158
- Slide 159
- Slide 160
- Slide 161
- Slide 162
- Slide 163
- Slide 164
- Slide 165
- Slide 166
- Slide 167
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- Slide 186
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- Slide 188
- Slide 189
- Slide 190
- Slide 191
- Slide 192
- Slide 193
- Slide 194
- Slide 195
- Slide 196
- Slide 197
- Slide 198
- Slide 199
-
![Page 70: Joe Tye Presentation for Georgia Hospital Association Trustee Conference, February 11, 2013](https://reader031.fdocuments.net/reader031/viewer/2022012918/544f4973af79593b028b7d1a/html5/thumbnails/70.jpg)
The penny-foolish
pound-wise
culture of Auto-
Owners Insurance
Company
Reason 2
Culture provides
resilience in tough
times
Reason 3
Culture is more efficient
than strategy
Reason 4
Culture creates unique
competitive
differentiation
Reason 5
Culture can galvanize a
contrary business
strategy
Reason 6
Static culture can doom
an organization
Reason 7
When strategy and
culture collide culture
will win
Your hospital has a
strategic plan ndash but do
you have a culture
plan
Culture doesnrsquot change
unless people change
and that is
emotional
work
Emotional attitude
is the interior deacutecor
101
102
Emotional climate is
determined by what
you expect and what
you toleratehellip
103
And over time what
you tolerate will
dominate over what
you say you expect
104
ldquoOne toxically negative
person can drag down
morale and productivity
of an entire work
unitrdquo
105
ldquoIt is a leadership
responsibility to create a
workplace environment
where toxic emotional
negativity is not
toleratedrdquo
110
Building a
culture of
ownership
Do you have to start with the
right people on the bus
You canrsquot always
choose who you
have on the bus
You canrsquot just
throw all the
ldquowrongrdquo people off
the bus
You can create a bus that
everyone wants to ride
Fairfield Medical Center adopted
the 8 Florence Characteristics
for their employment brand
Commitment
To the values
vision
and mission of the
organization
Commitment is
most important
when the going
gets tough
ldquoWe need to see
opportunities where others
see barriers We need to
be cheerleaders when
others are moaning doom-
and-gloomrdquo
ldquoWe need to face problems
with contrarian toughness
because itrsquos in how we
solve those problems that
we differentiate ourselves
from everyone elserdquo
ldquoBrick walls are not
there to stop you they
are there to make you
prove how much you
want somethingrdquo
Randy Pausch The Last Lecture
Engagement
With patients
coworkers and
with the work itself
At Best Buy a 01
increase in employee
engagement generates
a $100000 increase in
gross store revenue
Harvard Business Review October 2010
Passion
Enthusiasm
positive attitude
and joy reflected in
everyday actions
Look at that
smile
How do you calculate ROI on a smile like that
Initiative
A ldquoProceed Until
Apprehendedrdquo
mindset
135
Can one person
who takes
initiative change
your
organization
138
MMFI
Fellowship
Fostering a
ldquosupport grouprdquo
culture of respect
and caring
142
Pride
In the organization
in the profession
in the work and in
you yourself
Pride is reflected in the answer
to that universal icebreaker
question
What do you do
The most powerful and
cost-effective
marketing campaign
your organization could
ever launch
What do you do
Thanks for asking
Irsquom good at what I do
I love what I do Irsquom
proud of what I do
What I do is
important
What could be more boring than
industrial ventilation systems
149
BigAssHospitalcom
Five of the tools we
use to help
hospitals create a
plan for the
Invisible
Architecture
Tool 1
The Values Behaviors Outcomes Continuum
151
Tool 2
The 3-minute
values drill
Current version
Compassio
n
Advocacy
Respect
ExcellenceValues statement of a Values Coach client
Old version
Compassio
n
Advocacy
Respect
Excellence
New version
Integrity
Enthusiasm
Loyalty
Stewardshi
p
Ownership
Fun
Tool 3
The 6-Word
Culture
Clarification
Exercise
This guy made a fortune with just 6 words
157
From a large
medical
products
company
158
Global company driven
by motivated
individuals
159
Great company often
own worst enemy
160
Process driven crisis
management creating
dysfunction
How can managers
working in the same
company have such
differing perspectives
162
Tool 4
The Culture Wheel to
spark thinking about the
why the what and the
how of cultural
transformation
Tool 5
The Florence Prescription
is a manifesto for
building a culture of
ownership on a
foundation of values
168
More than 400 hospitals and healthcare
organizations and over 100000 books
With The Florence Prescription you canhellip
Get everyone on the
same culture page
for just $5 a book
170
Part 2
Boardrsquos Role for
the Hospitalrsquos
Invisible
Architecturetrade
Micromanageme
nt
Abdication
172
What courageous followers (and
trustees) do
Challenge
Support
173
ldquoBoard members are
likely to wear rose tinted
glassesrdquoReport of the Center for Health Policy
and Research University of Iowa
174
21 questions the
board should ask
of the executive
team
175
8 questions the
board should ask
about the
hospitalrsquos core
values
176
Question 1
Why did we choose
these values and do
people buy into them
Do they even know
them
177
Question 2
Does our statement of
values have heart ndash is it
authentic ndash or is it
generic boilerplate
178
Question 3
How does our
statement of values
differentiate our
hospital in a
competitive
environment
179
Question 4
Are the values we have
chosen operationally
relevant Are the
societally relevant
180
Question 5
How often should we
revisit our values Is
now a good time for a
thorough review
181
Question 6
Do we have the
courage to enforce our
values with employees
medical staff board
and others
182
Question 7
Do execs use values to
instill the mental and
emotional toughness to
thrive in the
competitive healthcare
environment
183
Question 8
Should we do training
on values-based life
and leadership skills
(eg by joining the
Values Collaborative)
184
Date February 5 2013
Asheville NC
$149 per person
319-624-3889
185
7 questions the
board should ask
about the
hospitalrsquos culture
186
Question 1
Do we have a culture
plan that complements
our strategic plan
187
Question 3
Does our culture
tolerate behaviors not
consistent with our
values (eg gossip is
inconsistent with
integrity)
188
Question 4
Does our culture
tolerate management
by fear and
intimidation (despite
Demingrsquos warning)
189
Question 5
How do we collect and
share the stories that
help to transmit our
culture
190
Question 6
How do we invoke
rituals traditions
celebration and
executive visibility to
foster culture
191
Question 7
How do we screen out
cultural misfits and
inculcate new people
192
6 questions the
board should ask
about the
hospitalrsquos
workplace
attitudes
193
Question 1
How do we assess
employee engagement
how do we stack up
and how do we boost
it
194
Question 2
Is our culture
dominated by
emotional positivity or
is toxic emotional
negativity evident
195
This question can only
objectively be
answered by the Man
from Marshellip
196
Question 3
Have we established
our zero-tolerance
behaviors and do we
have the courage to
enforce those
standards
197
Question 4
How do we deal with
people in the Rutledge
Quadrant (good skills
bad attitude)
198
Question 5
How are our attitude
and behavior
expectations conveyed
to new employees (and
docs)
199
Question 6
Are we buying our own
press clippings
- Slide 1
- Slide 2
- Slide 3
- Slide 4
- Slide 5
- Slide 6
- Slide 7
- Slide 8
- Slide 9
- Slide 10
- Slide 11
- Slide 12
- Slide 13
- Slide 14
- Slide 15
- Slide 16
- Slide 17
- Slide 18
- Slide 19
- Slide 20
- Slide 21
- Slide 22
- Slide 23
- Slide 24
- Slide 25
- Slide 26
- Slide 27
- Slide 28
- Slide 29
- Slide 30
- Slide 31
- Slide 32
- Slide 33
- Slide 34
- Slide 35
- Slide 36
- Slide 37
- Slide 38
- Slide 39
- Slide 40
- Slide 41
- Slide 42
- Slide 43
- Slide 44
- Slide 45
- Slide 46
- Slide 47
- Slide 48
- Slide 49
- Slide 50
- Slide 51
- Slide 52
- Slide 53
- Slide 54
- Slide 55
- Slide 56
- Slide 57
- Slide 58
- Slide 59
- Slide 60
- Slide 61
- Slide 62
- Slide 63
- Slide 64
- Slide 65
- Slide 66
- Slide 67
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- Slide 89
- Slide 90
- Slide 91
- Slide 92
- Slide 93
- Slide 94
- Slide 95
- Slide 96
- Slide 97
- Slide 98
- Slide 99
- Slide 100
- Slide 101
- Slide 102
- Slide 103
- Slide 104
- Slide 105
- Slide 106
- Slide 107
- Slide 108
- Slide 109
- Slide 110
- Slide 111
- Slide 112
- Slide 113
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- Slide 115
- Slide 116
- Slide 117
- Slide 118
- Slide 119
- Slide 120
- Slide 121
- Slide 122
- Slide 123
- Slide 124
- Slide 125
- Slide 126
- Slide 127
- Slide 128
- Slide 129
- Slide 130
- Slide 131
- Slide 132
- Slide 133
- Slide 134
- Slide 135
- Slide 136
- Slide 137
- Slide 138
- Slide 139
- Slide 140
- Slide 141
- Slide 142
- Slide 143
- Slide 144
- Slide 145
- Slide 146
- Slide 147
- Slide 148
- Slide 149
- Slide 150
- Tool 1 The Values Behaviors Outcomes Continuum
- Slide 152
- Slide 153
- Slide 154
- Slide 155
- Slide 156
- Slide 157
- Slide 158
- Slide 159
- Slide 160
- Slide 161
- Slide 162
- Slide 163
- Slide 164
- Slide 165
- Slide 166
- Slide 167
- Slide 168
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- Slide 186
- Slide 187
- Slide 188
- Slide 189
- Slide 190
- Slide 191
- Slide 192
- Slide 193
- Slide 194
- Slide 195
- Slide 196
- Slide 197
- Slide 198
- Slide 199
-
![Page 71: Joe Tye Presentation for Georgia Hospital Association Trustee Conference, February 11, 2013](https://reader031.fdocuments.net/reader031/viewer/2022012918/544f4973af79593b028b7d1a/html5/thumbnails/71.jpg)
Reason 2
Culture provides
resilience in tough
times
Reason 3
Culture is more efficient
than strategy
Reason 4
Culture creates unique
competitive
differentiation
Reason 5
Culture can galvanize a
contrary business
strategy
Reason 6
Static culture can doom
an organization
Reason 7
When strategy and
culture collide culture
will win
Your hospital has a
strategic plan ndash but do
you have a culture
plan
Culture doesnrsquot change
unless people change
and that is
emotional
work
Emotional attitude
is the interior deacutecor
101
102
Emotional climate is
determined by what
you expect and what
you toleratehellip
103
And over time what
you tolerate will
dominate over what
you say you expect
104
ldquoOne toxically negative
person can drag down
morale and productivity
of an entire work
unitrdquo
105
ldquoIt is a leadership
responsibility to create a
workplace environment
where toxic emotional
negativity is not
toleratedrdquo
110
Building a
culture of
ownership
Do you have to start with the
right people on the bus
You canrsquot always
choose who you
have on the bus
You canrsquot just
throw all the
ldquowrongrdquo people off
the bus
You can create a bus that
everyone wants to ride
Fairfield Medical Center adopted
the 8 Florence Characteristics
for their employment brand
Commitment
To the values
vision
and mission of the
organization
Commitment is
most important
when the going
gets tough
ldquoWe need to see
opportunities where others
see barriers We need to
be cheerleaders when
others are moaning doom-
and-gloomrdquo
ldquoWe need to face problems
with contrarian toughness
because itrsquos in how we
solve those problems that
we differentiate ourselves
from everyone elserdquo
ldquoBrick walls are not
there to stop you they
are there to make you
prove how much you
want somethingrdquo
Randy Pausch The Last Lecture
Engagement
With patients
coworkers and
with the work itself
At Best Buy a 01
increase in employee
engagement generates
a $100000 increase in
gross store revenue
Harvard Business Review October 2010
Passion
Enthusiasm
positive attitude
and joy reflected in
everyday actions
Look at that
smile
How do you calculate ROI on a smile like that
Initiative
A ldquoProceed Until
Apprehendedrdquo
mindset
135
Can one person
who takes
initiative change
your
organization
138
MMFI
Fellowship
Fostering a
ldquosupport grouprdquo
culture of respect
and caring
142
Pride
In the organization
in the profession
in the work and in
you yourself
Pride is reflected in the answer
to that universal icebreaker
question
What do you do
The most powerful and
cost-effective
marketing campaign
your organization could
ever launch
What do you do
Thanks for asking
Irsquom good at what I do
I love what I do Irsquom
proud of what I do
What I do is
important
What could be more boring than
industrial ventilation systems
149
BigAssHospitalcom
Five of the tools we
use to help
hospitals create a
plan for the
Invisible
Architecture
Tool 1
The Values Behaviors Outcomes Continuum
151
Tool 2
The 3-minute
values drill
Current version
Compassio
n
Advocacy
Respect
ExcellenceValues statement of a Values Coach client
Old version
Compassio
n
Advocacy
Respect
Excellence
New version
Integrity
Enthusiasm
Loyalty
Stewardshi
p
Ownership
Fun
Tool 3
The 6-Word
Culture
Clarification
Exercise
This guy made a fortune with just 6 words
157
From a large
medical
products
company
158
Global company driven
by motivated
individuals
159
Great company often
own worst enemy
160
Process driven crisis
management creating
dysfunction
How can managers
working in the same
company have such
differing perspectives
162
Tool 4
The Culture Wheel to
spark thinking about the
why the what and the
how of cultural
transformation
Tool 5
The Florence Prescription
is a manifesto for
building a culture of
ownership on a
foundation of values
168
More than 400 hospitals and healthcare
organizations and over 100000 books
With The Florence Prescription you canhellip
Get everyone on the
same culture page
for just $5 a book
170
Part 2
Boardrsquos Role for
the Hospitalrsquos
Invisible
Architecturetrade
Micromanageme
nt
Abdication
172
What courageous followers (and
trustees) do
Challenge
Support
173
ldquoBoard members are
likely to wear rose tinted
glassesrdquoReport of the Center for Health Policy
and Research University of Iowa
174
21 questions the
board should ask
of the executive
team
175
8 questions the
board should ask
about the
hospitalrsquos core
values
176
Question 1
Why did we choose
these values and do
people buy into them
Do they even know
them
177
Question 2
Does our statement of
values have heart ndash is it
authentic ndash or is it
generic boilerplate
178
Question 3
How does our
statement of values
differentiate our
hospital in a
competitive
environment
179
Question 4
Are the values we have
chosen operationally
relevant Are the
societally relevant
180
Question 5
How often should we
revisit our values Is
now a good time for a
thorough review
181
Question 6
Do we have the
courage to enforce our
values with employees
medical staff board
and others
182
Question 7
Do execs use values to
instill the mental and
emotional toughness to
thrive in the
competitive healthcare
environment
183
Question 8
Should we do training
on values-based life
and leadership skills
(eg by joining the
Values Collaborative)
184
Date February 5 2013
Asheville NC
$149 per person
319-624-3889
185
7 questions the
board should ask
about the
hospitalrsquos culture
186
Question 1
Do we have a culture
plan that complements
our strategic plan
187
Question 3
Does our culture
tolerate behaviors not
consistent with our
values (eg gossip is
inconsistent with
integrity)
188
Question 4
Does our culture
tolerate management
by fear and
intimidation (despite
Demingrsquos warning)
189
Question 5
How do we collect and
share the stories that
help to transmit our
culture
190
Question 6
How do we invoke
rituals traditions
celebration and
executive visibility to
foster culture
191
Question 7
How do we screen out
cultural misfits and
inculcate new people
192
6 questions the
board should ask
about the
hospitalrsquos
workplace
attitudes
193
Question 1
How do we assess
employee engagement
how do we stack up
and how do we boost
it
194
Question 2
Is our culture
dominated by
emotional positivity or
is toxic emotional
negativity evident
195
This question can only
objectively be
answered by the Man
from Marshellip
196
Question 3
Have we established
our zero-tolerance
behaviors and do we
have the courage to
enforce those
standards
197
Question 4
How do we deal with
people in the Rutledge
Quadrant (good skills
bad attitude)
198
Question 5
How are our attitude
and behavior
expectations conveyed
to new employees (and
docs)
199
Question 6
Are we buying our own
press clippings
- Slide 1
- Slide 2
- Slide 3
- Slide 4
- Slide 5
- Slide 6
- Slide 7
- Slide 8
- Slide 9
- Slide 10
- Slide 11
- Slide 12
- Slide 13
- Slide 14
- Slide 15
- Slide 16
- Slide 17
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- Slide 38
- Slide 39
- Slide 40
- Slide 41
- Slide 42
- Slide 43
- Slide 44
- Slide 45
- Slide 46
- Slide 47
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- Slide 49
- Slide 50
- Slide 51
- Slide 52
- Slide 53
- Slide 54
- Slide 55
- Slide 56
- Slide 57
- Slide 58
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- Slide 61
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- Slide 77
- Slide 78
- Slide 79
- Slide 80
- Slide 81
- Slide 82
- Slide 83
- Slide 84
- Slide 85
- Slide 86
- Slide 87
- Slide 88
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- Slide 90
- Slide 91
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- Slide 93
- Slide 94
- Slide 95
- Slide 96
- Slide 97
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- Slide 99
- Slide 100
- Slide 101
- Slide 102
- Slide 103
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- Slide 105
- Slide 106
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- Slide 137
- Slide 138
- Slide 139
- Slide 140
- Slide 141
- Slide 142
- Slide 143
- Slide 144
- Slide 145
- Slide 146
- Slide 147
- Slide 148
- Slide 149
- Slide 150
- Tool 1 The Values Behaviors Outcomes Continuum
- Slide 152
- Slide 153
- Slide 154
- Slide 155
- Slide 156
- Slide 157
- Slide 158
- Slide 159
- Slide 160
- Slide 161
- Slide 162
- Slide 163
- Slide 164
- Slide 165
- Slide 166
- Slide 167
- Slide 168
- Slide 169
- Slide 170
- Slide 171
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- Slide 175
- Slide 176
- Slide 177
- Slide 178
- Slide 179
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- Slide 181
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- Slide 185
- Slide 186
- Slide 187
- Slide 188
- Slide 189
- Slide 190
- Slide 191
- Slide 192
- Slide 193
- Slide 194
- Slide 195
- Slide 196
- Slide 197
- Slide 198
- Slide 199
-
![Page 72: Joe Tye Presentation for Georgia Hospital Association Trustee Conference, February 11, 2013](https://reader031.fdocuments.net/reader031/viewer/2022012918/544f4973af79593b028b7d1a/html5/thumbnails/72.jpg)
Reason 3
Culture is more efficient
than strategy
Reason 4
Culture creates unique
competitive
differentiation
Reason 5
Culture can galvanize a
contrary business
strategy
Reason 6
Static culture can doom
an organization
Reason 7
When strategy and
culture collide culture
will win
Your hospital has a
strategic plan ndash but do
you have a culture
plan
Culture doesnrsquot change
unless people change
and that is
emotional
work
Emotional attitude
is the interior deacutecor
101
102
Emotional climate is
determined by what
you expect and what
you toleratehellip
103
And over time what
you tolerate will
dominate over what
you say you expect
104
ldquoOne toxically negative
person can drag down
morale and productivity
of an entire work
unitrdquo
105
ldquoIt is a leadership
responsibility to create a
workplace environment
where toxic emotional
negativity is not
toleratedrdquo
110
Building a
culture of
ownership
Do you have to start with the
right people on the bus
You canrsquot always
choose who you
have on the bus
You canrsquot just
throw all the
ldquowrongrdquo people off
the bus
You can create a bus that
everyone wants to ride
Fairfield Medical Center adopted
the 8 Florence Characteristics
for their employment brand
Commitment
To the values
vision
and mission of the
organization
Commitment is
most important
when the going
gets tough
ldquoWe need to see
opportunities where others
see barriers We need to
be cheerleaders when
others are moaning doom-
and-gloomrdquo
ldquoWe need to face problems
with contrarian toughness
because itrsquos in how we
solve those problems that
we differentiate ourselves
from everyone elserdquo
ldquoBrick walls are not
there to stop you they
are there to make you
prove how much you
want somethingrdquo
Randy Pausch The Last Lecture
Engagement
With patients
coworkers and
with the work itself
At Best Buy a 01
increase in employee
engagement generates
a $100000 increase in
gross store revenue
Harvard Business Review October 2010
Passion
Enthusiasm
positive attitude
and joy reflected in
everyday actions
Look at that
smile
How do you calculate ROI on a smile like that
Initiative
A ldquoProceed Until
Apprehendedrdquo
mindset
135
Can one person
who takes
initiative change
your
organization
138
MMFI
Fellowship
Fostering a
ldquosupport grouprdquo
culture of respect
and caring
142
Pride
In the organization
in the profession
in the work and in
you yourself
Pride is reflected in the answer
to that universal icebreaker
question
What do you do
The most powerful and
cost-effective
marketing campaign
your organization could
ever launch
What do you do
Thanks for asking
Irsquom good at what I do
I love what I do Irsquom
proud of what I do
What I do is
important
What could be more boring than
industrial ventilation systems
149
BigAssHospitalcom
Five of the tools we
use to help
hospitals create a
plan for the
Invisible
Architecture
Tool 1
The Values Behaviors Outcomes Continuum
151
Tool 2
The 3-minute
values drill
Current version
Compassio
n
Advocacy
Respect
ExcellenceValues statement of a Values Coach client
Old version
Compassio
n
Advocacy
Respect
Excellence
New version
Integrity
Enthusiasm
Loyalty
Stewardshi
p
Ownership
Fun
Tool 3
The 6-Word
Culture
Clarification
Exercise
This guy made a fortune with just 6 words
157
From a large
medical
products
company
158
Global company driven
by motivated
individuals
159
Great company often
own worst enemy
160
Process driven crisis
management creating
dysfunction
How can managers
working in the same
company have such
differing perspectives
162
Tool 4
The Culture Wheel to
spark thinking about the
why the what and the
how of cultural
transformation
Tool 5
The Florence Prescription
is a manifesto for
building a culture of
ownership on a
foundation of values
168
More than 400 hospitals and healthcare
organizations and over 100000 books
With The Florence Prescription you canhellip
Get everyone on the
same culture page
for just $5 a book
170
Part 2
Boardrsquos Role for
the Hospitalrsquos
Invisible
Architecturetrade
Micromanageme
nt
Abdication
172
What courageous followers (and
trustees) do
Challenge
Support
173
ldquoBoard members are
likely to wear rose tinted
glassesrdquoReport of the Center for Health Policy
and Research University of Iowa
174
21 questions the
board should ask
of the executive
team
175
8 questions the
board should ask
about the
hospitalrsquos core
values
176
Question 1
Why did we choose
these values and do
people buy into them
Do they even know
them
177
Question 2
Does our statement of
values have heart ndash is it
authentic ndash or is it
generic boilerplate
178
Question 3
How does our
statement of values
differentiate our
hospital in a
competitive
environment
179
Question 4
Are the values we have
chosen operationally
relevant Are the
societally relevant
180
Question 5
How often should we
revisit our values Is
now a good time for a
thorough review
181
Question 6
Do we have the
courage to enforce our
values with employees
medical staff board
and others
182
Question 7
Do execs use values to
instill the mental and
emotional toughness to
thrive in the
competitive healthcare
environment
183
Question 8
Should we do training
on values-based life
and leadership skills
(eg by joining the
Values Collaborative)
184
Date February 5 2013
Asheville NC
$149 per person
319-624-3889
185
7 questions the
board should ask
about the
hospitalrsquos culture
186
Question 1
Do we have a culture
plan that complements
our strategic plan
187
Question 3
Does our culture
tolerate behaviors not
consistent with our
values (eg gossip is
inconsistent with
integrity)
188
Question 4
Does our culture
tolerate management
by fear and
intimidation (despite
Demingrsquos warning)
189
Question 5
How do we collect and
share the stories that
help to transmit our
culture
190
Question 6
How do we invoke
rituals traditions
celebration and
executive visibility to
foster culture
191
Question 7
How do we screen out
cultural misfits and
inculcate new people
192
6 questions the
board should ask
about the
hospitalrsquos
workplace
attitudes
193
Question 1
How do we assess
employee engagement
how do we stack up
and how do we boost
it
194
Question 2
Is our culture
dominated by
emotional positivity or
is toxic emotional
negativity evident
195
This question can only
objectively be
answered by the Man
from Marshellip
196
Question 3
Have we established
our zero-tolerance
behaviors and do we
have the courage to
enforce those
standards
197
Question 4
How do we deal with
people in the Rutledge
Quadrant (good skills
bad attitude)
198
Question 5
How are our attitude
and behavior
expectations conveyed
to new employees (and
docs)
199
Question 6
Are we buying our own
press clippings
- Slide 1
- Slide 2
- Slide 3
- Slide 4
- Slide 5
- Slide 6
- Slide 7
- Slide 8
- Slide 9
- Slide 10
- Slide 11
- Slide 12
- Slide 13
- Slide 14
- Slide 15
- Slide 16
- Slide 17
- Slide 18
- Slide 19
- Slide 20
- Slide 21
- Slide 22
- Slide 23
- Slide 24
- Slide 25
- Slide 26
- Slide 27
- Slide 28
- Slide 29
- Slide 30
- Slide 31
- Slide 32
- Slide 33
- Slide 34
- Slide 35
- Slide 36
- Slide 37
- Slide 38
- Slide 39
- Slide 40
- Slide 41
- Slide 42
- Slide 43
- Slide 44
- Slide 45
- Slide 46
- Slide 47
- Slide 48
- Slide 49
- Slide 50
- Slide 51
- Slide 52
- Slide 53
- Slide 54
- Slide 55
- Slide 56
- Slide 57
- Slide 58
- Slide 59
- Slide 60
- Slide 61
- Slide 62
- Slide 63
- Slide 64
- Slide 65
- Slide 66
- Slide 67
- Slide 68
- Slide 69
- Slide 70
- Slide 71
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- Slide 73
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- Slide 75
- Slide 76
- Slide 77
- Slide 78
- Slide 79
- Slide 80
- Slide 81
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- Slide 83
- Slide 84
- Slide 85
- Slide 86
- Slide 87
- Slide 88
- Slide 89
- Slide 90
- Slide 91
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- Slide 93
- Slide 94
- Slide 95
- Slide 96
- Slide 97
- Slide 98
- Slide 99
- Slide 100
- Slide 101
- Slide 102
- Slide 103
- Slide 104
- Slide 105
- Slide 106
- Slide 107
- Slide 108
- Slide 109
- Slide 110
- Slide 111
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- Slide 113
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- Slide 115
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- Slide 117
- Slide 118
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- Slide 121
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- Slide 125
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- Slide 127
- Slide 128
- Slide 129
- Slide 130
- Slide 131
- Slide 132
- Slide 133
- Slide 134
- Slide 135
- Slide 136
- Slide 137
- Slide 138
- Slide 139
- Slide 140
- Slide 141
- Slide 142
- Slide 143
- Slide 144
- Slide 145
- Slide 146
- Slide 147
- Slide 148
- Slide 149
- Slide 150
- Tool 1 The Values Behaviors Outcomes Continuum
- Slide 152
- Slide 153
- Slide 154
- Slide 155
- Slide 156
- Slide 157
- Slide 158
- Slide 159
- Slide 160
- Slide 161
- Slide 162
- Slide 163
- Slide 164
- Slide 165
- Slide 166
- Slide 167
- Slide 168
- Slide 169
- Slide 170
- Slide 171
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- Slide 174
- Slide 175
- Slide 176
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- Slide 178
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- Slide 183
- Slide 184
- Slide 185
- Slide 186
- Slide 187
- Slide 188
- Slide 189
- Slide 190
- Slide 191
- Slide 192
- Slide 193
- Slide 194
- Slide 195
- Slide 196
- Slide 197
- Slide 198
- Slide 199
-
![Page 73: Joe Tye Presentation for Georgia Hospital Association Trustee Conference, February 11, 2013](https://reader031.fdocuments.net/reader031/viewer/2022012918/544f4973af79593b028b7d1a/html5/thumbnails/73.jpg)
Reason 4
Culture creates unique
competitive
differentiation
Reason 5
Culture can galvanize a
contrary business
strategy
Reason 6
Static culture can doom
an organization
Reason 7
When strategy and
culture collide culture
will win
Your hospital has a
strategic plan ndash but do
you have a culture
plan
Culture doesnrsquot change
unless people change
and that is
emotional
work
Emotional attitude
is the interior deacutecor
101
102
Emotional climate is
determined by what
you expect and what
you toleratehellip
103
And over time what
you tolerate will
dominate over what
you say you expect
104
ldquoOne toxically negative
person can drag down
morale and productivity
of an entire work
unitrdquo
105
ldquoIt is a leadership
responsibility to create a
workplace environment
where toxic emotional
negativity is not
toleratedrdquo
110
Building a
culture of
ownership
Do you have to start with the
right people on the bus
You canrsquot always
choose who you
have on the bus
You canrsquot just
throw all the
ldquowrongrdquo people off
the bus
You can create a bus that
everyone wants to ride
Fairfield Medical Center adopted
the 8 Florence Characteristics
for their employment brand
Commitment
To the values
vision
and mission of the
organization
Commitment is
most important
when the going
gets tough
ldquoWe need to see
opportunities where others
see barriers We need to
be cheerleaders when
others are moaning doom-
and-gloomrdquo
ldquoWe need to face problems
with contrarian toughness
because itrsquos in how we
solve those problems that
we differentiate ourselves
from everyone elserdquo
ldquoBrick walls are not
there to stop you they
are there to make you
prove how much you
want somethingrdquo
Randy Pausch The Last Lecture
Engagement
With patients
coworkers and
with the work itself
At Best Buy a 01
increase in employee
engagement generates
a $100000 increase in
gross store revenue
Harvard Business Review October 2010
Passion
Enthusiasm
positive attitude
and joy reflected in
everyday actions
Look at that
smile
How do you calculate ROI on a smile like that
Initiative
A ldquoProceed Until
Apprehendedrdquo
mindset
135
Can one person
who takes
initiative change
your
organization
138
MMFI
Fellowship
Fostering a
ldquosupport grouprdquo
culture of respect
and caring
142
Pride
In the organization
in the profession
in the work and in
you yourself
Pride is reflected in the answer
to that universal icebreaker
question
What do you do
The most powerful and
cost-effective
marketing campaign
your organization could
ever launch
What do you do
Thanks for asking
Irsquom good at what I do
I love what I do Irsquom
proud of what I do
What I do is
important
What could be more boring than
industrial ventilation systems
149
BigAssHospitalcom
Five of the tools we
use to help
hospitals create a
plan for the
Invisible
Architecture
Tool 1
The Values Behaviors Outcomes Continuum
151
Tool 2
The 3-minute
values drill
Current version
Compassio
n
Advocacy
Respect
ExcellenceValues statement of a Values Coach client
Old version
Compassio
n
Advocacy
Respect
Excellence
New version
Integrity
Enthusiasm
Loyalty
Stewardshi
p
Ownership
Fun
Tool 3
The 6-Word
Culture
Clarification
Exercise
This guy made a fortune with just 6 words
157
From a large
medical
products
company
158
Global company driven
by motivated
individuals
159
Great company often
own worst enemy
160
Process driven crisis
management creating
dysfunction
How can managers
working in the same
company have such
differing perspectives
162
Tool 4
The Culture Wheel to
spark thinking about the
why the what and the
how of cultural
transformation
Tool 5
The Florence Prescription
is a manifesto for
building a culture of
ownership on a
foundation of values
168
More than 400 hospitals and healthcare
organizations and over 100000 books
With The Florence Prescription you canhellip
Get everyone on the
same culture page
for just $5 a book
170
Part 2
Boardrsquos Role for
the Hospitalrsquos
Invisible
Architecturetrade
Micromanageme
nt
Abdication
172
What courageous followers (and
trustees) do
Challenge
Support
173
ldquoBoard members are
likely to wear rose tinted
glassesrdquoReport of the Center for Health Policy
and Research University of Iowa
174
21 questions the
board should ask
of the executive
team
175
8 questions the
board should ask
about the
hospitalrsquos core
values
176
Question 1
Why did we choose
these values and do
people buy into them
Do they even know
them
177
Question 2
Does our statement of
values have heart ndash is it
authentic ndash or is it
generic boilerplate
178
Question 3
How does our
statement of values
differentiate our
hospital in a
competitive
environment
179
Question 4
Are the values we have
chosen operationally
relevant Are the
societally relevant
180
Question 5
How often should we
revisit our values Is
now a good time for a
thorough review
181
Question 6
Do we have the
courage to enforce our
values with employees
medical staff board
and others
182
Question 7
Do execs use values to
instill the mental and
emotional toughness to
thrive in the
competitive healthcare
environment
183
Question 8
Should we do training
on values-based life
and leadership skills
(eg by joining the
Values Collaborative)
184
Date February 5 2013
Asheville NC
$149 per person
319-624-3889
185
7 questions the
board should ask
about the
hospitalrsquos culture
186
Question 1
Do we have a culture
plan that complements
our strategic plan
187
Question 3
Does our culture
tolerate behaviors not
consistent with our
values (eg gossip is
inconsistent with
integrity)
188
Question 4
Does our culture
tolerate management
by fear and
intimidation (despite
Demingrsquos warning)
189
Question 5
How do we collect and
share the stories that
help to transmit our
culture
190
Question 6
How do we invoke
rituals traditions
celebration and
executive visibility to
foster culture
191
Question 7
How do we screen out
cultural misfits and
inculcate new people
192
6 questions the
board should ask
about the
hospitalrsquos
workplace
attitudes
193
Question 1
How do we assess
employee engagement
how do we stack up
and how do we boost
it
194
Question 2
Is our culture
dominated by
emotional positivity or
is toxic emotional
negativity evident
195
This question can only
objectively be
answered by the Man
from Marshellip
196
Question 3
Have we established
our zero-tolerance
behaviors and do we
have the courage to
enforce those
standards
197
Question 4
How do we deal with
people in the Rutledge
Quadrant (good skills
bad attitude)
198
Question 5
How are our attitude
and behavior
expectations conveyed
to new employees (and
docs)
199
Question 6
Are we buying our own
press clippings
- Slide 1
- Slide 2
- Slide 3
- Slide 4
- Slide 5
- Slide 6
- Slide 7
- Slide 8
- Slide 9
- Slide 10
- Slide 11
- Slide 12
- Slide 13
- Slide 14
- Slide 15
- Slide 16
- Slide 17
- Slide 18
- Slide 19
- Slide 20
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- Slide 141
- Slide 142
- Slide 143
- Slide 144
- Slide 145
- Slide 146
- Slide 147
- Slide 148
- Slide 149
- Slide 150
- Tool 1 The Values Behaviors Outcomes Continuum
- Slide 152
- Slide 153
- Slide 154
- Slide 155
- Slide 156
- Slide 157
- Slide 158
- Slide 159
- Slide 160
- Slide 161
- Slide 162
- Slide 163
- Slide 164
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- Slide 196
- Slide 197
- Slide 198
- Slide 199
-
![Page 74: Joe Tye Presentation for Georgia Hospital Association Trustee Conference, February 11, 2013](https://reader031.fdocuments.net/reader031/viewer/2022012918/544f4973af79593b028b7d1a/html5/thumbnails/74.jpg)
Reason 5
Culture can galvanize a
contrary business
strategy
Reason 6
Static culture can doom
an organization
Reason 7
When strategy and
culture collide culture
will win
Your hospital has a
strategic plan ndash but do
you have a culture
plan
Culture doesnrsquot change
unless people change
and that is
emotional
work
Emotional attitude
is the interior deacutecor
101
102
Emotional climate is
determined by what
you expect and what
you toleratehellip
103
And over time what
you tolerate will
dominate over what
you say you expect
104
ldquoOne toxically negative
person can drag down
morale and productivity
of an entire work
unitrdquo
105
ldquoIt is a leadership
responsibility to create a
workplace environment
where toxic emotional
negativity is not
toleratedrdquo
110
Building a
culture of
ownership
Do you have to start with the
right people on the bus
You canrsquot always
choose who you
have on the bus
You canrsquot just
throw all the
ldquowrongrdquo people off
the bus
You can create a bus that
everyone wants to ride
Fairfield Medical Center adopted
the 8 Florence Characteristics
for their employment brand
Commitment
To the values
vision
and mission of the
organization
Commitment is
most important
when the going
gets tough
ldquoWe need to see
opportunities where others
see barriers We need to
be cheerleaders when
others are moaning doom-
and-gloomrdquo
ldquoWe need to face problems
with contrarian toughness
because itrsquos in how we
solve those problems that
we differentiate ourselves
from everyone elserdquo
ldquoBrick walls are not
there to stop you they
are there to make you
prove how much you
want somethingrdquo
Randy Pausch The Last Lecture
Engagement
With patients
coworkers and
with the work itself
At Best Buy a 01
increase in employee
engagement generates
a $100000 increase in
gross store revenue
Harvard Business Review October 2010
Passion
Enthusiasm
positive attitude
and joy reflected in
everyday actions
Look at that
smile
How do you calculate ROI on a smile like that
Initiative
A ldquoProceed Until
Apprehendedrdquo
mindset
135
Can one person
who takes
initiative change
your
organization
138
MMFI
Fellowship
Fostering a
ldquosupport grouprdquo
culture of respect
and caring
142
Pride
In the organization
in the profession
in the work and in
you yourself
Pride is reflected in the answer
to that universal icebreaker
question
What do you do
The most powerful and
cost-effective
marketing campaign
your organization could
ever launch
What do you do
Thanks for asking
Irsquom good at what I do
I love what I do Irsquom
proud of what I do
What I do is
important
What could be more boring than
industrial ventilation systems
149
BigAssHospitalcom
Five of the tools we
use to help
hospitals create a
plan for the
Invisible
Architecture
Tool 1
The Values Behaviors Outcomes Continuum
151
Tool 2
The 3-minute
values drill
Current version
Compassio
n
Advocacy
Respect
ExcellenceValues statement of a Values Coach client
Old version
Compassio
n
Advocacy
Respect
Excellence
New version
Integrity
Enthusiasm
Loyalty
Stewardshi
p
Ownership
Fun
Tool 3
The 6-Word
Culture
Clarification
Exercise
This guy made a fortune with just 6 words
157
From a large
medical
products
company
158
Global company driven
by motivated
individuals
159
Great company often
own worst enemy
160
Process driven crisis
management creating
dysfunction
How can managers
working in the same
company have such
differing perspectives
162
Tool 4
The Culture Wheel to
spark thinking about the
why the what and the
how of cultural
transformation
Tool 5
The Florence Prescription
is a manifesto for
building a culture of
ownership on a
foundation of values
168
More than 400 hospitals and healthcare
organizations and over 100000 books
With The Florence Prescription you canhellip
Get everyone on the
same culture page
for just $5 a book
170
Part 2
Boardrsquos Role for
the Hospitalrsquos
Invisible
Architecturetrade
Micromanageme
nt
Abdication
172
What courageous followers (and
trustees) do
Challenge
Support
173
ldquoBoard members are
likely to wear rose tinted
glassesrdquoReport of the Center for Health Policy
and Research University of Iowa
174
21 questions the
board should ask
of the executive
team
175
8 questions the
board should ask
about the
hospitalrsquos core
values
176
Question 1
Why did we choose
these values and do
people buy into them
Do they even know
them
177
Question 2
Does our statement of
values have heart ndash is it
authentic ndash or is it
generic boilerplate
178
Question 3
How does our
statement of values
differentiate our
hospital in a
competitive
environment
179
Question 4
Are the values we have
chosen operationally
relevant Are the
societally relevant
180
Question 5
How often should we
revisit our values Is
now a good time for a
thorough review
181
Question 6
Do we have the
courage to enforce our
values with employees
medical staff board
and others
182
Question 7
Do execs use values to
instill the mental and
emotional toughness to
thrive in the
competitive healthcare
environment
183
Question 8
Should we do training
on values-based life
and leadership skills
(eg by joining the
Values Collaborative)
184
Date February 5 2013
Asheville NC
$149 per person
319-624-3889
185
7 questions the
board should ask
about the
hospitalrsquos culture
186
Question 1
Do we have a culture
plan that complements
our strategic plan
187
Question 3
Does our culture
tolerate behaviors not
consistent with our
values (eg gossip is
inconsistent with
integrity)
188
Question 4
Does our culture
tolerate management
by fear and
intimidation (despite
Demingrsquos warning)
189
Question 5
How do we collect and
share the stories that
help to transmit our
culture
190
Question 6
How do we invoke
rituals traditions
celebration and
executive visibility to
foster culture
191
Question 7
How do we screen out
cultural misfits and
inculcate new people
192
6 questions the
board should ask
about the
hospitalrsquos
workplace
attitudes
193
Question 1
How do we assess
employee engagement
how do we stack up
and how do we boost
it
194
Question 2
Is our culture
dominated by
emotional positivity or
is toxic emotional
negativity evident
195
This question can only
objectively be
answered by the Man
from Marshellip
196
Question 3
Have we established
our zero-tolerance
behaviors and do we
have the courage to
enforce those
standards
197
Question 4
How do we deal with
people in the Rutledge
Quadrant (good skills
bad attitude)
198
Question 5
How are our attitude
and behavior
expectations conveyed
to new employees (and
docs)
199
Question 6
Are we buying our own
press clippings
- Slide 1
- Slide 2
- Slide 3
- Slide 4
- Slide 5
- Slide 6
- Slide 7
- Slide 8
- Slide 9
- Slide 10
- Slide 11
- Slide 12
- Slide 13
- Slide 14
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- Slide 16
- Slide 17
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- Slide 19
- Slide 20
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- Slide 33
- Slide 34
- Slide 35
- Slide 36
- Slide 37
- Slide 38
- Slide 39
- Slide 40
- Slide 41
- Slide 42
- Slide 43
- Slide 44
- Slide 45
- Slide 46
- Slide 47
- Slide 48
- Slide 49
- Slide 50
- Slide 51
- Slide 52
- Slide 53
- Slide 54
- Slide 55
- Slide 56
- Slide 57
- Slide 58
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- Slide 60
- Slide 61
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- Slide 66
- Slide 67
- Slide 68
- Slide 69
- Slide 70
- Slide 71
- Slide 72
- Slide 73
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- Slide 75
- Slide 76
- Slide 77
- Slide 78
- Slide 79
- Slide 80
- Slide 81
- Slide 82
- Slide 83
- Slide 84
- Slide 85
- Slide 86
- Slide 87
- Slide 88
- Slide 89
- Slide 90
- Slide 91
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- Slide 93
- Slide 94
- Slide 95
- Slide 96
- Slide 97
- Slide 98
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- Slide 100
- Slide 101
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- Slide 103
- Slide 104
- Slide 105
- Slide 106
- Slide 107
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- Slide 109
- Slide 110
- Slide 111
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- Slide 113
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- Slide 115
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- Slide 118
- Slide 119
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- Slide 121
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- Slide 133
- Slide 134
- Slide 135
- Slide 136
- Slide 137
- Slide 138
- Slide 139
- Slide 140
- Slide 141
- Slide 142
- Slide 143
- Slide 144
- Slide 145
- Slide 146
- Slide 147
- Slide 148
- Slide 149
- Slide 150
- Tool 1 The Values Behaviors Outcomes Continuum
- Slide 152
- Slide 153
- Slide 154
- Slide 155
- Slide 156
- Slide 157
- Slide 158
- Slide 159
- Slide 160
- Slide 161
- Slide 162
- Slide 163
- Slide 164
- Slide 165
- Slide 166
- Slide 167
- Slide 168
- Slide 169
- Slide 170
- Slide 171
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- Slide 175
- Slide 176
- Slide 177
- Slide 178
- Slide 179
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- Slide 181
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- Slide 185
- Slide 186
- Slide 187
- Slide 188
- Slide 189
- Slide 190
- Slide 191
- Slide 192
- Slide 193
- Slide 194
- Slide 195
- Slide 196
- Slide 197
- Slide 198
- Slide 199
-
![Page 75: Joe Tye Presentation for Georgia Hospital Association Trustee Conference, February 11, 2013](https://reader031.fdocuments.net/reader031/viewer/2022012918/544f4973af79593b028b7d1a/html5/thumbnails/75.jpg)
Reason 6
Static culture can doom
an organization
Reason 7
When strategy and
culture collide culture
will win
Your hospital has a
strategic plan ndash but do
you have a culture
plan
Culture doesnrsquot change
unless people change
and that is
emotional
work
Emotional attitude
is the interior deacutecor
101
102
Emotional climate is
determined by what
you expect and what
you toleratehellip
103
And over time what
you tolerate will
dominate over what
you say you expect
104
ldquoOne toxically negative
person can drag down
morale and productivity
of an entire work
unitrdquo
105
ldquoIt is a leadership
responsibility to create a
workplace environment
where toxic emotional
negativity is not
toleratedrdquo
110
Building a
culture of
ownership
Do you have to start with the
right people on the bus
You canrsquot always
choose who you
have on the bus
You canrsquot just
throw all the
ldquowrongrdquo people off
the bus
You can create a bus that
everyone wants to ride
Fairfield Medical Center adopted
the 8 Florence Characteristics
for their employment brand
Commitment
To the values
vision
and mission of the
organization
Commitment is
most important
when the going
gets tough
ldquoWe need to see
opportunities where others
see barriers We need to
be cheerleaders when
others are moaning doom-
and-gloomrdquo
ldquoWe need to face problems
with contrarian toughness
because itrsquos in how we
solve those problems that
we differentiate ourselves
from everyone elserdquo
ldquoBrick walls are not
there to stop you they
are there to make you
prove how much you
want somethingrdquo
Randy Pausch The Last Lecture
Engagement
With patients
coworkers and
with the work itself
At Best Buy a 01
increase in employee
engagement generates
a $100000 increase in
gross store revenue
Harvard Business Review October 2010
Passion
Enthusiasm
positive attitude
and joy reflected in
everyday actions
Look at that
smile
How do you calculate ROI on a smile like that
Initiative
A ldquoProceed Until
Apprehendedrdquo
mindset
135
Can one person
who takes
initiative change
your
organization
138
MMFI
Fellowship
Fostering a
ldquosupport grouprdquo
culture of respect
and caring
142
Pride
In the organization
in the profession
in the work and in
you yourself
Pride is reflected in the answer
to that universal icebreaker
question
What do you do
The most powerful and
cost-effective
marketing campaign
your organization could
ever launch
What do you do
Thanks for asking
Irsquom good at what I do
I love what I do Irsquom
proud of what I do
What I do is
important
What could be more boring than
industrial ventilation systems
149
BigAssHospitalcom
Five of the tools we
use to help
hospitals create a
plan for the
Invisible
Architecture
Tool 1
The Values Behaviors Outcomes Continuum
151
Tool 2
The 3-minute
values drill
Current version
Compassio
n
Advocacy
Respect
ExcellenceValues statement of a Values Coach client
Old version
Compassio
n
Advocacy
Respect
Excellence
New version
Integrity
Enthusiasm
Loyalty
Stewardshi
p
Ownership
Fun
Tool 3
The 6-Word
Culture
Clarification
Exercise
This guy made a fortune with just 6 words
157
From a large
medical
products
company
158
Global company driven
by motivated
individuals
159
Great company often
own worst enemy
160
Process driven crisis
management creating
dysfunction
How can managers
working in the same
company have such
differing perspectives
162
Tool 4
The Culture Wheel to
spark thinking about the
why the what and the
how of cultural
transformation
Tool 5
The Florence Prescription
is a manifesto for
building a culture of
ownership on a
foundation of values
168
More than 400 hospitals and healthcare
organizations and over 100000 books
With The Florence Prescription you canhellip
Get everyone on the
same culture page
for just $5 a book
170
Part 2
Boardrsquos Role for
the Hospitalrsquos
Invisible
Architecturetrade
Micromanageme
nt
Abdication
172
What courageous followers (and
trustees) do
Challenge
Support
173
ldquoBoard members are
likely to wear rose tinted
glassesrdquoReport of the Center for Health Policy
and Research University of Iowa
174
21 questions the
board should ask
of the executive
team
175
8 questions the
board should ask
about the
hospitalrsquos core
values
176
Question 1
Why did we choose
these values and do
people buy into them
Do they even know
them
177
Question 2
Does our statement of
values have heart ndash is it
authentic ndash or is it
generic boilerplate
178
Question 3
How does our
statement of values
differentiate our
hospital in a
competitive
environment
179
Question 4
Are the values we have
chosen operationally
relevant Are the
societally relevant
180
Question 5
How often should we
revisit our values Is
now a good time for a
thorough review
181
Question 6
Do we have the
courage to enforce our
values with employees
medical staff board
and others
182
Question 7
Do execs use values to
instill the mental and
emotional toughness to
thrive in the
competitive healthcare
environment
183
Question 8
Should we do training
on values-based life
and leadership skills
(eg by joining the
Values Collaborative)
184
Date February 5 2013
Asheville NC
$149 per person
319-624-3889
185
7 questions the
board should ask
about the
hospitalrsquos culture
186
Question 1
Do we have a culture
plan that complements
our strategic plan
187
Question 3
Does our culture
tolerate behaviors not
consistent with our
values (eg gossip is
inconsistent with
integrity)
188
Question 4
Does our culture
tolerate management
by fear and
intimidation (despite
Demingrsquos warning)
189
Question 5
How do we collect and
share the stories that
help to transmit our
culture
190
Question 6
How do we invoke
rituals traditions
celebration and
executive visibility to
foster culture
191
Question 7
How do we screen out
cultural misfits and
inculcate new people
192
6 questions the
board should ask
about the
hospitalrsquos
workplace
attitudes
193
Question 1
How do we assess
employee engagement
how do we stack up
and how do we boost
it
194
Question 2
Is our culture
dominated by
emotional positivity or
is toxic emotional
negativity evident
195
This question can only
objectively be
answered by the Man
from Marshellip
196
Question 3
Have we established
our zero-tolerance
behaviors and do we
have the courage to
enforce those
standards
197
Question 4
How do we deal with
people in the Rutledge
Quadrant (good skills
bad attitude)
198
Question 5
How are our attitude
and behavior
expectations conveyed
to new employees (and
docs)
199
Question 6
Are we buying our own
press clippings
- Slide 1
- Slide 2
- Slide 3
- Slide 4
- Slide 5
- Slide 6
- Slide 7
- Slide 8
- Slide 9
- Slide 10
- Slide 11
- Slide 12
- Slide 13
- Slide 14
- Slide 15
- Slide 16
- Slide 17
- Slide 18
- Slide 19
- Slide 20
- Slide 21
- Slide 22
- Slide 23
- Slide 24
- Slide 25
- Slide 26
- Slide 27
- Slide 28
- Slide 29
- Slide 30
- Slide 31
- Slide 32
- Slide 33
- Slide 34
- Slide 35
- Slide 36
- Slide 37
- Slide 38
- Slide 39
- Slide 40
- Slide 41
- Slide 42
- Slide 43
- Slide 44
- Slide 45
- Slide 46
- Slide 47
- Slide 48
- Slide 49
- Slide 50
- Slide 51
- Slide 52
- Slide 53
- Slide 54
- Slide 55
- Slide 56
- Slide 57
- Slide 58
- Slide 59
- Slide 60
- Slide 61
- Slide 62
- Slide 63
- Slide 64
- Slide 65
- Slide 66
- Slide 67
- Slide 68
- Slide 69
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- Slide 82
- Slide 83
- Slide 84
- Slide 85
- Slide 86
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- Slide 88
- Slide 89
- Slide 90
- Slide 91
- Slide 92
- Slide 93
- Slide 94
- Slide 95
- Slide 96
- Slide 97
- Slide 98
- Slide 99
- Slide 100
- Slide 101
- Slide 102
- Slide 103
- Slide 104
- Slide 105
- Slide 106
- Slide 107
- Slide 108
- Slide 109
- Slide 110
- Slide 111
- Slide 112
- Slide 113
- Slide 114
- Slide 115
- Slide 116
- Slide 117
- Slide 118
- Slide 119
- Slide 120
- Slide 121
- Slide 122
- Slide 123
- Slide 124
- Slide 125
- Slide 126
- Slide 127
- Slide 128
- Slide 129
- Slide 130
- Slide 131
- Slide 132
- Slide 133
- Slide 134
- Slide 135
- Slide 136
- Slide 137
- Slide 138
- Slide 139
- Slide 140
- Slide 141
- Slide 142
- Slide 143
- Slide 144
- Slide 145
- Slide 146
- Slide 147
- Slide 148
- Slide 149
- Slide 150
- Tool 1 The Values Behaviors Outcomes Continuum
- Slide 152
- Slide 153
- Slide 154
- Slide 155
- Slide 156
- Slide 157
- Slide 158
- Slide 159
- Slide 160
- Slide 161
- Slide 162
- Slide 163
- Slide 164
- Slide 165
- Slide 166
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- Slide 190
- Slide 191
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- Slide 193
- Slide 194
- Slide 195
- Slide 196
- Slide 197
- Slide 198
- Slide 199
-
![Page 76: Joe Tye Presentation for Georgia Hospital Association Trustee Conference, February 11, 2013](https://reader031.fdocuments.net/reader031/viewer/2022012918/544f4973af79593b028b7d1a/html5/thumbnails/76.jpg)
Reason 7
When strategy and
culture collide culture
will win
Your hospital has a
strategic plan ndash but do
you have a culture
plan
Culture doesnrsquot change
unless people change
and that is
emotional
work
Emotional attitude
is the interior deacutecor
101
102
Emotional climate is
determined by what
you expect and what
you toleratehellip
103
And over time what
you tolerate will
dominate over what
you say you expect
104
ldquoOne toxically negative
person can drag down
morale and productivity
of an entire work
unitrdquo
105
ldquoIt is a leadership
responsibility to create a
workplace environment
where toxic emotional
negativity is not
toleratedrdquo
110
Building a
culture of
ownership
Do you have to start with the
right people on the bus
You canrsquot always
choose who you
have on the bus
You canrsquot just
throw all the
ldquowrongrdquo people off
the bus
You can create a bus that
everyone wants to ride
Fairfield Medical Center adopted
the 8 Florence Characteristics
for their employment brand
Commitment
To the values
vision
and mission of the
organization
Commitment is
most important
when the going
gets tough
ldquoWe need to see
opportunities where others
see barriers We need to
be cheerleaders when
others are moaning doom-
and-gloomrdquo
ldquoWe need to face problems
with contrarian toughness
because itrsquos in how we
solve those problems that
we differentiate ourselves
from everyone elserdquo
ldquoBrick walls are not
there to stop you they
are there to make you
prove how much you
want somethingrdquo
Randy Pausch The Last Lecture
Engagement
With patients
coworkers and
with the work itself
At Best Buy a 01
increase in employee
engagement generates
a $100000 increase in
gross store revenue
Harvard Business Review October 2010
Passion
Enthusiasm
positive attitude
and joy reflected in
everyday actions
Look at that
smile
How do you calculate ROI on a smile like that
Initiative
A ldquoProceed Until
Apprehendedrdquo
mindset
135
Can one person
who takes
initiative change
your
organization
138
MMFI
Fellowship
Fostering a
ldquosupport grouprdquo
culture of respect
and caring
142
Pride
In the organization
in the profession
in the work and in
you yourself
Pride is reflected in the answer
to that universal icebreaker
question
What do you do
The most powerful and
cost-effective
marketing campaign
your organization could
ever launch
What do you do
Thanks for asking
Irsquom good at what I do
I love what I do Irsquom
proud of what I do
What I do is
important
What could be more boring than
industrial ventilation systems
149
BigAssHospitalcom
Five of the tools we
use to help
hospitals create a
plan for the
Invisible
Architecture
Tool 1
The Values Behaviors Outcomes Continuum
151
Tool 2
The 3-minute
values drill
Current version
Compassio
n
Advocacy
Respect
ExcellenceValues statement of a Values Coach client
Old version
Compassio
n
Advocacy
Respect
Excellence
New version
Integrity
Enthusiasm
Loyalty
Stewardshi
p
Ownership
Fun
Tool 3
The 6-Word
Culture
Clarification
Exercise
This guy made a fortune with just 6 words
157
From a large
medical
products
company
158
Global company driven
by motivated
individuals
159
Great company often
own worst enemy
160
Process driven crisis
management creating
dysfunction
How can managers
working in the same
company have such
differing perspectives
162
Tool 4
The Culture Wheel to
spark thinking about the
why the what and the
how of cultural
transformation
Tool 5
The Florence Prescription
is a manifesto for
building a culture of
ownership on a
foundation of values
168
More than 400 hospitals and healthcare
organizations and over 100000 books
With The Florence Prescription you canhellip
Get everyone on the
same culture page
for just $5 a book
170
Part 2
Boardrsquos Role for
the Hospitalrsquos
Invisible
Architecturetrade
Micromanageme
nt
Abdication
172
What courageous followers (and
trustees) do
Challenge
Support
173
ldquoBoard members are
likely to wear rose tinted
glassesrdquoReport of the Center for Health Policy
and Research University of Iowa
174
21 questions the
board should ask
of the executive
team
175
8 questions the
board should ask
about the
hospitalrsquos core
values
176
Question 1
Why did we choose
these values and do
people buy into them
Do they even know
them
177
Question 2
Does our statement of
values have heart ndash is it
authentic ndash or is it
generic boilerplate
178
Question 3
How does our
statement of values
differentiate our
hospital in a
competitive
environment
179
Question 4
Are the values we have
chosen operationally
relevant Are the
societally relevant
180
Question 5
How often should we
revisit our values Is
now a good time for a
thorough review
181
Question 6
Do we have the
courage to enforce our
values with employees
medical staff board
and others
182
Question 7
Do execs use values to
instill the mental and
emotional toughness to
thrive in the
competitive healthcare
environment
183
Question 8
Should we do training
on values-based life
and leadership skills
(eg by joining the
Values Collaborative)
184
Date February 5 2013
Asheville NC
$149 per person
319-624-3889
185
7 questions the
board should ask
about the
hospitalrsquos culture
186
Question 1
Do we have a culture
plan that complements
our strategic plan
187
Question 3
Does our culture
tolerate behaviors not
consistent with our
values (eg gossip is
inconsistent with
integrity)
188
Question 4
Does our culture
tolerate management
by fear and
intimidation (despite
Demingrsquos warning)
189
Question 5
How do we collect and
share the stories that
help to transmit our
culture
190
Question 6
How do we invoke
rituals traditions
celebration and
executive visibility to
foster culture
191
Question 7
How do we screen out
cultural misfits and
inculcate new people
192
6 questions the
board should ask
about the
hospitalrsquos
workplace
attitudes
193
Question 1
How do we assess
employee engagement
how do we stack up
and how do we boost
it
194
Question 2
Is our culture
dominated by
emotional positivity or
is toxic emotional
negativity evident
195
This question can only
objectively be
answered by the Man
from Marshellip
196
Question 3
Have we established
our zero-tolerance
behaviors and do we
have the courage to
enforce those
standards
197
Question 4
How do we deal with
people in the Rutledge
Quadrant (good skills
bad attitude)
198
Question 5
How are our attitude
and behavior
expectations conveyed
to new employees (and
docs)
199
Question 6
Are we buying our own
press clippings
- Slide 1
- Slide 2
- Slide 3
- Slide 4
- Slide 5
- Slide 6
- Slide 7
- Slide 8
- Slide 9
- Slide 10
- Slide 11
- Slide 12
- Slide 13
- Slide 14
- Slide 15
- Slide 16
- Slide 17
- Slide 18
- Slide 19
- Slide 20
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- Slide 25
- Slide 26
- Slide 27
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- Slide 29
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- Slide 31
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- Slide 33
- Slide 34
- Slide 35
- Slide 36
- Slide 37
- Slide 38
- Slide 39
- Slide 40
- Slide 41
- Slide 42
- Slide 43
- Slide 44
- Slide 45
- Slide 46
- Slide 47
- Slide 48
- Slide 49
- Slide 50
- Slide 51
- Slide 52
- Slide 53
- Slide 54
- Slide 55
- Slide 56
- Slide 57
- Slide 58
- Slide 59
- Slide 60
- Slide 61
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- Slide 63
- Slide 64
- Slide 65
- Slide 66
- Slide 67
- Slide 68
- Slide 69
- Slide 70
- Slide 71
- Slide 72
- Slide 73
- Slide 74
- Slide 75
- Slide 76
- Slide 77
- Slide 78
- Slide 79
- Slide 80
- Slide 81
- Slide 82
- Slide 83
- Slide 84
- Slide 85
- Slide 86
- Slide 87
- Slide 88
- Slide 89
- Slide 90
- Slide 91
- Slide 92
- Slide 93
- Slide 94
- Slide 95
- Slide 96
- Slide 97
- Slide 98
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- Slide 100
- Slide 101
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- Slide 104
- Slide 105
- Slide 106
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- Slide 109
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- Slide 137
- Slide 138
- Slide 139
- Slide 140
- Slide 141
- Slide 142
- Slide 143
- Slide 144
- Slide 145
- Slide 146
- Slide 147
- Slide 148
- Slide 149
- Slide 150
- Tool 1 The Values Behaviors Outcomes Continuum
- Slide 152
- Slide 153
- Slide 154
- Slide 155
- Slide 156
- Slide 157
- Slide 158
- Slide 159
- Slide 160
- Slide 161
- Slide 162
- Slide 163
- Slide 164
- Slide 165
- Slide 166
- Slide 167
- Slide 168
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- Slide 189
- Slide 190
- Slide 191
- Slide 192
- Slide 193
- Slide 194
- Slide 195
- Slide 196
- Slide 197
- Slide 198
- Slide 199
-
![Page 77: Joe Tye Presentation for Georgia Hospital Association Trustee Conference, February 11, 2013](https://reader031.fdocuments.net/reader031/viewer/2022012918/544f4973af79593b028b7d1a/html5/thumbnails/77.jpg)
Your hospital has a
strategic plan ndash but do
you have a culture
plan
Culture doesnrsquot change
unless people change
and that is
emotional
work
Emotional attitude
is the interior deacutecor
101
102
Emotional climate is
determined by what
you expect and what
you toleratehellip
103
And over time what
you tolerate will
dominate over what
you say you expect
104
ldquoOne toxically negative
person can drag down
morale and productivity
of an entire work
unitrdquo
105
ldquoIt is a leadership
responsibility to create a
workplace environment
where toxic emotional
negativity is not
toleratedrdquo
110
Building a
culture of
ownership
Do you have to start with the
right people on the bus
You canrsquot always
choose who you
have on the bus
You canrsquot just
throw all the
ldquowrongrdquo people off
the bus
You can create a bus that
everyone wants to ride
Fairfield Medical Center adopted
the 8 Florence Characteristics
for their employment brand
Commitment
To the values
vision
and mission of the
organization
Commitment is
most important
when the going
gets tough
ldquoWe need to see
opportunities where others
see barriers We need to
be cheerleaders when
others are moaning doom-
and-gloomrdquo
ldquoWe need to face problems
with contrarian toughness
because itrsquos in how we
solve those problems that
we differentiate ourselves
from everyone elserdquo
ldquoBrick walls are not
there to stop you they
are there to make you
prove how much you
want somethingrdquo
Randy Pausch The Last Lecture
Engagement
With patients
coworkers and
with the work itself
At Best Buy a 01
increase in employee
engagement generates
a $100000 increase in
gross store revenue
Harvard Business Review October 2010
Passion
Enthusiasm
positive attitude
and joy reflected in
everyday actions
Look at that
smile
How do you calculate ROI on a smile like that
Initiative
A ldquoProceed Until
Apprehendedrdquo
mindset
135
Can one person
who takes
initiative change
your
organization
138
MMFI
Fellowship
Fostering a
ldquosupport grouprdquo
culture of respect
and caring
142
Pride
In the organization
in the profession
in the work and in
you yourself
Pride is reflected in the answer
to that universal icebreaker
question
What do you do
The most powerful and
cost-effective
marketing campaign
your organization could
ever launch
What do you do
Thanks for asking
Irsquom good at what I do
I love what I do Irsquom
proud of what I do
What I do is
important
What could be more boring than
industrial ventilation systems
149
BigAssHospitalcom
Five of the tools we
use to help
hospitals create a
plan for the
Invisible
Architecture
Tool 1
The Values Behaviors Outcomes Continuum
151
Tool 2
The 3-minute
values drill
Current version
Compassio
n
Advocacy
Respect
ExcellenceValues statement of a Values Coach client
Old version
Compassio
n
Advocacy
Respect
Excellence
New version
Integrity
Enthusiasm
Loyalty
Stewardshi
p
Ownership
Fun
Tool 3
The 6-Word
Culture
Clarification
Exercise
This guy made a fortune with just 6 words
157
From a large
medical
products
company
158
Global company driven
by motivated
individuals
159
Great company often
own worst enemy
160
Process driven crisis
management creating
dysfunction
How can managers
working in the same
company have such
differing perspectives
162
Tool 4
The Culture Wheel to
spark thinking about the
why the what and the
how of cultural
transformation
Tool 5
The Florence Prescription
is a manifesto for
building a culture of
ownership on a
foundation of values
168
More than 400 hospitals and healthcare
organizations and over 100000 books
With The Florence Prescription you canhellip
Get everyone on the
same culture page
for just $5 a book
170
Part 2
Boardrsquos Role for
the Hospitalrsquos
Invisible
Architecturetrade
Micromanageme
nt
Abdication
172
What courageous followers (and
trustees) do
Challenge
Support
173
ldquoBoard members are
likely to wear rose tinted
glassesrdquoReport of the Center for Health Policy
and Research University of Iowa
174
21 questions the
board should ask
of the executive
team
175
8 questions the
board should ask
about the
hospitalrsquos core
values
176
Question 1
Why did we choose
these values and do
people buy into them
Do they even know
them
177
Question 2
Does our statement of
values have heart ndash is it
authentic ndash or is it
generic boilerplate
178
Question 3
How does our
statement of values
differentiate our
hospital in a
competitive
environment
179
Question 4
Are the values we have
chosen operationally
relevant Are the
societally relevant
180
Question 5
How often should we
revisit our values Is
now a good time for a
thorough review
181
Question 6
Do we have the
courage to enforce our
values with employees
medical staff board
and others
182
Question 7
Do execs use values to
instill the mental and
emotional toughness to
thrive in the
competitive healthcare
environment
183
Question 8
Should we do training
on values-based life
and leadership skills
(eg by joining the
Values Collaborative)
184
Date February 5 2013
Asheville NC
$149 per person
319-624-3889
185
7 questions the
board should ask
about the
hospitalrsquos culture
186
Question 1
Do we have a culture
plan that complements
our strategic plan
187
Question 3
Does our culture
tolerate behaviors not
consistent with our
values (eg gossip is
inconsistent with
integrity)
188
Question 4
Does our culture
tolerate management
by fear and
intimidation (despite
Demingrsquos warning)
189
Question 5
How do we collect and
share the stories that
help to transmit our
culture
190
Question 6
How do we invoke
rituals traditions
celebration and
executive visibility to
foster culture
191
Question 7
How do we screen out
cultural misfits and
inculcate new people
192
6 questions the
board should ask
about the
hospitalrsquos
workplace
attitudes
193
Question 1
How do we assess
employee engagement
how do we stack up
and how do we boost
it
194
Question 2
Is our culture
dominated by
emotional positivity or
is toxic emotional
negativity evident
195
This question can only
objectively be
answered by the Man
from Marshellip
196
Question 3
Have we established
our zero-tolerance
behaviors and do we
have the courage to
enforce those
standards
197
Question 4
How do we deal with
people in the Rutledge
Quadrant (good skills
bad attitude)
198
Question 5
How are our attitude
and behavior
expectations conveyed
to new employees (and
docs)
199
Question 6
Are we buying our own
press clippings
- Slide 1
- Slide 2
- Slide 3
- Slide 4
- Slide 5
- Slide 6
- Slide 7
- Slide 8
- Slide 9
- Slide 10
- Slide 11
- Slide 12
- Slide 13
- Slide 14
- Slide 15
- Slide 16
- Slide 17
- Slide 18
- Slide 19
- Slide 20
- Slide 21
- Slide 22
- Slide 23
- Slide 24
- Slide 25
- Slide 26
- Slide 27
- Slide 28
- Slide 29
- Slide 30
- Slide 31
- Slide 32
- Slide 33
- Slide 34
- Slide 35
- Slide 36
- Slide 37
- Slide 38
- Slide 39
- Slide 40
- Slide 41
- Slide 42
- Slide 43
- Slide 44
- Slide 45
- Slide 46
- Slide 47
- Slide 48
- Slide 49
- Slide 50
- Slide 51
- Slide 52
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- Slide 54
- Slide 55
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- Slide 58
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- Slide 140
- Slide 141
- Slide 142
- Slide 143
- Slide 144
- Slide 145
- Slide 146
- Slide 147
- Slide 148
- Slide 149
- Slide 150
- Tool 1 The Values Behaviors Outcomes Continuum
- Slide 152
- Slide 153
- Slide 154
- Slide 155
- Slide 156
- Slide 157
- Slide 158
- Slide 159
- Slide 160
- Slide 161
- Slide 162
- Slide 163
- Slide 164
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- Slide 189
- Slide 190
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- Slide 192
- Slide 193
- Slide 194
- Slide 195
- Slide 196
- Slide 197
- Slide 198
- Slide 199
-
![Page 78: Joe Tye Presentation for Georgia Hospital Association Trustee Conference, February 11, 2013](https://reader031.fdocuments.net/reader031/viewer/2022012918/544f4973af79593b028b7d1a/html5/thumbnails/78.jpg)
Culture doesnrsquot change
unless people change
and that is
emotional
work
Emotional attitude
is the interior deacutecor
101
102
Emotional climate is
determined by what
you expect and what
you toleratehellip
103
And over time what
you tolerate will
dominate over what
you say you expect
104
ldquoOne toxically negative
person can drag down
morale and productivity
of an entire work
unitrdquo
105
ldquoIt is a leadership
responsibility to create a
workplace environment
where toxic emotional
negativity is not
toleratedrdquo
110
Building a
culture of
ownership
Do you have to start with the
right people on the bus
You canrsquot always
choose who you
have on the bus
You canrsquot just
throw all the
ldquowrongrdquo people off
the bus
You can create a bus that
everyone wants to ride
Fairfield Medical Center adopted
the 8 Florence Characteristics
for their employment brand
Commitment
To the values
vision
and mission of the
organization
Commitment is
most important
when the going
gets tough
ldquoWe need to see
opportunities where others
see barriers We need to
be cheerleaders when
others are moaning doom-
and-gloomrdquo
ldquoWe need to face problems
with contrarian toughness
because itrsquos in how we
solve those problems that
we differentiate ourselves
from everyone elserdquo
ldquoBrick walls are not
there to stop you they
are there to make you
prove how much you
want somethingrdquo
Randy Pausch The Last Lecture
Engagement
With patients
coworkers and
with the work itself
At Best Buy a 01
increase in employee
engagement generates
a $100000 increase in
gross store revenue
Harvard Business Review October 2010
Passion
Enthusiasm
positive attitude
and joy reflected in
everyday actions
Look at that
smile
How do you calculate ROI on a smile like that
Initiative
A ldquoProceed Until
Apprehendedrdquo
mindset
135
Can one person
who takes
initiative change
your
organization
138
MMFI
Fellowship
Fostering a
ldquosupport grouprdquo
culture of respect
and caring
142
Pride
In the organization
in the profession
in the work and in
you yourself
Pride is reflected in the answer
to that universal icebreaker
question
What do you do
The most powerful and
cost-effective
marketing campaign
your organization could
ever launch
What do you do
Thanks for asking
Irsquom good at what I do
I love what I do Irsquom
proud of what I do
What I do is
important
What could be more boring than
industrial ventilation systems
149
BigAssHospitalcom
Five of the tools we
use to help
hospitals create a
plan for the
Invisible
Architecture
Tool 1
The Values Behaviors Outcomes Continuum
151
Tool 2
The 3-minute
values drill
Current version
Compassio
n
Advocacy
Respect
ExcellenceValues statement of a Values Coach client
Old version
Compassio
n
Advocacy
Respect
Excellence
New version
Integrity
Enthusiasm
Loyalty
Stewardshi
p
Ownership
Fun
Tool 3
The 6-Word
Culture
Clarification
Exercise
This guy made a fortune with just 6 words
157
From a large
medical
products
company
158
Global company driven
by motivated
individuals
159
Great company often
own worst enemy
160
Process driven crisis
management creating
dysfunction
How can managers
working in the same
company have such
differing perspectives
162
Tool 4
The Culture Wheel to
spark thinking about the
why the what and the
how of cultural
transformation
Tool 5
The Florence Prescription
is a manifesto for
building a culture of
ownership on a
foundation of values
168
More than 400 hospitals and healthcare
organizations and over 100000 books
With The Florence Prescription you canhellip
Get everyone on the
same culture page
for just $5 a book
170
Part 2
Boardrsquos Role for
the Hospitalrsquos
Invisible
Architecturetrade
Micromanageme
nt
Abdication
172
What courageous followers (and
trustees) do
Challenge
Support
173
ldquoBoard members are
likely to wear rose tinted
glassesrdquoReport of the Center for Health Policy
and Research University of Iowa
174
21 questions the
board should ask
of the executive
team
175
8 questions the
board should ask
about the
hospitalrsquos core
values
176
Question 1
Why did we choose
these values and do
people buy into them
Do they even know
them
177
Question 2
Does our statement of
values have heart ndash is it
authentic ndash or is it
generic boilerplate
178
Question 3
How does our
statement of values
differentiate our
hospital in a
competitive
environment
179
Question 4
Are the values we have
chosen operationally
relevant Are the
societally relevant
180
Question 5
How often should we
revisit our values Is
now a good time for a
thorough review
181
Question 6
Do we have the
courage to enforce our
values with employees
medical staff board
and others
182
Question 7
Do execs use values to
instill the mental and
emotional toughness to
thrive in the
competitive healthcare
environment
183
Question 8
Should we do training
on values-based life
and leadership skills
(eg by joining the
Values Collaborative)
184
Date February 5 2013
Asheville NC
$149 per person
319-624-3889
185
7 questions the
board should ask
about the
hospitalrsquos culture
186
Question 1
Do we have a culture
plan that complements
our strategic plan
187
Question 3
Does our culture
tolerate behaviors not
consistent with our
values (eg gossip is
inconsistent with
integrity)
188
Question 4
Does our culture
tolerate management
by fear and
intimidation (despite
Demingrsquos warning)
189
Question 5
How do we collect and
share the stories that
help to transmit our
culture
190
Question 6
How do we invoke
rituals traditions
celebration and
executive visibility to
foster culture
191
Question 7
How do we screen out
cultural misfits and
inculcate new people
192
6 questions the
board should ask
about the
hospitalrsquos
workplace
attitudes
193
Question 1
How do we assess
employee engagement
how do we stack up
and how do we boost
it
194
Question 2
Is our culture
dominated by
emotional positivity or
is toxic emotional
negativity evident
195
This question can only
objectively be
answered by the Man
from Marshellip
196
Question 3
Have we established
our zero-tolerance
behaviors and do we
have the courage to
enforce those
standards
197
Question 4
How do we deal with
people in the Rutledge
Quadrant (good skills
bad attitude)
198
Question 5
How are our attitude
and behavior
expectations conveyed
to new employees (and
docs)
199
Question 6
Are we buying our own
press clippings
- Slide 1
- Slide 2
- Slide 3
- Slide 4
- Slide 5
- Slide 6
- Slide 7
- Slide 8
- Slide 9
- Slide 10
- Slide 11
- Slide 12
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- Slide 41
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- Slide 44
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- Slide 47
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- Slide 49
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- Slide 51
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- Slide 54
- Slide 55
- Slide 56
- Slide 57
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- Slide 66
- Slide 67
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- Slide 69
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- Slide 73
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- Slide 76
- Slide 77
- Slide 78
- Slide 79
- Slide 80
- Slide 81
- Slide 82
- Slide 83
- Slide 84
- Slide 85
- Slide 86
- Slide 87
- Slide 88
- Slide 89
- Slide 90
- Slide 91
- Slide 92
- Slide 93
- Slide 94
- Slide 95
- Slide 96
- Slide 97
- Slide 98
- Slide 99
- Slide 100
- Slide 101
- Slide 102
- Slide 103
- Slide 104
- Slide 105
- Slide 106
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- Slide 109
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- Slide 137
- Slide 138
- Slide 139
- Slide 140
- Slide 141
- Slide 142
- Slide 143
- Slide 144
- Slide 145
- Slide 146
- Slide 147
- Slide 148
- Slide 149
- Slide 150
- Tool 1 The Values Behaviors Outcomes Continuum
- Slide 152
- Slide 153
- Slide 154
- Slide 155
- Slide 156
- Slide 157
- Slide 158
- Slide 159
- Slide 160
- Slide 161
- Slide 162
- Slide 163
- Slide 164
- Slide 165
- Slide 166
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- Slide 188
- Slide 189
- Slide 190
- Slide 191
- Slide 192
- Slide 193
- Slide 194
- Slide 195
- Slide 196
- Slide 197
- Slide 198
- Slide 199
-
![Page 79: Joe Tye Presentation for Georgia Hospital Association Trustee Conference, February 11, 2013](https://reader031.fdocuments.net/reader031/viewer/2022012918/544f4973af79593b028b7d1a/html5/thumbnails/79.jpg)
Emotional attitude
is the interior deacutecor
101
102
Emotional climate is
determined by what
you expect and what
you toleratehellip
103
And over time what
you tolerate will
dominate over what
you say you expect
104
ldquoOne toxically negative
person can drag down
morale and productivity
of an entire work
unitrdquo
105
ldquoIt is a leadership
responsibility to create a
workplace environment
where toxic emotional
negativity is not
toleratedrdquo
110
Building a
culture of
ownership
Do you have to start with the
right people on the bus
You canrsquot always
choose who you
have on the bus
You canrsquot just
throw all the
ldquowrongrdquo people off
the bus
You can create a bus that
everyone wants to ride
Fairfield Medical Center adopted
the 8 Florence Characteristics
for their employment brand
Commitment
To the values
vision
and mission of the
organization
Commitment is
most important
when the going
gets tough
ldquoWe need to see
opportunities where others
see barriers We need to
be cheerleaders when
others are moaning doom-
and-gloomrdquo
ldquoWe need to face problems
with contrarian toughness
because itrsquos in how we
solve those problems that
we differentiate ourselves
from everyone elserdquo
ldquoBrick walls are not
there to stop you they
are there to make you
prove how much you
want somethingrdquo
Randy Pausch The Last Lecture
Engagement
With patients
coworkers and
with the work itself
At Best Buy a 01
increase in employee
engagement generates
a $100000 increase in
gross store revenue
Harvard Business Review October 2010
Passion
Enthusiasm
positive attitude
and joy reflected in
everyday actions
Look at that
smile
How do you calculate ROI on a smile like that
Initiative
A ldquoProceed Until
Apprehendedrdquo
mindset
135
Can one person
who takes
initiative change
your
organization
138
MMFI
Fellowship
Fostering a
ldquosupport grouprdquo
culture of respect
and caring
142
Pride
In the organization
in the profession
in the work and in
you yourself
Pride is reflected in the answer
to that universal icebreaker
question
What do you do
The most powerful and
cost-effective
marketing campaign
your organization could
ever launch
What do you do
Thanks for asking
Irsquom good at what I do
I love what I do Irsquom
proud of what I do
What I do is
important
What could be more boring than
industrial ventilation systems
149
BigAssHospitalcom
Five of the tools we
use to help
hospitals create a
plan for the
Invisible
Architecture
Tool 1
The Values Behaviors Outcomes Continuum
151
Tool 2
The 3-minute
values drill
Current version
Compassio
n
Advocacy
Respect
ExcellenceValues statement of a Values Coach client
Old version
Compassio
n
Advocacy
Respect
Excellence
New version
Integrity
Enthusiasm
Loyalty
Stewardshi
p
Ownership
Fun
Tool 3
The 6-Word
Culture
Clarification
Exercise
This guy made a fortune with just 6 words
157
From a large
medical
products
company
158
Global company driven
by motivated
individuals
159
Great company often
own worst enemy
160
Process driven crisis
management creating
dysfunction
How can managers
working in the same
company have such
differing perspectives
162
Tool 4
The Culture Wheel to
spark thinking about the
why the what and the
how of cultural
transformation
Tool 5
The Florence Prescription
is a manifesto for
building a culture of
ownership on a
foundation of values
168
More than 400 hospitals and healthcare
organizations and over 100000 books
With The Florence Prescription you canhellip
Get everyone on the
same culture page
for just $5 a book
170
Part 2
Boardrsquos Role for
the Hospitalrsquos
Invisible
Architecturetrade
Micromanageme
nt
Abdication
172
What courageous followers (and
trustees) do
Challenge
Support
173
ldquoBoard members are
likely to wear rose tinted
glassesrdquoReport of the Center for Health Policy
and Research University of Iowa
174
21 questions the
board should ask
of the executive
team
175
8 questions the
board should ask
about the
hospitalrsquos core
values
176
Question 1
Why did we choose
these values and do
people buy into them
Do they even know
them
177
Question 2
Does our statement of
values have heart ndash is it
authentic ndash or is it
generic boilerplate
178
Question 3
How does our
statement of values
differentiate our
hospital in a
competitive
environment
179
Question 4
Are the values we have
chosen operationally
relevant Are the
societally relevant
180
Question 5
How often should we
revisit our values Is
now a good time for a
thorough review
181
Question 6
Do we have the
courage to enforce our
values with employees
medical staff board
and others
182
Question 7
Do execs use values to
instill the mental and
emotional toughness to
thrive in the
competitive healthcare
environment
183
Question 8
Should we do training
on values-based life
and leadership skills
(eg by joining the
Values Collaborative)
184
Date February 5 2013
Asheville NC
$149 per person
319-624-3889
185
7 questions the
board should ask
about the
hospitalrsquos culture
186
Question 1
Do we have a culture
plan that complements
our strategic plan
187
Question 3
Does our culture
tolerate behaviors not
consistent with our
values (eg gossip is
inconsistent with
integrity)
188
Question 4
Does our culture
tolerate management
by fear and
intimidation (despite
Demingrsquos warning)
189
Question 5
How do we collect and
share the stories that
help to transmit our
culture
190
Question 6
How do we invoke
rituals traditions
celebration and
executive visibility to
foster culture
191
Question 7
How do we screen out
cultural misfits and
inculcate new people
192
6 questions the
board should ask
about the
hospitalrsquos
workplace
attitudes
193
Question 1
How do we assess
employee engagement
how do we stack up
and how do we boost
it
194
Question 2
Is our culture
dominated by
emotional positivity or
is toxic emotional
negativity evident
195
This question can only
objectively be
answered by the Man
from Marshellip
196
Question 3
Have we established
our zero-tolerance
behaviors and do we
have the courage to
enforce those
standards
197
Question 4
How do we deal with
people in the Rutledge
Quadrant (good skills
bad attitude)
198
Question 5
How are our attitude
and behavior
expectations conveyed
to new employees (and
docs)
199
Question 6
Are we buying our own
press clippings
- Slide 1
- Slide 2
- Slide 3
- Slide 4
- Slide 5
- Slide 6
- Slide 7
- Slide 8
- Slide 9
- Slide 10
- Slide 11
- Slide 12
- Slide 13
- Slide 14
- Slide 15
- Slide 16
- Slide 17
- Slide 18
- Slide 19
- Slide 20
- Slide 21
- Slide 22
- Slide 23
- Slide 24
- Slide 25
- Slide 26
- Slide 27
- Slide 28
- Slide 29
- Slide 30
- Slide 31
- Slide 32
- Slide 33
- Slide 34
- Slide 35
- Slide 36
- Slide 37
- Slide 38
- Slide 39
- Slide 40
- Slide 41
- Slide 42
- Slide 43
- Slide 44
- Slide 45
- Slide 46
- Slide 47
- Slide 48
- Slide 49
- Slide 50
- Slide 51
- Slide 52
- Slide 53
- Slide 54
- Slide 55
- Slide 56
- Slide 57
- Slide 58
- Slide 59
- Slide 60
- Slide 61
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- Slide 75
- Slide 76
- Slide 77
- Slide 78
- Slide 79
- Slide 80
- Slide 81
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- Slide 83
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- Slide 89
- Slide 90
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- Slide 100
- Slide 101
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- Slide 103
- Slide 104
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- Slide 137
- Slide 138
- Slide 139
- Slide 140
- Slide 141
- Slide 142
- Slide 143
- Slide 144
- Slide 145
- Slide 146
- Slide 147
- Slide 148
- Slide 149
- Slide 150
- Tool 1 The Values Behaviors Outcomes Continuum
- Slide 152
- Slide 153
- Slide 154
- Slide 155
- Slide 156
- Slide 157
- Slide 158
- Slide 159
- Slide 160
- Slide 161
- Slide 162
- Slide 163
- Slide 164
- Slide 165
- Slide 166
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- Slide 184
- Slide 185
- Slide 186
- Slide 187
- Slide 188
- Slide 189
- Slide 190
- Slide 191
- Slide 192
- Slide 193
- Slide 194
- Slide 195
- Slide 196
- Slide 197
- Slide 198
- Slide 199
-
![Page 80: Joe Tye Presentation for Georgia Hospital Association Trustee Conference, February 11, 2013](https://reader031.fdocuments.net/reader031/viewer/2022012918/544f4973af79593b028b7d1a/html5/thumbnails/80.jpg)
101
102
Emotional climate is
determined by what
you expect and what
you toleratehellip
103
And over time what
you tolerate will
dominate over what
you say you expect
104
ldquoOne toxically negative
person can drag down
morale and productivity
of an entire work
unitrdquo
105
ldquoIt is a leadership
responsibility to create a
workplace environment
where toxic emotional
negativity is not
toleratedrdquo
110
Building a
culture of
ownership
Do you have to start with the
right people on the bus
You canrsquot always
choose who you
have on the bus
You canrsquot just
throw all the
ldquowrongrdquo people off
the bus
You can create a bus that
everyone wants to ride
Fairfield Medical Center adopted
the 8 Florence Characteristics
for their employment brand
Commitment
To the values
vision
and mission of the
organization
Commitment is
most important
when the going
gets tough
ldquoWe need to see
opportunities where others
see barriers We need to
be cheerleaders when
others are moaning doom-
and-gloomrdquo
ldquoWe need to face problems
with contrarian toughness
because itrsquos in how we
solve those problems that
we differentiate ourselves
from everyone elserdquo
ldquoBrick walls are not
there to stop you they
are there to make you
prove how much you
want somethingrdquo
Randy Pausch The Last Lecture
Engagement
With patients
coworkers and
with the work itself
At Best Buy a 01
increase in employee
engagement generates
a $100000 increase in
gross store revenue
Harvard Business Review October 2010
Passion
Enthusiasm
positive attitude
and joy reflected in
everyday actions
Look at that
smile
How do you calculate ROI on a smile like that
Initiative
A ldquoProceed Until
Apprehendedrdquo
mindset
135
Can one person
who takes
initiative change
your
organization
138
MMFI
Fellowship
Fostering a
ldquosupport grouprdquo
culture of respect
and caring
142
Pride
In the organization
in the profession
in the work and in
you yourself
Pride is reflected in the answer
to that universal icebreaker
question
What do you do
The most powerful and
cost-effective
marketing campaign
your organization could
ever launch
What do you do
Thanks for asking
Irsquom good at what I do
I love what I do Irsquom
proud of what I do
What I do is
important
What could be more boring than
industrial ventilation systems
149
BigAssHospitalcom
Five of the tools we
use to help
hospitals create a
plan for the
Invisible
Architecture
Tool 1
The Values Behaviors Outcomes Continuum
151
Tool 2
The 3-minute
values drill
Current version
Compassio
n
Advocacy
Respect
ExcellenceValues statement of a Values Coach client
Old version
Compassio
n
Advocacy
Respect
Excellence
New version
Integrity
Enthusiasm
Loyalty
Stewardshi
p
Ownership
Fun
Tool 3
The 6-Word
Culture
Clarification
Exercise
This guy made a fortune with just 6 words
157
From a large
medical
products
company
158
Global company driven
by motivated
individuals
159
Great company often
own worst enemy
160
Process driven crisis
management creating
dysfunction
How can managers
working in the same
company have such
differing perspectives
162
Tool 4
The Culture Wheel to
spark thinking about the
why the what and the
how of cultural
transformation
Tool 5
The Florence Prescription
is a manifesto for
building a culture of
ownership on a
foundation of values
168
More than 400 hospitals and healthcare
organizations and over 100000 books
With The Florence Prescription you canhellip
Get everyone on the
same culture page
for just $5 a book
170
Part 2
Boardrsquos Role for
the Hospitalrsquos
Invisible
Architecturetrade
Micromanageme
nt
Abdication
172
What courageous followers (and
trustees) do
Challenge
Support
173
ldquoBoard members are
likely to wear rose tinted
glassesrdquoReport of the Center for Health Policy
and Research University of Iowa
174
21 questions the
board should ask
of the executive
team
175
8 questions the
board should ask
about the
hospitalrsquos core
values
176
Question 1
Why did we choose
these values and do
people buy into them
Do they even know
them
177
Question 2
Does our statement of
values have heart ndash is it
authentic ndash or is it
generic boilerplate
178
Question 3
How does our
statement of values
differentiate our
hospital in a
competitive
environment
179
Question 4
Are the values we have
chosen operationally
relevant Are the
societally relevant
180
Question 5
How often should we
revisit our values Is
now a good time for a
thorough review
181
Question 6
Do we have the
courage to enforce our
values with employees
medical staff board
and others
182
Question 7
Do execs use values to
instill the mental and
emotional toughness to
thrive in the
competitive healthcare
environment
183
Question 8
Should we do training
on values-based life
and leadership skills
(eg by joining the
Values Collaborative)
184
Date February 5 2013
Asheville NC
$149 per person
319-624-3889
185
7 questions the
board should ask
about the
hospitalrsquos culture
186
Question 1
Do we have a culture
plan that complements
our strategic plan
187
Question 3
Does our culture
tolerate behaviors not
consistent with our
values (eg gossip is
inconsistent with
integrity)
188
Question 4
Does our culture
tolerate management
by fear and
intimidation (despite
Demingrsquos warning)
189
Question 5
How do we collect and
share the stories that
help to transmit our
culture
190
Question 6
How do we invoke
rituals traditions
celebration and
executive visibility to
foster culture
191
Question 7
How do we screen out
cultural misfits and
inculcate new people
192
6 questions the
board should ask
about the
hospitalrsquos
workplace
attitudes
193
Question 1
How do we assess
employee engagement
how do we stack up
and how do we boost
it
194
Question 2
Is our culture
dominated by
emotional positivity or
is toxic emotional
negativity evident
195
This question can only
objectively be
answered by the Man
from Marshellip
196
Question 3
Have we established
our zero-tolerance
behaviors and do we
have the courage to
enforce those
standards
197
Question 4
How do we deal with
people in the Rutledge
Quadrant (good skills
bad attitude)
198
Question 5
How are our attitude
and behavior
expectations conveyed
to new employees (and
docs)
199
Question 6
Are we buying our own
press clippings
- Slide 1
- Slide 2
- Slide 3
- Slide 4
- Slide 5
- Slide 6
- Slide 7
- Slide 8
- Slide 9
- Slide 10
- Slide 11
- Slide 12
- Slide 13
- Slide 14
- Slide 15
- Slide 16
- Slide 17
- Slide 18
- Slide 19
- Slide 20
- Slide 21
- Slide 22
- Slide 23
- Slide 24
- Slide 25
- Slide 26
- Slide 27
- Slide 28
- Slide 29
- Slide 30
- Slide 31
- Slide 32
- Slide 33
- Slide 34
- Slide 35
- Slide 36
- Slide 37
- Slide 38
- Slide 39
- Slide 40
- Slide 41
- Slide 42
- Slide 43
- Slide 44
- Slide 45
- Slide 46
- Slide 47
- Slide 48
- Slide 49
- Slide 50
- Slide 51
- Slide 52
- Slide 53
- Slide 54
- Slide 55
- Slide 56
- Slide 57
- Slide 58
- Slide 59
- Slide 60
- Slide 61
- Slide 62
- Slide 63
- Slide 64
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- Slide 66
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- Slide 83
- Slide 84
- Slide 85
- Slide 86
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- Slide 89
- Slide 90
- Slide 91
- Slide 92
- Slide 93
- Slide 94
- Slide 95
- Slide 96
- Slide 97
- Slide 98
- Slide 99
- Slide 100
- Slide 101
- Slide 102
- Slide 103
- Slide 104
- Slide 105
- Slide 106
- Slide 107
- Slide 108
- Slide 109
- Slide 110
- Slide 111
- Slide 112
- Slide 113
- Slide 114
- Slide 115
- Slide 116
- Slide 117
- Slide 118
- Slide 119
- Slide 120
- Slide 121
- Slide 122
- Slide 123
- Slide 124
- Slide 125
- Slide 126
- Slide 127
- Slide 128
- Slide 129
- Slide 130
- Slide 131
- Slide 132
- Slide 133
- Slide 134
- Slide 135
- Slide 136
- Slide 137
- Slide 138
- Slide 139
- Slide 140
- Slide 141
- Slide 142
- Slide 143
- Slide 144
- Slide 145
- Slide 146
- Slide 147
- Slide 148
- Slide 149
- Slide 150
- Tool 1 The Values Behaviors Outcomes Continuum
- Slide 152
- Slide 153
- Slide 154
- Slide 155
- Slide 156
- Slide 157
- Slide 158
- Slide 159
- Slide 160
- Slide 161
- Slide 162
- Slide 163
- Slide 164
- Slide 165
- Slide 166
- Slide 167
- Slide 168
- Slide 169
- Slide 170
- Slide 171
- Slide 172
- Slide 173
- Slide 174
- Slide 175
- Slide 176
- Slide 177
- Slide 178
- Slide 179
- Slide 180
- Slide 181
- Slide 182
- Slide 183
- Slide 184
- Slide 185
- Slide 186
- Slide 187
- Slide 188
- Slide 189
- Slide 190
- Slide 191
- Slide 192
- Slide 193
- Slide 194
- Slide 195
- Slide 196
- Slide 197
- Slide 198
- Slide 199
-
![Page 81: Joe Tye Presentation for Georgia Hospital Association Trustee Conference, February 11, 2013](https://reader031.fdocuments.net/reader031/viewer/2022012918/544f4973af79593b028b7d1a/html5/thumbnails/81.jpg)
102
Emotional climate is
determined by what
you expect and what
you toleratehellip
103
And over time what
you tolerate will
dominate over what
you say you expect
104
ldquoOne toxically negative
person can drag down
morale and productivity
of an entire work
unitrdquo
105
ldquoIt is a leadership
responsibility to create a
workplace environment
where toxic emotional
negativity is not
toleratedrdquo
110
Building a
culture of
ownership
Do you have to start with the
right people on the bus
You canrsquot always
choose who you
have on the bus
You canrsquot just
throw all the
ldquowrongrdquo people off
the bus
You can create a bus that
everyone wants to ride
Fairfield Medical Center adopted
the 8 Florence Characteristics
for their employment brand
Commitment
To the values
vision
and mission of the
organization
Commitment is
most important
when the going
gets tough
ldquoWe need to see
opportunities where others
see barriers We need to
be cheerleaders when
others are moaning doom-
and-gloomrdquo
ldquoWe need to face problems
with contrarian toughness
because itrsquos in how we
solve those problems that
we differentiate ourselves
from everyone elserdquo
ldquoBrick walls are not
there to stop you they
are there to make you
prove how much you
want somethingrdquo
Randy Pausch The Last Lecture
Engagement
With patients
coworkers and
with the work itself
At Best Buy a 01
increase in employee
engagement generates
a $100000 increase in
gross store revenue
Harvard Business Review October 2010
Passion
Enthusiasm
positive attitude
and joy reflected in
everyday actions
Look at that
smile
How do you calculate ROI on a smile like that
Initiative
A ldquoProceed Until
Apprehendedrdquo
mindset
135
Can one person
who takes
initiative change
your
organization
138
MMFI
Fellowship
Fostering a
ldquosupport grouprdquo
culture of respect
and caring
142
Pride
In the organization
in the profession
in the work and in
you yourself
Pride is reflected in the answer
to that universal icebreaker
question
What do you do
The most powerful and
cost-effective
marketing campaign
your organization could
ever launch
What do you do
Thanks for asking
Irsquom good at what I do
I love what I do Irsquom
proud of what I do
What I do is
important
What could be more boring than
industrial ventilation systems
149
BigAssHospitalcom
Five of the tools we
use to help
hospitals create a
plan for the
Invisible
Architecture
Tool 1
The Values Behaviors Outcomes Continuum
151
Tool 2
The 3-minute
values drill
Current version
Compassio
n
Advocacy
Respect
ExcellenceValues statement of a Values Coach client
Old version
Compassio
n
Advocacy
Respect
Excellence
New version
Integrity
Enthusiasm
Loyalty
Stewardshi
p
Ownership
Fun
Tool 3
The 6-Word
Culture
Clarification
Exercise
This guy made a fortune with just 6 words
157
From a large
medical
products
company
158
Global company driven
by motivated
individuals
159
Great company often
own worst enemy
160
Process driven crisis
management creating
dysfunction
How can managers
working in the same
company have such
differing perspectives
162
Tool 4
The Culture Wheel to
spark thinking about the
why the what and the
how of cultural
transformation
Tool 5
The Florence Prescription
is a manifesto for
building a culture of
ownership on a
foundation of values
168
More than 400 hospitals and healthcare
organizations and over 100000 books
With The Florence Prescription you canhellip
Get everyone on the
same culture page
for just $5 a book
170
Part 2
Boardrsquos Role for
the Hospitalrsquos
Invisible
Architecturetrade
Micromanageme
nt
Abdication
172
What courageous followers (and
trustees) do
Challenge
Support
173
ldquoBoard members are
likely to wear rose tinted
glassesrdquoReport of the Center for Health Policy
and Research University of Iowa
174
21 questions the
board should ask
of the executive
team
175
8 questions the
board should ask
about the
hospitalrsquos core
values
176
Question 1
Why did we choose
these values and do
people buy into them
Do they even know
them
177
Question 2
Does our statement of
values have heart ndash is it
authentic ndash or is it
generic boilerplate
178
Question 3
How does our
statement of values
differentiate our
hospital in a
competitive
environment
179
Question 4
Are the values we have
chosen operationally
relevant Are the
societally relevant
180
Question 5
How often should we
revisit our values Is
now a good time for a
thorough review
181
Question 6
Do we have the
courage to enforce our
values with employees
medical staff board
and others
182
Question 7
Do execs use values to
instill the mental and
emotional toughness to
thrive in the
competitive healthcare
environment
183
Question 8
Should we do training
on values-based life
and leadership skills
(eg by joining the
Values Collaborative)
184
Date February 5 2013
Asheville NC
$149 per person
319-624-3889
185
7 questions the
board should ask
about the
hospitalrsquos culture
186
Question 1
Do we have a culture
plan that complements
our strategic plan
187
Question 3
Does our culture
tolerate behaviors not
consistent with our
values (eg gossip is
inconsistent with
integrity)
188
Question 4
Does our culture
tolerate management
by fear and
intimidation (despite
Demingrsquos warning)
189
Question 5
How do we collect and
share the stories that
help to transmit our
culture
190
Question 6
How do we invoke
rituals traditions
celebration and
executive visibility to
foster culture
191
Question 7
How do we screen out
cultural misfits and
inculcate new people
192
6 questions the
board should ask
about the
hospitalrsquos
workplace
attitudes
193
Question 1
How do we assess
employee engagement
how do we stack up
and how do we boost
it
194
Question 2
Is our culture
dominated by
emotional positivity or
is toxic emotional
negativity evident
195
This question can only
objectively be
answered by the Man
from Marshellip
196
Question 3
Have we established
our zero-tolerance
behaviors and do we
have the courage to
enforce those
standards
197
Question 4
How do we deal with
people in the Rutledge
Quadrant (good skills
bad attitude)
198
Question 5
How are our attitude
and behavior
expectations conveyed
to new employees (and
docs)
199
Question 6
Are we buying our own
press clippings
- Slide 1
- Slide 2
- Slide 3
- Slide 4
- Slide 5
- Slide 6
- Slide 7
- Slide 8
- Slide 9
- Slide 10
- Slide 11
- Slide 12
- Slide 13
- Slide 14
- Slide 15
- Slide 16
- Slide 17
- Slide 18
- Slide 19
- Slide 20
- Slide 21
- Slide 22
- Slide 23
- Slide 24
- Slide 25
- Slide 26
- Slide 27
- Slide 28
- Slide 29
- Slide 30
- Slide 31
- Slide 32
- Slide 33
- Slide 34
- Slide 35
- Slide 36
- Slide 37
- Slide 38
- Slide 39
- Slide 40
- Slide 41
- Slide 42
- Slide 43
- Slide 44
- Slide 45
- Slide 46
- Slide 47
- Slide 48
- Slide 49
- Slide 50
- Slide 51
- Slide 52
- Slide 53
- Slide 54
- Slide 55
- Slide 56
- Slide 57
- Slide 58
- Slide 59
- Slide 60
- Slide 61
- Slide 62
- Slide 63
- Slide 64
- Slide 65
- Slide 66
- Slide 67
- Slide 68
- Slide 69
- Slide 70
- Slide 71
- Slide 72
- Slide 73
- Slide 74
- Slide 75
- Slide 76
- Slide 77
- Slide 78
- Slide 79
- Slide 80
- Slide 81
- Slide 82
- Slide 83
- Slide 84
- Slide 85
- Slide 86
- Slide 87
- Slide 88
- Slide 89
- Slide 90
- Slide 91
- Slide 92
- Slide 93
- Slide 94
- Slide 95
- Slide 96
- Slide 97
- Slide 98
- Slide 99
- Slide 100
- Slide 101
- Slide 102
- Slide 103
- Slide 104
- Slide 105
- Slide 106
- Slide 107
- Slide 108
- Slide 109
- Slide 110
- Slide 111
- Slide 112
- Slide 113
- Slide 114
- Slide 115
- Slide 116
- Slide 117
- Slide 118
- Slide 119
- Slide 120
- Slide 121
- Slide 122
- Slide 123
- Slide 124
- Slide 125
- Slide 126
- Slide 127
- Slide 128
- Slide 129
- Slide 130
- Slide 131
- Slide 132
- Slide 133
- Slide 134
- Slide 135
- Slide 136
- Slide 137
- Slide 138
- Slide 139
- Slide 140
- Slide 141
- Slide 142
- Slide 143
- Slide 144
- Slide 145
- Slide 146
- Slide 147
- Slide 148
- Slide 149
- Slide 150
- Tool 1 The Values Behaviors Outcomes Continuum
- Slide 152
- Slide 153
- Slide 154
- Slide 155
- Slide 156
- Slide 157
- Slide 158
- Slide 159
- Slide 160
- Slide 161
- Slide 162
- Slide 163
- Slide 164
- Slide 165
- Slide 166
- Slide 167
- Slide 168
- Slide 169
- Slide 170
- Slide 171
- Slide 172
- Slide 173
- Slide 174
- Slide 175
- Slide 176
- Slide 177
- Slide 178
- Slide 179
- Slide 180
- Slide 181
- Slide 182
- Slide 183
- Slide 184
- Slide 185
- Slide 186
- Slide 187
- Slide 188
- Slide 189
- Slide 190
- Slide 191
- Slide 192
- Slide 193
- Slide 194
- Slide 195
- Slide 196
- Slide 197
- Slide 198
- Slide 199
-
![Page 82: Joe Tye Presentation for Georgia Hospital Association Trustee Conference, February 11, 2013](https://reader031.fdocuments.net/reader031/viewer/2022012918/544f4973af79593b028b7d1a/html5/thumbnails/82.jpg)
103
And over time what
you tolerate will
dominate over what
you say you expect
104
ldquoOne toxically negative
person can drag down
morale and productivity
of an entire work
unitrdquo
105
ldquoIt is a leadership
responsibility to create a
workplace environment
where toxic emotional
negativity is not
toleratedrdquo
110
Building a
culture of
ownership
Do you have to start with the
right people on the bus
You canrsquot always
choose who you
have on the bus
You canrsquot just
throw all the
ldquowrongrdquo people off
the bus
You can create a bus that
everyone wants to ride
Fairfield Medical Center adopted
the 8 Florence Characteristics
for their employment brand
Commitment
To the values
vision
and mission of the
organization
Commitment is
most important
when the going
gets tough
ldquoWe need to see
opportunities where others
see barriers We need to
be cheerleaders when
others are moaning doom-
and-gloomrdquo
ldquoWe need to face problems
with contrarian toughness
because itrsquos in how we
solve those problems that
we differentiate ourselves
from everyone elserdquo
ldquoBrick walls are not
there to stop you they
are there to make you
prove how much you
want somethingrdquo
Randy Pausch The Last Lecture
Engagement
With patients
coworkers and
with the work itself
At Best Buy a 01
increase in employee
engagement generates
a $100000 increase in
gross store revenue
Harvard Business Review October 2010
Passion
Enthusiasm
positive attitude
and joy reflected in
everyday actions
Look at that
smile
How do you calculate ROI on a smile like that
Initiative
A ldquoProceed Until
Apprehendedrdquo
mindset
135
Can one person
who takes
initiative change
your
organization
138
MMFI
Fellowship
Fostering a
ldquosupport grouprdquo
culture of respect
and caring
142
Pride
In the organization
in the profession
in the work and in
you yourself
Pride is reflected in the answer
to that universal icebreaker
question
What do you do
The most powerful and
cost-effective
marketing campaign
your organization could
ever launch
What do you do
Thanks for asking
Irsquom good at what I do
I love what I do Irsquom
proud of what I do
What I do is
important
What could be more boring than
industrial ventilation systems
149
BigAssHospitalcom
Five of the tools we
use to help
hospitals create a
plan for the
Invisible
Architecture
Tool 1
The Values Behaviors Outcomes Continuum
151
Tool 2
The 3-minute
values drill
Current version
Compassio
n
Advocacy
Respect
ExcellenceValues statement of a Values Coach client
Old version
Compassio
n
Advocacy
Respect
Excellence
New version
Integrity
Enthusiasm
Loyalty
Stewardshi
p
Ownership
Fun
Tool 3
The 6-Word
Culture
Clarification
Exercise
This guy made a fortune with just 6 words
157
From a large
medical
products
company
158
Global company driven
by motivated
individuals
159
Great company often
own worst enemy
160
Process driven crisis
management creating
dysfunction
How can managers
working in the same
company have such
differing perspectives
162
Tool 4
The Culture Wheel to
spark thinking about the
why the what and the
how of cultural
transformation
Tool 5
The Florence Prescription
is a manifesto for
building a culture of
ownership on a
foundation of values
168
More than 400 hospitals and healthcare
organizations and over 100000 books
With The Florence Prescription you canhellip
Get everyone on the
same culture page
for just $5 a book
170
Part 2
Boardrsquos Role for
the Hospitalrsquos
Invisible
Architecturetrade
Micromanageme
nt
Abdication
172
What courageous followers (and
trustees) do
Challenge
Support
173
ldquoBoard members are
likely to wear rose tinted
glassesrdquoReport of the Center for Health Policy
and Research University of Iowa
174
21 questions the
board should ask
of the executive
team
175
8 questions the
board should ask
about the
hospitalrsquos core
values
176
Question 1
Why did we choose
these values and do
people buy into them
Do they even know
them
177
Question 2
Does our statement of
values have heart ndash is it
authentic ndash or is it
generic boilerplate
178
Question 3
How does our
statement of values
differentiate our
hospital in a
competitive
environment
179
Question 4
Are the values we have
chosen operationally
relevant Are the
societally relevant
180
Question 5
How often should we
revisit our values Is
now a good time for a
thorough review
181
Question 6
Do we have the
courage to enforce our
values with employees
medical staff board
and others
182
Question 7
Do execs use values to
instill the mental and
emotional toughness to
thrive in the
competitive healthcare
environment
183
Question 8
Should we do training
on values-based life
and leadership skills
(eg by joining the
Values Collaborative)
184
Date February 5 2013
Asheville NC
$149 per person
319-624-3889
185
7 questions the
board should ask
about the
hospitalrsquos culture
186
Question 1
Do we have a culture
plan that complements
our strategic plan
187
Question 3
Does our culture
tolerate behaviors not
consistent with our
values (eg gossip is
inconsistent with
integrity)
188
Question 4
Does our culture
tolerate management
by fear and
intimidation (despite
Demingrsquos warning)
189
Question 5
How do we collect and
share the stories that
help to transmit our
culture
190
Question 6
How do we invoke
rituals traditions
celebration and
executive visibility to
foster culture
191
Question 7
How do we screen out
cultural misfits and
inculcate new people
192
6 questions the
board should ask
about the
hospitalrsquos
workplace
attitudes
193
Question 1
How do we assess
employee engagement
how do we stack up
and how do we boost
it
194
Question 2
Is our culture
dominated by
emotional positivity or
is toxic emotional
negativity evident
195
This question can only
objectively be
answered by the Man
from Marshellip
196
Question 3
Have we established
our zero-tolerance
behaviors and do we
have the courage to
enforce those
standards
197
Question 4
How do we deal with
people in the Rutledge
Quadrant (good skills
bad attitude)
198
Question 5
How are our attitude
and behavior
expectations conveyed
to new employees (and
docs)
199
Question 6
Are we buying our own
press clippings
- Slide 1
- Slide 2
- Slide 3
- Slide 4
- Slide 5
- Slide 6
- Slide 7
- Slide 8
- Slide 9
- Slide 10
- Slide 11
- Slide 12
- Slide 13
- Slide 14
- Slide 15
- Slide 16
- Slide 17
- Slide 18
- Slide 19
- Slide 20
- Slide 21
- Slide 22
- Slide 23
- Slide 24
- Slide 25
- Slide 26
- Slide 27
- Slide 28
- Slide 29
- Slide 30
- Slide 31
- Slide 32
- Slide 33
- Slide 34
- Slide 35
- Slide 36
- Slide 37
- Slide 38
- Slide 39
- Slide 40
- Slide 41
- Slide 42
- Slide 43
- Slide 44
- Slide 45
- Slide 46
- Slide 47
- Slide 48
- Slide 49
- Slide 50
- Slide 51
- Slide 52
- Slide 53
- Slide 54
- Slide 55
- Slide 56
- Slide 57
- Slide 58
- Slide 59
- Slide 60
- Slide 61
- Slide 62
- Slide 63
- Slide 64
- Slide 65
- Slide 66
- Slide 67
- Slide 68
- Slide 69
- Slide 70
- Slide 71
- Slide 72
- Slide 73
- Slide 74
- Slide 75
- Slide 76
- Slide 77
- Slide 78
- Slide 79
- Slide 80
- Slide 81
- Slide 82
- Slide 83
- Slide 84
- Slide 85
- Slide 86
- Slide 87
- Slide 88
- Slide 89
- Slide 90
- Slide 91
- Slide 92
- Slide 93
- Slide 94
- Slide 95
- Slide 96
- Slide 97
- Slide 98
- Slide 99
- Slide 100
- Slide 101
- Slide 102
- Slide 103
- Slide 104
- Slide 105
- Slide 106
- Slide 107
- Slide 108
- Slide 109
- Slide 110
- Slide 111
- Slide 112
- Slide 113
- Slide 114
- Slide 115
- Slide 116
- Slide 117
- Slide 118
- Slide 119
- Slide 120
- Slide 121
- Slide 122
- Slide 123
- Slide 124
- Slide 125
- Slide 126
- Slide 127
- Slide 128
- Slide 129
- Slide 130
- Slide 131
- Slide 132
- Slide 133
- Slide 134
- Slide 135
- Slide 136
- Slide 137
- Slide 138
- Slide 139
- Slide 140
- Slide 141
- Slide 142
- Slide 143
- Slide 144
- Slide 145
- Slide 146
- Slide 147
- Slide 148
- Slide 149
- Slide 150
- Tool 1 The Values Behaviors Outcomes Continuum
- Slide 152
- Slide 153
- Slide 154
- Slide 155
- Slide 156
- Slide 157
- Slide 158
- Slide 159
- Slide 160
- Slide 161
- Slide 162
- Slide 163
- Slide 164
- Slide 165
- Slide 166
- Slide 167
- Slide 168
- Slide 169
- Slide 170
- Slide 171
- Slide 172
- Slide 173
- Slide 174
- Slide 175
- Slide 176
- Slide 177
- Slide 178
- Slide 179
- Slide 180
- Slide 181
- Slide 182
- Slide 183
- Slide 184
- Slide 185
- Slide 186
- Slide 187
- Slide 188
- Slide 189
- Slide 190
- Slide 191
- Slide 192
- Slide 193
- Slide 194
- Slide 195
- Slide 196
- Slide 197
- Slide 198
- Slide 199
-
![Page 83: Joe Tye Presentation for Georgia Hospital Association Trustee Conference, February 11, 2013](https://reader031.fdocuments.net/reader031/viewer/2022012918/544f4973af79593b028b7d1a/html5/thumbnails/83.jpg)
104
ldquoOne toxically negative
person can drag down
morale and productivity
of an entire work
unitrdquo
105
ldquoIt is a leadership
responsibility to create a
workplace environment
where toxic emotional
negativity is not
toleratedrdquo
110
Building a
culture of
ownership
Do you have to start with the
right people on the bus
You canrsquot always
choose who you
have on the bus
You canrsquot just
throw all the
ldquowrongrdquo people off
the bus
You can create a bus that
everyone wants to ride
Fairfield Medical Center adopted
the 8 Florence Characteristics
for their employment brand
Commitment
To the values
vision
and mission of the
organization
Commitment is
most important
when the going
gets tough
ldquoWe need to see
opportunities where others
see barriers We need to
be cheerleaders when
others are moaning doom-
and-gloomrdquo
ldquoWe need to face problems
with contrarian toughness
because itrsquos in how we
solve those problems that
we differentiate ourselves
from everyone elserdquo
ldquoBrick walls are not
there to stop you they
are there to make you
prove how much you
want somethingrdquo
Randy Pausch The Last Lecture
Engagement
With patients
coworkers and
with the work itself
At Best Buy a 01
increase in employee
engagement generates
a $100000 increase in
gross store revenue
Harvard Business Review October 2010
Passion
Enthusiasm
positive attitude
and joy reflected in
everyday actions
Look at that
smile
How do you calculate ROI on a smile like that
Initiative
A ldquoProceed Until
Apprehendedrdquo
mindset
135
Can one person
who takes
initiative change
your
organization
138
MMFI
Fellowship
Fostering a
ldquosupport grouprdquo
culture of respect
and caring
142
Pride
In the organization
in the profession
in the work and in
you yourself
Pride is reflected in the answer
to that universal icebreaker
question
What do you do
The most powerful and
cost-effective
marketing campaign
your organization could
ever launch
What do you do
Thanks for asking
Irsquom good at what I do
I love what I do Irsquom
proud of what I do
What I do is
important
What could be more boring than
industrial ventilation systems
149
BigAssHospitalcom
Five of the tools we
use to help
hospitals create a
plan for the
Invisible
Architecture
Tool 1
The Values Behaviors Outcomes Continuum
151
Tool 2
The 3-minute
values drill
Current version
Compassio
n
Advocacy
Respect
ExcellenceValues statement of a Values Coach client
Old version
Compassio
n
Advocacy
Respect
Excellence
New version
Integrity
Enthusiasm
Loyalty
Stewardshi
p
Ownership
Fun
Tool 3
The 6-Word
Culture
Clarification
Exercise
This guy made a fortune with just 6 words
157
From a large
medical
products
company
158
Global company driven
by motivated
individuals
159
Great company often
own worst enemy
160
Process driven crisis
management creating
dysfunction
How can managers
working in the same
company have such
differing perspectives
162
Tool 4
The Culture Wheel to
spark thinking about the
why the what and the
how of cultural
transformation
Tool 5
The Florence Prescription
is a manifesto for
building a culture of
ownership on a
foundation of values
168
More than 400 hospitals and healthcare
organizations and over 100000 books
With The Florence Prescription you canhellip
Get everyone on the
same culture page
for just $5 a book
170
Part 2
Boardrsquos Role for
the Hospitalrsquos
Invisible
Architecturetrade
Micromanageme
nt
Abdication
172
What courageous followers (and
trustees) do
Challenge
Support
173
ldquoBoard members are
likely to wear rose tinted
glassesrdquoReport of the Center for Health Policy
and Research University of Iowa
174
21 questions the
board should ask
of the executive
team
175
8 questions the
board should ask
about the
hospitalrsquos core
values
176
Question 1
Why did we choose
these values and do
people buy into them
Do they even know
them
177
Question 2
Does our statement of
values have heart ndash is it
authentic ndash or is it
generic boilerplate
178
Question 3
How does our
statement of values
differentiate our
hospital in a
competitive
environment
179
Question 4
Are the values we have
chosen operationally
relevant Are the
societally relevant
180
Question 5
How often should we
revisit our values Is
now a good time for a
thorough review
181
Question 6
Do we have the
courage to enforce our
values with employees
medical staff board
and others
182
Question 7
Do execs use values to
instill the mental and
emotional toughness to
thrive in the
competitive healthcare
environment
183
Question 8
Should we do training
on values-based life
and leadership skills
(eg by joining the
Values Collaborative)
184
Date February 5 2013
Asheville NC
$149 per person
319-624-3889
185
7 questions the
board should ask
about the
hospitalrsquos culture
186
Question 1
Do we have a culture
plan that complements
our strategic plan
187
Question 3
Does our culture
tolerate behaviors not
consistent with our
values (eg gossip is
inconsistent with
integrity)
188
Question 4
Does our culture
tolerate management
by fear and
intimidation (despite
Demingrsquos warning)
189
Question 5
How do we collect and
share the stories that
help to transmit our
culture
190
Question 6
How do we invoke
rituals traditions
celebration and
executive visibility to
foster culture
191
Question 7
How do we screen out
cultural misfits and
inculcate new people
192
6 questions the
board should ask
about the
hospitalrsquos
workplace
attitudes
193
Question 1
How do we assess
employee engagement
how do we stack up
and how do we boost
it
194
Question 2
Is our culture
dominated by
emotional positivity or
is toxic emotional
negativity evident
195
This question can only
objectively be
answered by the Man
from Marshellip
196
Question 3
Have we established
our zero-tolerance
behaviors and do we
have the courage to
enforce those
standards
197
Question 4
How do we deal with
people in the Rutledge
Quadrant (good skills
bad attitude)
198
Question 5
How are our attitude
and behavior
expectations conveyed
to new employees (and
docs)
199
Question 6
Are we buying our own
press clippings
- Slide 1
- Slide 2
- Slide 3
- Slide 4
- Slide 5
- Slide 6
- Slide 7
- Slide 8
- Slide 9
- Slide 10
- Slide 11
- Slide 12
- Slide 13
- Slide 14
- Slide 15
- Slide 16
- Slide 17
- Slide 18
- Slide 19
- Slide 20
- Slide 21
- Slide 22
- Slide 23
- Slide 24
- Slide 25
- Slide 26
- Slide 27
- Slide 28
- Slide 29
- Slide 30
- Slide 31
- Slide 32
- Slide 33
- Slide 34
- Slide 35
- Slide 36
- Slide 37
- Slide 38
- Slide 39
- Slide 40
- Slide 41
- Slide 42
- Slide 43
- Slide 44
- Slide 45
- Slide 46
- Slide 47
- Slide 48
- Slide 49
- Slide 50
- Slide 51
- Slide 52
- Slide 53
- Slide 54
- Slide 55
- Slide 56
- Slide 57
- Slide 58
- Slide 59
- Slide 60
- Slide 61
- Slide 62
- Slide 63
- Slide 64
- Slide 65
- Slide 66
- Slide 67
- Slide 68
- Slide 69
- Slide 70
- Slide 71
- Slide 72
- Slide 73
- Slide 74
- Slide 75
- Slide 76
- Slide 77
- Slide 78
- Slide 79
- Slide 80
- Slide 81
- Slide 82
- Slide 83
- Slide 84
- Slide 85
- Slide 86
- Slide 87
- Slide 88
- Slide 89
- Slide 90
- Slide 91
- Slide 92
- Slide 93
- Slide 94
- Slide 95
- Slide 96
- Slide 97
- Slide 98
- Slide 99
- Slide 100
- Slide 101
- Slide 102
- Slide 103
- Slide 104
- Slide 105
- Slide 106
- Slide 107
- Slide 108
- Slide 109
- Slide 110
- Slide 111
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- Slide 133
- Slide 134
- Slide 135
- Slide 136
- Slide 137
- Slide 138
- Slide 139
- Slide 140
- Slide 141
- Slide 142
- Slide 143
- Slide 144
- Slide 145
- Slide 146
- Slide 147
- Slide 148
- Slide 149
- Slide 150
- Tool 1 The Values Behaviors Outcomes Continuum
- Slide 152
- Slide 153
- Slide 154
- Slide 155
- Slide 156
- Slide 157
- Slide 158
- Slide 159
- Slide 160
- Slide 161
- Slide 162
- Slide 163
- Slide 164
- Slide 165
- Slide 166
- Slide 167
- Slide 168
- Slide 169
- Slide 170
- Slide 171
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- Slide 175
- Slide 176
- Slide 177
- Slide 178
- Slide 179
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- Slide 181
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- Slide 183
- Slide 184
- Slide 185
- Slide 186
- Slide 187
- Slide 188
- Slide 189
- Slide 190
- Slide 191
- Slide 192
- Slide 193
- Slide 194
- Slide 195
- Slide 196
- Slide 197
- Slide 198
- Slide 199
-
![Page 84: Joe Tye Presentation for Georgia Hospital Association Trustee Conference, February 11, 2013](https://reader031.fdocuments.net/reader031/viewer/2022012918/544f4973af79593b028b7d1a/html5/thumbnails/84.jpg)
105
ldquoIt is a leadership
responsibility to create a
workplace environment
where toxic emotional
negativity is not
toleratedrdquo
110
Building a
culture of
ownership
Do you have to start with the
right people on the bus
You canrsquot always
choose who you
have on the bus
You canrsquot just
throw all the
ldquowrongrdquo people off
the bus
You can create a bus that
everyone wants to ride
Fairfield Medical Center adopted
the 8 Florence Characteristics
for their employment brand
Commitment
To the values
vision
and mission of the
organization
Commitment is
most important
when the going
gets tough
ldquoWe need to see
opportunities where others
see barriers We need to
be cheerleaders when
others are moaning doom-
and-gloomrdquo
ldquoWe need to face problems
with contrarian toughness
because itrsquos in how we
solve those problems that
we differentiate ourselves
from everyone elserdquo
ldquoBrick walls are not
there to stop you they
are there to make you
prove how much you
want somethingrdquo
Randy Pausch The Last Lecture
Engagement
With patients
coworkers and
with the work itself
At Best Buy a 01
increase in employee
engagement generates
a $100000 increase in
gross store revenue
Harvard Business Review October 2010
Passion
Enthusiasm
positive attitude
and joy reflected in
everyday actions
Look at that
smile
How do you calculate ROI on a smile like that
Initiative
A ldquoProceed Until
Apprehendedrdquo
mindset
135
Can one person
who takes
initiative change
your
organization
138
MMFI
Fellowship
Fostering a
ldquosupport grouprdquo
culture of respect
and caring
142
Pride
In the organization
in the profession
in the work and in
you yourself
Pride is reflected in the answer
to that universal icebreaker
question
What do you do
The most powerful and
cost-effective
marketing campaign
your organization could
ever launch
What do you do
Thanks for asking
Irsquom good at what I do
I love what I do Irsquom
proud of what I do
What I do is
important
What could be more boring than
industrial ventilation systems
149
BigAssHospitalcom
Five of the tools we
use to help
hospitals create a
plan for the
Invisible
Architecture
Tool 1
The Values Behaviors Outcomes Continuum
151
Tool 2
The 3-minute
values drill
Current version
Compassio
n
Advocacy
Respect
ExcellenceValues statement of a Values Coach client
Old version
Compassio
n
Advocacy
Respect
Excellence
New version
Integrity
Enthusiasm
Loyalty
Stewardshi
p
Ownership
Fun
Tool 3
The 6-Word
Culture
Clarification
Exercise
This guy made a fortune with just 6 words
157
From a large
medical
products
company
158
Global company driven
by motivated
individuals
159
Great company often
own worst enemy
160
Process driven crisis
management creating
dysfunction
How can managers
working in the same
company have such
differing perspectives
162
Tool 4
The Culture Wheel to
spark thinking about the
why the what and the
how of cultural
transformation
Tool 5
The Florence Prescription
is a manifesto for
building a culture of
ownership on a
foundation of values
168
More than 400 hospitals and healthcare
organizations and over 100000 books
With The Florence Prescription you canhellip
Get everyone on the
same culture page
for just $5 a book
170
Part 2
Boardrsquos Role for
the Hospitalrsquos
Invisible
Architecturetrade
Micromanageme
nt
Abdication
172
What courageous followers (and
trustees) do
Challenge
Support
173
ldquoBoard members are
likely to wear rose tinted
glassesrdquoReport of the Center for Health Policy
and Research University of Iowa
174
21 questions the
board should ask
of the executive
team
175
8 questions the
board should ask
about the
hospitalrsquos core
values
176
Question 1
Why did we choose
these values and do
people buy into them
Do they even know
them
177
Question 2
Does our statement of
values have heart ndash is it
authentic ndash or is it
generic boilerplate
178
Question 3
How does our
statement of values
differentiate our
hospital in a
competitive
environment
179
Question 4
Are the values we have
chosen operationally
relevant Are the
societally relevant
180
Question 5
How often should we
revisit our values Is
now a good time for a
thorough review
181
Question 6
Do we have the
courage to enforce our
values with employees
medical staff board
and others
182
Question 7
Do execs use values to
instill the mental and
emotional toughness to
thrive in the
competitive healthcare
environment
183
Question 8
Should we do training
on values-based life
and leadership skills
(eg by joining the
Values Collaborative)
184
Date February 5 2013
Asheville NC
$149 per person
319-624-3889
185
7 questions the
board should ask
about the
hospitalrsquos culture
186
Question 1
Do we have a culture
plan that complements
our strategic plan
187
Question 3
Does our culture
tolerate behaviors not
consistent with our
values (eg gossip is
inconsistent with
integrity)
188
Question 4
Does our culture
tolerate management
by fear and
intimidation (despite
Demingrsquos warning)
189
Question 5
How do we collect and
share the stories that
help to transmit our
culture
190
Question 6
How do we invoke
rituals traditions
celebration and
executive visibility to
foster culture
191
Question 7
How do we screen out
cultural misfits and
inculcate new people
192
6 questions the
board should ask
about the
hospitalrsquos
workplace
attitudes
193
Question 1
How do we assess
employee engagement
how do we stack up
and how do we boost
it
194
Question 2
Is our culture
dominated by
emotional positivity or
is toxic emotional
negativity evident
195
This question can only
objectively be
answered by the Man
from Marshellip
196
Question 3
Have we established
our zero-tolerance
behaviors and do we
have the courage to
enforce those
standards
197
Question 4
How do we deal with
people in the Rutledge
Quadrant (good skills
bad attitude)
198
Question 5
How are our attitude
and behavior
expectations conveyed
to new employees (and
docs)
199
Question 6
Are we buying our own
press clippings
- Slide 1
- Slide 2
- Slide 3
- Slide 4
- Slide 5
- Slide 6
- Slide 7
- Slide 8
- Slide 9
- Slide 10
- Slide 11
- Slide 12
- Slide 13
- Slide 14
- Slide 15
- Slide 16
- Slide 17
- Slide 18
- Slide 19
- Slide 20
- Slide 21
- Slide 22
- Slide 23
- Slide 24
- Slide 25
- Slide 26
- Slide 27
- Slide 28
- Slide 29
- Slide 30
- Slide 31
- Slide 32
- Slide 33
- Slide 34
- Slide 35
- Slide 36
- Slide 37
- Slide 38
- Slide 39
- Slide 40
- Slide 41
- Slide 42
- Slide 43
- Slide 44
- Slide 45
- Slide 46
- Slide 47
- Slide 48
- Slide 49
- Slide 50
- Slide 51
- Slide 52
- Slide 53
- Slide 54
- Slide 55
- Slide 56
- Slide 57
- Slide 58
- Slide 59
- Slide 60
- Slide 61
- Slide 62
- Slide 63
- Slide 64
- Slide 65
- Slide 66
- Slide 67
- Slide 68
- Slide 69
- Slide 70
- Slide 71
- Slide 72
- Slide 73
- Slide 74
- Slide 75
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- Slide 78
- Slide 79
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- Slide 84
- Slide 85
- Slide 86
- Slide 87
- Slide 88
- Slide 89
- Slide 90
- Slide 91
- Slide 92
- Slide 93
- Slide 94
- Slide 95
- Slide 96
- Slide 97
- Slide 98
- Slide 99
- Slide 100
- Slide 101
- Slide 102
- Slide 103
- Slide 104
- Slide 105
- Slide 106
- Slide 107
- Slide 108
- Slide 109
- Slide 110
- Slide 111
- Slide 112
- Slide 113
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- Slide 116
- Slide 117
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- Slide 119
- Slide 120
- Slide 121
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- Slide 125
- Slide 126
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- Slide 128
- Slide 129
- Slide 130
- Slide 131
- Slide 132
- Slide 133
- Slide 134
- Slide 135
- Slide 136
- Slide 137
- Slide 138
- Slide 139
- Slide 140
- Slide 141
- Slide 142
- Slide 143
- Slide 144
- Slide 145
- Slide 146
- Slide 147
- Slide 148
- Slide 149
- Slide 150
- Tool 1 The Values Behaviors Outcomes Continuum
- Slide 152
- Slide 153
- Slide 154
- Slide 155
- Slide 156
- Slide 157
- Slide 158
- Slide 159
- Slide 160
- Slide 161
- Slide 162
- Slide 163
- Slide 164
- Slide 165
- Slide 166
- Slide 167
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- Slide 185
- Slide 186
- Slide 187
- Slide 188
- Slide 189
- Slide 190
- Slide 191
- Slide 192
- Slide 193
- Slide 194
- Slide 195
- Slide 196
- Slide 197
- Slide 198
- Slide 199
-
![Page 85: Joe Tye Presentation for Georgia Hospital Association Trustee Conference, February 11, 2013](https://reader031.fdocuments.net/reader031/viewer/2022012918/544f4973af79593b028b7d1a/html5/thumbnails/85.jpg)
110
Building a
culture of
ownership
Do you have to start with the
right people on the bus
You canrsquot always
choose who you
have on the bus
You canrsquot just
throw all the
ldquowrongrdquo people off
the bus
You can create a bus that
everyone wants to ride
Fairfield Medical Center adopted
the 8 Florence Characteristics
for their employment brand
Commitment
To the values
vision
and mission of the
organization
Commitment is
most important
when the going
gets tough
ldquoWe need to see
opportunities where others
see barriers We need to
be cheerleaders when
others are moaning doom-
and-gloomrdquo
ldquoWe need to face problems
with contrarian toughness
because itrsquos in how we
solve those problems that
we differentiate ourselves
from everyone elserdquo
ldquoBrick walls are not
there to stop you they
are there to make you
prove how much you
want somethingrdquo
Randy Pausch The Last Lecture
Engagement
With patients
coworkers and
with the work itself
At Best Buy a 01
increase in employee
engagement generates
a $100000 increase in
gross store revenue
Harvard Business Review October 2010
Passion
Enthusiasm
positive attitude
and joy reflected in
everyday actions
Look at that
smile
How do you calculate ROI on a smile like that
Initiative
A ldquoProceed Until
Apprehendedrdquo
mindset
135
Can one person
who takes
initiative change
your
organization
138
MMFI
Fellowship
Fostering a
ldquosupport grouprdquo
culture of respect
and caring
142
Pride
In the organization
in the profession
in the work and in
you yourself
Pride is reflected in the answer
to that universal icebreaker
question
What do you do
The most powerful and
cost-effective
marketing campaign
your organization could
ever launch
What do you do
Thanks for asking
Irsquom good at what I do
I love what I do Irsquom
proud of what I do
What I do is
important
What could be more boring than
industrial ventilation systems
149
BigAssHospitalcom
Five of the tools we
use to help
hospitals create a
plan for the
Invisible
Architecture
Tool 1
The Values Behaviors Outcomes Continuum
151
Tool 2
The 3-minute
values drill
Current version
Compassio
n
Advocacy
Respect
ExcellenceValues statement of a Values Coach client
Old version
Compassio
n
Advocacy
Respect
Excellence
New version
Integrity
Enthusiasm
Loyalty
Stewardshi
p
Ownership
Fun
Tool 3
The 6-Word
Culture
Clarification
Exercise
This guy made a fortune with just 6 words
157
From a large
medical
products
company
158
Global company driven
by motivated
individuals
159
Great company often
own worst enemy
160
Process driven crisis
management creating
dysfunction
How can managers
working in the same
company have such
differing perspectives
162
Tool 4
The Culture Wheel to
spark thinking about the
why the what and the
how of cultural
transformation
Tool 5
The Florence Prescription
is a manifesto for
building a culture of
ownership on a
foundation of values
168
More than 400 hospitals and healthcare
organizations and over 100000 books
With The Florence Prescription you canhellip
Get everyone on the
same culture page
for just $5 a book
170
Part 2
Boardrsquos Role for
the Hospitalrsquos
Invisible
Architecturetrade
Micromanageme
nt
Abdication
172
What courageous followers (and
trustees) do
Challenge
Support
173
ldquoBoard members are
likely to wear rose tinted
glassesrdquoReport of the Center for Health Policy
and Research University of Iowa
174
21 questions the
board should ask
of the executive
team
175
8 questions the
board should ask
about the
hospitalrsquos core
values
176
Question 1
Why did we choose
these values and do
people buy into them
Do they even know
them
177
Question 2
Does our statement of
values have heart ndash is it
authentic ndash or is it
generic boilerplate
178
Question 3
How does our
statement of values
differentiate our
hospital in a
competitive
environment
179
Question 4
Are the values we have
chosen operationally
relevant Are the
societally relevant
180
Question 5
How often should we
revisit our values Is
now a good time for a
thorough review
181
Question 6
Do we have the
courage to enforce our
values with employees
medical staff board
and others
182
Question 7
Do execs use values to
instill the mental and
emotional toughness to
thrive in the
competitive healthcare
environment
183
Question 8
Should we do training
on values-based life
and leadership skills
(eg by joining the
Values Collaborative)
184
Date February 5 2013
Asheville NC
$149 per person
319-624-3889
185
7 questions the
board should ask
about the
hospitalrsquos culture
186
Question 1
Do we have a culture
plan that complements
our strategic plan
187
Question 3
Does our culture
tolerate behaviors not
consistent with our
values (eg gossip is
inconsistent with
integrity)
188
Question 4
Does our culture
tolerate management
by fear and
intimidation (despite
Demingrsquos warning)
189
Question 5
How do we collect and
share the stories that
help to transmit our
culture
190
Question 6
How do we invoke
rituals traditions
celebration and
executive visibility to
foster culture
191
Question 7
How do we screen out
cultural misfits and
inculcate new people
192
6 questions the
board should ask
about the
hospitalrsquos
workplace
attitudes
193
Question 1
How do we assess
employee engagement
how do we stack up
and how do we boost
it
194
Question 2
Is our culture
dominated by
emotional positivity or
is toxic emotional
negativity evident
195
This question can only
objectively be
answered by the Man
from Marshellip
196
Question 3
Have we established
our zero-tolerance
behaviors and do we
have the courage to
enforce those
standards
197
Question 4
How do we deal with
people in the Rutledge
Quadrant (good skills
bad attitude)
198
Question 5
How are our attitude
and behavior
expectations conveyed
to new employees (and
docs)
199
Question 6
Are we buying our own
press clippings
- Slide 1
- Slide 2
- Slide 3
- Slide 4
- Slide 5
- Slide 6
- Slide 7
- Slide 8
- Slide 9
- Slide 10
- Slide 11
- Slide 12
- Slide 13
- Slide 14
- Slide 15
- Slide 16
- Slide 17
- Slide 18
- Slide 19
- Slide 20
- Slide 21
- Slide 22
- Slide 23
- Slide 24
- Slide 25
- Slide 26
- Slide 27
- Slide 28
- Slide 29
- Slide 30
- Slide 31
- Slide 32
- Slide 33
- Slide 34
- Slide 35
- Slide 36
- Slide 37
- Slide 38
- Slide 39
- Slide 40
- Slide 41
- Slide 42
- Slide 43
- Slide 44
- Slide 45
- Slide 46
- Slide 47
- Slide 48
- Slide 49
- Slide 50
- Slide 51
- Slide 52
- Slide 53
- Slide 54
- Slide 55
- Slide 56
- Slide 57
- Slide 58
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- Slide 81
- Slide 82
- Slide 83
- Slide 84
- Slide 85
- Slide 86
- Slide 87
- Slide 88
- Slide 89
- Slide 90
- Slide 91
- Slide 92
- Slide 93
- Slide 94
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- Slide 140
- Slide 141
- Slide 142
- Slide 143
- Slide 144
- Slide 145
- Slide 146
- Slide 147
- Slide 148
- Slide 149
- Slide 150
- Tool 1 The Values Behaviors Outcomes Continuum
- Slide 152
- Slide 153
- Slide 154
- Slide 155
- Slide 156
- Slide 157
- Slide 158
- Slide 159
- Slide 160
- Slide 161
- Slide 162
- Slide 163
- Slide 164
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- Slide 166
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- Slide 190
- Slide 191
- Slide 192
- Slide 193
- Slide 194
- Slide 195
- Slide 196
- Slide 197
- Slide 198
- Slide 199
-
![Page 86: Joe Tye Presentation for Georgia Hospital Association Trustee Conference, February 11, 2013](https://reader031.fdocuments.net/reader031/viewer/2022012918/544f4973af79593b028b7d1a/html5/thumbnails/86.jpg)
Building a
culture of
ownership
Do you have to start with the
right people on the bus
You canrsquot always
choose who you
have on the bus
You canrsquot just
throw all the
ldquowrongrdquo people off
the bus
You can create a bus that
everyone wants to ride
Fairfield Medical Center adopted
the 8 Florence Characteristics
for their employment brand
Commitment
To the values
vision
and mission of the
organization
Commitment is
most important
when the going
gets tough
ldquoWe need to see
opportunities where others
see barriers We need to
be cheerleaders when
others are moaning doom-
and-gloomrdquo
ldquoWe need to face problems
with contrarian toughness
because itrsquos in how we
solve those problems that
we differentiate ourselves
from everyone elserdquo
ldquoBrick walls are not
there to stop you they
are there to make you
prove how much you
want somethingrdquo
Randy Pausch The Last Lecture
Engagement
With patients
coworkers and
with the work itself
At Best Buy a 01
increase in employee
engagement generates
a $100000 increase in
gross store revenue
Harvard Business Review October 2010
Passion
Enthusiasm
positive attitude
and joy reflected in
everyday actions
Look at that
smile
How do you calculate ROI on a smile like that
Initiative
A ldquoProceed Until
Apprehendedrdquo
mindset
135
Can one person
who takes
initiative change
your
organization
138
MMFI
Fellowship
Fostering a
ldquosupport grouprdquo
culture of respect
and caring
142
Pride
In the organization
in the profession
in the work and in
you yourself
Pride is reflected in the answer
to that universal icebreaker
question
What do you do
The most powerful and
cost-effective
marketing campaign
your organization could
ever launch
What do you do
Thanks for asking
Irsquom good at what I do
I love what I do Irsquom
proud of what I do
What I do is
important
What could be more boring than
industrial ventilation systems
149
BigAssHospitalcom
Five of the tools we
use to help
hospitals create a
plan for the
Invisible
Architecture
Tool 1
The Values Behaviors Outcomes Continuum
151
Tool 2
The 3-minute
values drill
Current version
Compassio
n
Advocacy
Respect
ExcellenceValues statement of a Values Coach client
Old version
Compassio
n
Advocacy
Respect
Excellence
New version
Integrity
Enthusiasm
Loyalty
Stewardshi
p
Ownership
Fun
Tool 3
The 6-Word
Culture
Clarification
Exercise
This guy made a fortune with just 6 words
157
From a large
medical
products
company
158
Global company driven
by motivated
individuals
159
Great company often
own worst enemy
160
Process driven crisis
management creating
dysfunction
How can managers
working in the same
company have such
differing perspectives
162
Tool 4
The Culture Wheel to
spark thinking about the
why the what and the
how of cultural
transformation
Tool 5
The Florence Prescription
is a manifesto for
building a culture of
ownership on a
foundation of values
168
More than 400 hospitals and healthcare
organizations and over 100000 books
With The Florence Prescription you canhellip
Get everyone on the
same culture page
for just $5 a book
170
Part 2
Boardrsquos Role for
the Hospitalrsquos
Invisible
Architecturetrade
Micromanageme
nt
Abdication
172
What courageous followers (and
trustees) do
Challenge
Support
173
ldquoBoard members are
likely to wear rose tinted
glassesrdquoReport of the Center for Health Policy
and Research University of Iowa
174
21 questions the
board should ask
of the executive
team
175
8 questions the
board should ask
about the
hospitalrsquos core
values
176
Question 1
Why did we choose
these values and do
people buy into them
Do they even know
them
177
Question 2
Does our statement of
values have heart ndash is it
authentic ndash or is it
generic boilerplate
178
Question 3
How does our
statement of values
differentiate our
hospital in a
competitive
environment
179
Question 4
Are the values we have
chosen operationally
relevant Are the
societally relevant
180
Question 5
How often should we
revisit our values Is
now a good time for a
thorough review
181
Question 6
Do we have the
courage to enforce our
values with employees
medical staff board
and others
182
Question 7
Do execs use values to
instill the mental and
emotional toughness to
thrive in the
competitive healthcare
environment
183
Question 8
Should we do training
on values-based life
and leadership skills
(eg by joining the
Values Collaborative)
184
Date February 5 2013
Asheville NC
$149 per person
319-624-3889
185
7 questions the
board should ask
about the
hospitalrsquos culture
186
Question 1
Do we have a culture
plan that complements
our strategic plan
187
Question 3
Does our culture
tolerate behaviors not
consistent with our
values (eg gossip is
inconsistent with
integrity)
188
Question 4
Does our culture
tolerate management
by fear and
intimidation (despite
Demingrsquos warning)
189
Question 5
How do we collect and
share the stories that
help to transmit our
culture
190
Question 6
How do we invoke
rituals traditions
celebration and
executive visibility to
foster culture
191
Question 7
How do we screen out
cultural misfits and
inculcate new people
192
6 questions the
board should ask
about the
hospitalrsquos
workplace
attitudes
193
Question 1
How do we assess
employee engagement
how do we stack up
and how do we boost
it
194
Question 2
Is our culture
dominated by
emotional positivity or
is toxic emotional
negativity evident
195
This question can only
objectively be
answered by the Man
from Marshellip
196
Question 3
Have we established
our zero-tolerance
behaviors and do we
have the courage to
enforce those
standards
197
Question 4
How do we deal with
people in the Rutledge
Quadrant (good skills
bad attitude)
198
Question 5
How are our attitude
and behavior
expectations conveyed
to new employees (and
docs)
199
Question 6
Are we buying our own
press clippings
- Slide 1
- Slide 2
- Slide 3
- Slide 4
- Slide 5
- Slide 6
- Slide 7
- Slide 8
- Slide 9
- Slide 10
- Slide 11
- Slide 12
- Slide 13
- Slide 14
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- Slide 40
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- Slide 49
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- Slide 81
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- Slide 83
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- Slide 89
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- Slide 91
- Slide 92
- Slide 93
- Slide 94
- Slide 95
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- Slide 100
- Slide 101
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- Slide 110
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- Slide 121
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- Slide 129
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- Slide 131
- Slide 132
- Slide 133
- Slide 134
- Slide 135
- Slide 136
- Slide 137
- Slide 138
- Slide 139
- Slide 140
- Slide 141
- Slide 142
- Slide 143
- Slide 144
- Slide 145
- Slide 146
- Slide 147
- Slide 148
- Slide 149
- Slide 150
- Tool 1 The Values Behaviors Outcomes Continuum
- Slide 152
- Slide 153
- Slide 154
- Slide 155
- Slide 156
- Slide 157
- Slide 158
- Slide 159
- Slide 160
- Slide 161
- Slide 162
- Slide 163
- Slide 164
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- Slide 166
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- Slide 189
- Slide 190
- Slide 191
- Slide 192
- Slide 193
- Slide 194
- Slide 195
- Slide 196
- Slide 197
- Slide 198
- Slide 199
-
![Page 87: Joe Tye Presentation for Georgia Hospital Association Trustee Conference, February 11, 2013](https://reader031.fdocuments.net/reader031/viewer/2022012918/544f4973af79593b028b7d1a/html5/thumbnails/87.jpg)
Do you have to start with the
right people on the bus
You canrsquot always
choose who you
have on the bus
You canrsquot just
throw all the
ldquowrongrdquo people off
the bus
You can create a bus that
everyone wants to ride
Fairfield Medical Center adopted
the 8 Florence Characteristics
for their employment brand
Commitment
To the values
vision
and mission of the
organization
Commitment is
most important
when the going
gets tough
ldquoWe need to see
opportunities where others
see barriers We need to
be cheerleaders when
others are moaning doom-
and-gloomrdquo
ldquoWe need to face problems
with contrarian toughness
because itrsquos in how we
solve those problems that
we differentiate ourselves
from everyone elserdquo
ldquoBrick walls are not
there to stop you they
are there to make you
prove how much you
want somethingrdquo
Randy Pausch The Last Lecture
Engagement
With patients
coworkers and
with the work itself
At Best Buy a 01
increase in employee
engagement generates
a $100000 increase in
gross store revenue
Harvard Business Review October 2010
Passion
Enthusiasm
positive attitude
and joy reflected in
everyday actions
Look at that
smile
How do you calculate ROI on a smile like that
Initiative
A ldquoProceed Until
Apprehendedrdquo
mindset
135
Can one person
who takes
initiative change
your
organization
138
MMFI
Fellowship
Fostering a
ldquosupport grouprdquo
culture of respect
and caring
142
Pride
In the organization
in the profession
in the work and in
you yourself
Pride is reflected in the answer
to that universal icebreaker
question
What do you do
The most powerful and
cost-effective
marketing campaign
your organization could
ever launch
What do you do
Thanks for asking
Irsquom good at what I do
I love what I do Irsquom
proud of what I do
What I do is
important
What could be more boring than
industrial ventilation systems
149
BigAssHospitalcom
Five of the tools we
use to help
hospitals create a
plan for the
Invisible
Architecture
Tool 1
The Values Behaviors Outcomes Continuum
151
Tool 2
The 3-minute
values drill
Current version
Compassio
n
Advocacy
Respect
ExcellenceValues statement of a Values Coach client
Old version
Compassio
n
Advocacy
Respect
Excellence
New version
Integrity
Enthusiasm
Loyalty
Stewardshi
p
Ownership
Fun
Tool 3
The 6-Word
Culture
Clarification
Exercise
This guy made a fortune with just 6 words
157
From a large
medical
products
company
158
Global company driven
by motivated
individuals
159
Great company often
own worst enemy
160
Process driven crisis
management creating
dysfunction
How can managers
working in the same
company have such
differing perspectives
162
Tool 4
The Culture Wheel to
spark thinking about the
why the what and the
how of cultural
transformation
Tool 5
The Florence Prescription
is a manifesto for
building a culture of
ownership on a
foundation of values
168
More than 400 hospitals and healthcare
organizations and over 100000 books
With The Florence Prescription you canhellip
Get everyone on the
same culture page
for just $5 a book
170
Part 2
Boardrsquos Role for
the Hospitalrsquos
Invisible
Architecturetrade
Micromanageme
nt
Abdication
172
What courageous followers (and
trustees) do
Challenge
Support
173
ldquoBoard members are
likely to wear rose tinted
glassesrdquoReport of the Center for Health Policy
and Research University of Iowa
174
21 questions the
board should ask
of the executive
team
175
8 questions the
board should ask
about the
hospitalrsquos core
values
176
Question 1
Why did we choose
these values and do
people buy into them
Do they even know
them
177
Question 2
Does our statement of
values have heart ndash is it
authentic ndash or is it
generic boilerplate
178
Question 3
How does our
statement of values
differentiate our
hospital in a
competitive
environment
179
Question 4
Are the values we have
chosen operationally
relevant Are the
societally relevant
180
Question 5
How often should we
revisit our values Is
now a good time for a
thorough review
181
Question 6
Do we have the
courage to enforce our
values with employees
medical staff board
and others
182
Question 7
Do execs use values to
instill the mental and
emotional toughness to
thrive in the
competitive healthcare
environment
183
Question 8
Should we do training
on values-based life
and leadership skills
(eg by joining the
Values Collaborative)
184
Date February 5 2013
Asheville NC
$149 per person
319-624-3889
185
7 questions the
board should ask
about the
hospitalrsquos culture
186
Question 1
Do we have a culture
plan that complements
our strategic plan
187
Question 3
Does our culture
tolerate behaviors not
consistent with our
values (eg gossip is
inconsistent with
integrity)
188
Question 4
Does our culture
tolerate management
by fear and
intimidation (despite
Demingrsquos warning)
189
Question 5
How do we collect and
share the stories that
help to transmit our
culture
190
Question 6
How do we invoke
rituals traditions
celebration and
executive visibility to
foster culture
191
Question 7
How do we screen out
cultural misfits and
inculcate new people
192
6 questions the
board should ask
about the
hospitalrsquos
workplace
attitudes
193
Question 1
How do we assess
employee engagement
how do we stack up
and how do we boost
it
194
Question 2
Is our culture
dominated by
emotional positivity or
is toxic emotional
negativity evident
195
This question can only
objectively be
answered by the Man
from Marshellip
196
Question 3
Have we established
our zero-tolerance
behaviors and do we
have the courage to
enforce those
standards
197
Question 4
How do we deal with
people in the Rutledge
Quadrant (good skills
bad attitude)
198
Question 5
How are our attitude
and behavior
expectations conveyed
to new employees (and
docs)
199
Question 6
Are we buying our own
press clippings
- Slide 1
- Slide 2
- Slide 3
- Slide 4
- Slide 5
- Slide 6
- Slide 7
- Slide 8
- Slide 9
- Slide 10
- Slide 11
- Slide 12
- Slide 13
- Slide 14
- Slide 15
- Slide 16
- Slide 17
- Slide 18
- Slide 19
- Slide 20
- Slide 21
- Slide 22
- Slide 23
- Slide 24
- Slide 25
- Slide 26
- Slide 27
- Slide 28
- Slide 29
- Slide 30
- Slide 31
- Slide 32
- Slide 33
- Slide 34
- Slide 35
- Slide 36
- Slide 37
- Slide 38
- Slide 39
- Slide 40
- Slide 41
- Slide 42
- Slide 43
- Slide 44
- Slide 45
- Slide 46
- Slide 47
- Slide 48
- Slide 49
- Slide 50
- Slide 51
- Slide 52
- Slide 53
- Slide 54
- Slide 55
- Slide 56
- Slide 57
- Slide 58
- Slide 59
- Slide 60
- Slide 61
- Slide 62
- Slide 63
- Slide 64
- Slide 65
- Slide 66
- Slide 67
- Slide 68
- Slide 69
- Slide 70
- Slide 71
- Slide 72
- Slide 73
- Slide 74
- Slide 75
- Slide 76
- Slide 77
- Slide 78
- Slide 79
- Slide 80
- Slide 81
- Slide 82
- Slide 83
- Slide 84
- Slide 85
- Slide 86
- Slide 87
- Slide 88
- Slide 89
- Slide 90
- Slide 91
- Slide 92
- Slide 93
- Slide 94
- Slide 95
- Slide 96
- Slide 97
- Slide 98
- Slide 99
- Slide 100
- Slide 101
- Slide 102
- Slide 103
- Slide 104
- Slide 105
- Slide 106
- Slide 107
- Slide 108
- Slide 109
- Slide 110
- Slide 111
- Slide 112
- Slide 113
- Slide 114
- Slide 115
- Slide 116
- Slide 117
- Slide 118
- Slide 119
- Slide 120
- Slide 121
- Slide 122
- Slide 123
- Slide 124
- Slide 125
- Slide 126
- Slide 127
- Slide 128
- Slide 129
- Slide 130
- Slide 131
- Slide 132
- Slide 133
- Slide 134
- Slide 135
- Slide 136
- Slide 137
- Slide 138
- Slide 139
- Slide 140
- Slide 141
- Slide 142
- Slide 143
- Slide 144
- Slide 145
- Slide 146
- Slide 147
- Slide 148
- Slide 149
- Slide 150
- Tool 1 The Values Behaviors Outcomes Continuum
- Slide 152
- Slide 153
- Slide 154
- Slide 155
- Slide 156
- Slide 157
- Slide 158
- Slide 159
- Slide 160
- Slide 161
- Slide 162
- Slide 163
- Slide 164
- Slide 165
- Slide 166
- Slide 167
- Slide 168
- Slide 169
- Slide 170
- Slide 171
- Slide 172
- Slide 173
- Slide 174
- Slide 175
- Slide 176
- Slide 177
- Slide 178
- Slide 179
- Slide 180
- Slide 181
- Slide 182
- Slide 183
- Slide 184
- Slide 185
- Slide 186
- Slide 187
- Slide 188
- Slide 189
- Slide 190
- Slide 191
- Slide 192
- Slide 193
- Slide 194
- Slide 195
- Slide 196
- Slide 197
- Slide 198
- Slide 199
-
![Page 88: Joe Tye Presentation for Georgia Hospital Association Trustee Conference, February 11, 2013](https://reader031.fdocuments.net/reader031/viewer/2022012918/544f4973af79593b028b7d1a/html5/thumbnails/88.jpg)
You canrsquot always
choose who you
have on the bus
You canrsquot just
throw all the
ldquowrongrdquo people off
the bus
You can create a bus that
everyone wants to ride
Fairfield Medical Center adopted
the 8 Florence Characteristics
for their employment brand
Commitment
To the values
vision
and mission of the
organization
Commitment is
most important
when the going
gets tough
ldquoWe need to see
opportunities where others
see barriers We need to
be cheerleaders when
others are moaning doom-
and-gloomrdquo
ldquoWe need to face problems
with contrarian toughness
because itrsquos in how we
solve those problems that
we differentiate ourselves
from everyone elserdquo
ldquoBrick walls are not
there to stop you they
are there to make you
prove how much you
want somethingrdquo
Randy Pausch The Last Lecture
Engagement
With patients
coworkers and
with the work itself
At Best Buy a 01
increase in employee
engagement generates
a $100000 increase in
gross store revenue
Harvard Business Review October 2010
Passion
Enthusiasm
positive attitude
and joy reflected in
everyday actions
Look at that
smile
How do you calculate ROI on a smile like that
Initiative
A ldquoProceed Until
Apprehendedrdquo
mindset
135
Can one person
who takes
initiative change
your
organization
138
MMFI
Fellowship
Fostering a
ldquosupport grouprdquo
culture of respect
and caring
142
Pride
In the organization
in the profession
in the work and in
you yourself
Pride is reflected in the answer
to that universal icebreaker
question
What do you do
The most powerful and
cost-effective
marketing campaign
your organization could
ever launch
What do you do
Thanks for asking
Irsquom good at what I do
I love what I do Irsquom
proud of what I do
What I do is
important
What could be more boring than
industrial ventilation systems
149
BigAssHospitalcom
Five of the tools we
use to help
hospitals create a
plan for the
Invisible
Architecture
Tool 1
The Values Behaviors Outcomes Continuum
151
Tool 2
The 3-minute
values drill
Current version
Compassio
n
Advocacy
Respect
ExcellenceValues statement of a Values Coach client
Old version
Compassio
n
Advocacy
Respect
Excellence
New version
Integrity
Enthusiasm
Loyalty
Stewardshi
p
Ownership
Fun
Tool 3
The 6-Word
Culture
Clarification
Exercise
This guy made a fortune with just 6 words
157
From a large
medical
products
company
158
Global company driven
by motivated
individuals
159
Great company often
own worst enemy
160
Process driven crisis
management creating
dysfunction
How can managers
working in the same
company have such
differing perspectives
162
Tool 4
The Culture Wheel to
spark thinking about the
why the what and the
how of cultural
transformation
Tool 5
The Florence Prescription
is a manifesto for
building a culture of
ownership on a
foundation of values
168
More than 400 hospitals and healthcare
organizations and over 100000 books
With The Florence Prescription you canhellip
Get everyone on the
same culture page
for just $5 a book
170
Part 2
Boardrsquos Role for
the Hospitalrsquos
Invisible
Architecturetrade
Micromanageme
nt
Abdication
172
What courageous followers (and
trustees) do
Challenge
Support
173
ldquoBoard members are
likely to wear rose tinted
glassesrdquoReport of the Center for Health Policy
and Research University of Iowa
174
21 questions the
board should ask
of the executive
team
175
8 questions the
board should ask
about the
hospitalrsquos core
values
176
Question 1
Why did we choose
these values and do
people buy into them
Do they even know
them
177
Question 2
Does our statement of
values have heart ndash is it
authentic ndash or is it
generic boilerplate
178
Question 3
How does our
statement of values
differentiate our
hospital in a
competitive
environment
179
Question 4
Are the values we have
chosen operationally
relevant Are the
societally relevant
180
Question 5
How often should we
revisit our values Is
now a good time for a
thorough review
181
Question 6
Do we have the
courage to enforce our
values with employees
medical staff board
and others
182
Question 7
Do execs use values to
instill the mental and
emotional toughness to
thrive in the
competitive healthcare
environment
183
Question 8
Should we do training
on values-based life
and leadership skills
(eg by joining the
Values Collaborative)
184
Date February 5 2013
Asheville NC
$149 per person
319-624-3889
185
7 questions the
board should ask
about the
hospitalrsquos culture
186
Question 1
Do we have a culture
plan that complements
our strategic plan
187
Question 3
Does our culture
tolerate behaviors not
consistent with our
values (eg gossip is
inconsistent with
integrity)
188
Question 4
Does our culture
tolerate management
by fear and
intimidation (despite
Demingrsquos warning)
189
Question 5
How do we collect and
share the stories that
help to transmit our
culture
190
Question 6
How do we invoke
rituals traditions
celebration and
executive visibility to
foster culture
191
Question 7
How do we screen out
cultural misfits and
inculcate new people
192
6 questions the
board should ask
about the
hospitalrsquos
workplace
attitudes
193
Question 1
How do we assess
employee engagement
how do we stack up
and how do we boost
it
194
Question 2
Is our culture
dominated by
emotional positivity or
is toxic emotional
negativity evident
195
This question can only
objectively be
answered by the Man
from Marshellip
196
Question 3
Have we established
our zero-tolerance
behaviors and do we
have the courage to
enforce those
standards
197
Question 4
How do we deal with
people in the Rutledge
Quadrant (good skills
bad attitude)
198
Question 5
How are our attitude
and behavior
expectations conveyed
to new employees (and
docs)
199
Question 6
Are we buying our own
press clippings
- Slide 1
- Slide 2
- Slide 3
- Slide 4
- Slide 5
- Slide 6
- Slide 7
- Slide 8
- Slide 9
- Slide 10
- Slide 11
- Slide 12
- Slide 13
- Slide 14
- Slide 15
- Slide 16
- Slide 17
- Slide 18
- Slide 19
- Slide 20
- Slide 21
- Slide 22
- Slide 23
- Slide 24
- Slide 25
- Slide 26
- Slide 27
- Slide 28
- Slide 29
- Slide 30
- Slide 31
- Slide 32
- Slide 33
- Slide 34
- Slide 35
- Slide 36
- Slide 37
- Slide 38
- Slide 39
- Slide 40
- Slide 41
- Slide 42
- Slide 43
- Slide 44
- Slide 45
- Slide 46
- Slide 47
- Slide 48
- Slide 49
- Slide 50
- Slide 51
- Slide 52
- Slide 53
- Slide 54
- Slide 55
- Slide 56
- Slide 57
- Slide 58
- Slide 59
- Slide 60
- Slide 61
- Slide 62
- Slide 63
- Slide 64
- Slide 65
- Slide 66
- Slide 67
- Slide 68
- Slide 69
- Slide 70
- Slide 71
- Slide 72
- Slide 73
- Slide 74
- Slide 75
- Slide 76
- Slide 77
- Slide 78
- Slide 79
- Slide 80
- Slide 81
- Slide 82
- Slide 83
- Slide 84
- Slide 85
- Slide 86
- Slide 87
- Slide 88
- Slide 89
- Slide 90
- Slide 91
- Slide 92
- Slide 93
- Slide 94
- Slide 95
- Slide 96
- Slide 97
- Slide 98
- Slide 99
- Slide 100
- Slide 101
- Slide 102
- Slide 103
- Slide 104
- Slide 105
- Slide 106
- Slide 107
- Slide 108
- Slide 109
- Slide 110
- Slide 111
- Slide 112
- Slide 113
- Slide 114
- Slide 115
- Slide 116
- Slide 117
- Slide 118
- Slide 119
- Slide 120
- Slide 121
- Slide 122
- Slide 123
- Slide 124
- Slide 125
- Slide 126
- Slide 127
- Slide 128
- Slide 129
- Slide 130
- Slide 131
- Slide 132
- Slide 133
- Slide 134
- Slide 135
- Slide 136
- Slide 137
- Slide 138
- Slide 139
- Slide 140
- Slide 141
- Slide 142
- Slide 143
- Slide 144
- Slide 145
- Slide 146
- Slide 147
- Slide 148
- Slide 149
- Slide 150
- Tool 1 The Values Behaviors Outcomes Continuum
- Slide 152
- Slide 153
- Slide 154
- Slide 155
- Slide 156
- Slide 157
- Slide 158
- Slide 159
- Slide 160
- Slide 161
- Slide 162
- Slide 163
- Slide 164
- Slide 165
- Slide 166
- Slide 167
- Slide 168
- Slide 169
- Slide 170
- Slide 171
- Slide 172
- Slide 173
- Slide 174
- Slide 175
- Slide 176
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- Slide 178
- Slide 179
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- Slide 185
- Slide 186
- Slide 187
- Slide 188
- Slide 189
- Slide 190
- Slide 191
- Slide 192
- Slide 193
- Slide 194
- Slide 195
- Slide 196
- Slide 197
- Slide 198
- Slide 199
-
![Page 89: Joe Tye Presentation for Georgia Hospital Association Trustee Conference, February 11, 2013](https://reader031.fdocuments.net/reader031/viewer/2022012918/544f4973af79593b028b7d1a/html5/thumbnails/89.jpg)
You canrsquot just
throw all the
ldquowrongrdquo people off
the bus
You can create a bus that
everyone wants to ride
Fairfield Medical Center adopted
the 8 Florence Characteristics
for their employment brand
Commitment
To the values
vision
and mission of the
organization
Commitment is
most important
when the going
gets tough
ldquoWe need to see
opportunities where others
see barriers We need to
be cheerleaders when
others are moaning doom-
and-gloomrdquo
ldquoWe need to face problems
with contrarian toughness
because itrsquos in how we
solve those problems that
we differentiate ourselves
from everyone elserdquo
ldquoBrick walls are not
there to stop you they
are there to make you
prove how much you
want somethingrdquo
Randy Pausch The Last Lecture
Engagement
With patients
coworkers and
with the work itself
At Best Buy a 01
increase in employee
engagement generates
a $100000 increase in
gross store revenue
Harvard Business Review October 2010
Passion
Enthusiasm
positive attitude
and joy reflected in
everyday actions
Look at that
smile
How do you calculate ROI on a smile like that
Initiative
A ldquoProceed Until
Apprehendedrdquo
mindset
135
Can one person
who takes
initiative change
your
organization
138
MMFI
Fellowship
Fostering a
ldquosupport grouprdquo
culture of respect
and caring
142
Pride
In the organization
in the profession
in the work and in
you yourself
Pride is reflected in the answer
to that universal icebreaker
question
What do you do
The most powerful and
cost-effective
marketing campaign
your organization could
ever launch
What do you do
Thanks for asking
Irsquom good at what I do
I love what I do Irsquom
proud of what I do
What I do is
important
What could be more boring than
industrial ventilation systems
149
BigAssHospitalcom
Five of the tools we
use to help
hospitals create a
plan for the
Invisible
Architecture
Tool 1
The Values Behaviors Outcomes Continuum
151
Tool 2
The 3-minute
values drill
Current version
Compassio
n
Advocacy
Respect
ExcellenceValues statement of a Values Coach client
Old version
Compassio
n
Advocacy
Respect
Excellence
New version
Integrity
Enthusiasm
Loyalty
Stewardshi
p
Ownership
Fun
Tool 3
The 6-Word
Culture
Clarification
Exercise
This guy made a fortune with just 6 words
157
From a large
medical
products
company
158
Global company driven
by motivated
individuals
159
Great company often
own worst enemy
160
Process driven crisis
management creating
dysfunction
How can managers
working in the same
company have such
differing perspectives
162
Tool 4
The Culture Wheel to
spark thinking about the
why the what and the
how of cultural
transformation
Tool 5
The Florence Prescription
is a manifesto for
building a culture of
ownership on a
foundation of values
168
More than 400 hospitals and healthcare
organizations and over 100000 books
With The Florence Prescription you canhellip
Get everyone on the
same culture page
for just $5 a book
170
Part 2
Boardrsquos Role for
the Hospitalrsquos
Invisible
Architecturetrade
Micromanageme
nt
Abdication
172
What courageous followers (and
trustees) do
Challenge
Support
173
ldquoBoard members are
likely to wear rose tinted
glassesrdquoReport of the Center for Health Policy
and Research University of Iowa
174
21 questions the
board should ask
of the executive
team
175
8 questions the
board should ask
about the
hospitalrsquos core
values
176
Question 1
Why did we choose
these values and do
people buy into them
Do they even know
them
177
Question 2
Does our statement of
values have heart ndash is it
authentic ndash or is it
generic boilerplate
178
Question 3
How does our
statement of values
differentiate our
hospital in a
competitive
environment
179
Question 4
Are the values we have
chosen operationally
relevant Are the
societally relevant
180
Question 5
How often should we
revisit our values Is
now a good time for a
thorough review
181
Question 6
Do we have the
courage to enforce our
values with employees
medical staff board
and others
182
Question 7
Do execs use values to
instill the mental and
emotional toughness to
thrive in the
competitive healthcare
environment
183
Question 8
Should we do training
on values-based life
and leadership skills
(eg by joining the
Values Collaborative)
184
Date February 5 2013
Asheville NC
$149 per person
319-624-3889
185
7 questions the
board should ask
about the
hospitalrsquos culture
186
Question 1
Do we have a culture
plan that complements
our strategic plan
187
Question 3
Does our culture
tolerate behaviors not
consistent with our
values (eg gossip is
inconsistent with
integrity)
188
Question 4
Does our culture
tolerate management
by fear and
intimidation (despite
Demingrsquos warning)
189
Question 5
How do we collect and
share the stories that
help to transmit our
culture
190
Question 6
How do we invoke
rituals traditions
celebration and
executive visibility to
foster culture
191
Question 7
How do we screen out
cultural misfits and
inculcate new people
192
6 questions the
board should ask
about the
hospitalrsquos
workplace
attitudes
193
Question 1
How do we assess
employee engagement
how do we stack up
and how do we boost
it
194
Question 2
Is our culture
dominated by
emotional positivity or
is toxic emotional
negativity evident
195
This question can only
objectively be
answered by the Man
from Marshellip
196
Question 3
Have we established
our zero-tolerance
behaviors and do we
have the courage to
enforce those
standards
197
Question 4
How do we deal with
people in the Rutledge
Quadrant (good skills
bad attitude)
198
Question 5
How are our attitude
and behavior
expectations conveyed
to new employees (and
docs)
199
Question 6
Are we buying our own
press clippings
- Slide 1
- Slide 2
- Slide 3
- Slide 4
- Slide 5
- Slide 6
- Slide 7
- Slide 8
- Slide 9
- Slide 10
- Slide 11
- Slide 12
- Slide 13
- Slide 14
- Slide 15
- Slide 16
- Slide 17
- Slide 18
- Slide 19
- Slide 20
- Slide 21
- Slide 22
- Slide 23
- Slide 24
- Slide 25
- Slide 26
- Slide 27
- Slide 28
- Slide 29
- Slide 30
- Slide 31
- Slide 32
- Slide 33
- Slide 34
- Slide 35
- Slide 36
- Slide 37
- Slide 38
- Slide 39
- Slide 40
- Slide 41
- Slide 42
- Slide 43
- Slide 44
- Slide 45
- Slide 46
- Slide 47
- Slide 48
- Slide 49
- Slide 50
- Slide 51
- Slide 52
- Slide 53
- Slide 54
- Slide 55
- Slide 56
- Slide 57
- Slide 58
- Slide 59
- Slide 60
- Slide 61
- Slide 62
- Slide 63
- Slide 64
- Slide 65
- Slide 66
- Slide 67
- Slide 68
- Slide 69
- Slide 70
- Slide 71
- Slide 72
- Slide 73
- Slide 74
- Slide 75
- Slide 76
- Slide 77
- Slide 78
- Slide 79
- Slide 80
- Slide 81
- Slide 82
- Slide 83
- Slide 84
- Slide 85
- Slide 86
- Slide 87
- Slide 88
- Slide 89
- Slide 90
- Slide 91
- Slide 92
- Slide 93
- Slide 94
- Slide 95
- Slide 96
- Slide 97
- Slide 98
- Slide 99
- Slide 100
- Slide 101
- Slide 102
- Slide 103
- Slide 104
- Slide 105
- Slide 106
- Slide 107
- Slide 108
- Slide 109
- Slide 110
- Slide 111
- Slide 112
- Slide 113
- Slide 114
- Slide 115
- Slide 116
- Slide 117
- Slide 118
- Slide 119
- Slide 120
- Slide 121
- Slide 122
- Slide 123
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- Slide 125
- Slide 126
- Slide 127
- Slide 128
- Slide 129
- Slide 130
- Slide 131
- Slide 132
- Slide 133
- Slide 134
- Slide 135
- Slide 136
- Slide 137
- Slide 138
- Slide 139
- Slide 140
- Slide 141
- Slide 142
- Slide 143
- Slide 144
- Slide 145
- Slide 146
- Slide 147
- Slide 148
- Slide 149
- Slide 150
- Tool 1 The Values Behaviors Outcomes Continuum
- Slide 152
- Slide 153
- Slide 154
- Slide 155
- Slide 156
- Slide 157
- Slide 158
- Slide 159
- Slide 160
- Slide 161
- Slide 162
- Slide 163
- Slide 164
- Slide 165
- Slide 166
- Slide 167
- Slide 168
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- Slide 185
- Slide 186
- Slide 187
- Slide 188
- Slide 189
- Slide 190
- Slide 191
- Slide 192
- Slide 193
- Slide 194
- Slide 195
- Slide 196
- Slide 197
- Slide 198
- Slide 199
-
![Page 90: Joe Tye Presentation for Georgia Hospital Association Trustee Conference, February 11, 2013](https://reader031.fdocuments.net/reader031/viewer/2022012918/544f4973af79593b028b7d1a/html5/thumbnails/90.jpg)
You can create a bus that
everyone wants to ride
Fairfield Medical Center adopted
the 8 Florence Characteristics
for their employment brand
Commitment
To the values
vision
and mission of the
organization
Commitment is
most important
when the going
gets tough
ldquoWe need to see
opportunities where others
see barriers We need to
be cheerleaders when
others are moaning doom-
and-gloomrdquo
ldquoWe need to face problems
with contrarian toughness
because itrsquos in how we
solve those problems that
we differentiate ourselves
from everyone elserdquo
ldquoBrick walls are not
there to stop you they
are there to make you
prove how much you
want somethingrdquo
Randy Pausch The Last Lecture
Engagement
With patients
coworkers and
with the work itself
At Best Buy a 01
increase in employee
engagement generates
a $100000 increase in
gross store revenue
Harvard Business Review October 2010
Passion
Enthusiasm
positive attitude
and joy reflected in
everyday actions
Look at that
smile
How do you calculate ROI on a smile like that
Initiative
A ldquoProceed Until
Apprehendedrdquo
mindset
135
Can one person
who takes
initiative change
your
organization
138
MMFI
Fellowship
Fostering a
ldquosupport grouprdquo
culture of respect
and caring
142
Pride
In the organization
in the profession
in the work and in
you yourself
Pride is reflected in the answer
to that universal icebreaker
question
What do you do
The most powerful and
cost-effective
marketing campaign
your organization could
ever launch
What do you do
Thanks for asking
Irsquom good at what I do
I love what I do Irsquom
proud of what I do
What I do is
important
What could be more boring than
industrial ventilation systems
149
BigAssHospitalcom
Five of the tools we
use to help
hospitals create a
plan for the
Invisible
Architecture
Tool 1
The Values Behaviors Outcomes Continuum
151
Tool 2
The 3-minute
values drill
Current version
Compassio
n
Advocacy
Respect
ExcellenceValues statement of a Values Coach client
Old version
Compassio
n
Advocacy
Respect
Excellence
New version
Integrity
Enthusiasm
Loyalty
Stewardshi
p
Ownership
Fun
Tool 3
The 6-Word
Culture
Clarification
Exercise
This guy made a fortune with just 6 words
157
From a large
medical
products
company
158
Global company driven
by motivated
individuals
159
Great company often
own worst enemy
160
Process driven crisis
management creating
dysfunction
How can managers
working in the same
company have such
differing perspectives
162
Tool 4
The Culture Wheel to
spark thinking about the
why the what and the
how of cultural
transformation
Tool 5
The Florence Prescription
is a manifesto for
building a culture of
ownership on a
foundation of values
168
More than 400 hospitals and healthcare
organizations and over 100000 books
With The Florence Prescription you canhellip
Get everyone on the
same culture page
for just $5 a book
170
Part 2
Boardrsquos Role for
the Hospitalrsquos
Invisible
Architecturetrade
Micromanageme
nt
Abdication
172
What courageous followers (and
trustees) do
Challenge
Support
173
ldquoBoard members are
likely to wear rose tinted
glassesrdquoReport of the Center for Health Policy
and Research University of Iowa
174
21 questions the
board should ask
of the executive
team
175
8 questions the
board should ask
about the
hospitalrsquos core
values
176
Question 1
Why did we choose
these values and do
people buy into them
Do they even know
them
177
Question 2
Does our statement of
values have heart ndash is it
authentic ndash or is it
generic boilerplate
178
Question 3
How does our
statement of values
differentiate our
hospital in a
competitive
environment
179
Question 4
Are the values we have
chosen operationally
relevant Are the
societally relevant
180
Question 5
How often should we
revisit our values Is
now a good time for a
thorough review
181
Question 6
Do we have the
courage to enforce our
values with employees
medical staff board
and others
182
Question 7
Do execs use values to
instill the mental and
emotional toughness to
thrive in the
competitive healthcare
environment
183
Question 8
Should we do training
on values-based life
and leadership skills
(eg by joining the
Values Collaborative)
184
Date February 5 2013
Asheville NC
$149 per person
319-624-3889
185
7 questions the
board should ask
about the
hospitalrsquos culture
186
Question 1
Do we have a culture
plan that complements
our strategic plan
187
Question 3
Does our culture
tolerate behaviors not
consistent with our
values (eg gossip is
inconsistent with
integrity)
188
Question 4
Does our culture
tolerate management
by fear and
intimidation (despite
Demingrsquos warning)
189
Question 5
How do we collect and
share the stories that
help to transmit our
culture
190
Question 6
How do we invoke
rituals traditions
celebration and
executive visibility to
foster culture
191
Question 7
How do we screen out
cultural misfits and
inculcate new people
192
6 questions the
board should ask
about the
hospitalrsquos
workplace
attitudes
193
Question 1
How do we assess
employee engagement
how do we stack up
and how do we boost
it
194
Question 2
Is our culture
dominated by
emotional positivity or
is toxic emotional
negativity evident
195
This question can only
objectively be
answered by the Man
from Marshellip
196
Question 3
Have we established
our zero-tolerance
behaviors and do we
have the courage to
enforce those
standards
197
Question 4
How do we deal with
people in the Rutledge
Quadrant (good skills
bad attitude)
198
Question 5
How are our attitude
and behavior
expectations conveyed
to new employees (and
docs)
199
Question 6
Are we buying our own
press clippings
- Slide 1
- Slide 2
- Slide 3
- Slide 4
- Slide 5
- Slide 6
- Slide 7
- Slide 8
- Slide 9
- Slide 10
- Slide 11
- Slide 12
- Slide 13
- Slide 14
- Slide 15
- Slide 16
- Slide 17
- Slide 18
- Slide 19
- Slide 20
- Slide 21
- Slide 22
- Slide 23
- Slide 24
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- Slide 27
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- Slide 30
- Slide 31
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- Slide 33
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- Slide 36
- Slide 37
- Slide 38
- Slide 39
- Slide 40
- Slide 41
- Slide 42
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- Slide 44
- Slide 45
- Slide 46
- Slide 47
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- Slide 49
- Slide 50
- Slide 51
- Slide 52
- Slide 53
- Slide 54
- Slide 55
- Slide 56
- Slide 57
- Slide 58
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- Slide 85
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- Slide 88
- Slide 89
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- Slide 91
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- Slide 93
- Slide 94
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- Slide 97
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- Slide 100
- Slide 101
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- Slide 103
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- Slide 111
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- Slide 113
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- Slide 119
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- Slide 121
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- Slide 123
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- Slide 125
- Slide 126
- Slide 127
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- Slide 129
- Slide 130
- Slide 131
- Slide 132
- Slide 133
- Slide 134
- Slide 135
- Slide 136
- Slide 137
- Slide 138
- Slide 139
- Slide 140
- Slide 141
- Slide 142
- Slide 143
- Slide 144
- Slide 145
- Slide 146
- Slide 147
- Slide 148
- Slide 149
- Slide 150
- Tool 1 The Values Behaviors Outcomes Continuum
- Slide 152
- Slide 153
- Slide 154
- Slide 155
- Slide 156
- Slide 157
- Slide 158
- Slide 159
- Slide 160
- Slide 161
- Slide 162
- Slide 163
- Slide 164
- Slide 165
- Slide 166
- Slide 167
- Slide 168
- Slide 169
- Slide 170
- Slide 171
- Slide 172
- Slide 173
- Slide 174
- Slide 175
- Slide 176
- Slide 177
- Slide 178
- Slide 179
- Slide 180
- Slide 181
- Slide 182
- Slide 183
- Slide 184
- Slide 185
- Slide 186
- Slide 187
- Slide 188
- Slide 189
- Slide 190
- Slide 191
- Slide 192
- Slide 193
- Slide 194
- Slide 195
- Slide 196
- Slide 197
- Slide 198
- Slide 199
-
![Page 91: Joe Tye Presentation for Georgia Hospital Association Trustee Conference, February 11, 2013](https://reader031.fdocuments.net/reader031/viewer/2022012918/544f4973af79593b028b7d1a/html5/thumbnails/91.jpg)
Fairfield Medical Center adopted
the 8 Florence Characteristics
for their employment brand
Commitment
To the values
vision
and mission of the
organization
Commitment is
most important
when the going
gets tough
ldquoWe need to see
opportunities where others
see barriers We need to
be cheerleaders when
others are moaning doom-
and-gloomrdquo
ldquoWe need to face problems
with contrarian toughness
because itrsquos in how we
solve those problems that
we differentiate ourselves
from everyone elserdquo
ldquoBrick walls are not
there to stop you they
are there to make you
prove how much you
want somethingrdquo
Randy Pausch The Last Lecture
Engagement
With patients
coworkers and
with the work itself
At Best Buy a 01
increase in employee
engagement generates
a $100000 increase in
gross store revenue
Harvard Business Review October 2010
Passion
Enthusiasm
positive attitude
and joy reflected in
everyday actions
Look at that
smile
How do you calculate ROI on a smile like that
Initiative
A ldquoProceed Until
Apprehendedrdquo
mindset
135
Can one person
who takes
initiative change
your
organization
138
MMFI
Fellowship
Fostering a
ldquosupport grouprdquo
culture of respect
and caring
142
Pride
In the organization
in the profession
in the work and in
you yourself
Pride is reflected in the answer
to that universal icebreaker
question
What do you do
The most powerful and
cost-effective
marketing campaign
your organization could
ever launch
What do you do
Thanks for asking
Irsquom good at what I do
I love what I do Irsquom
proud of what I do
What I do is
important
What could be more boring than
industrial ventilation systems
149
BigAssHospitalcom
Five of the tools we
use to help
hospitals create a
plan for the
Invisible
Architecture
Tool 1
The Values Behaviors Outcomes Continuum
151
Tool 2
The 3-minute
values drill
Current version
Compassio
n
Advocacy
Respect
ExcellenceValues statement of a Values Coach client
Old version
Compassio
n
Advocacy
Respect
Excellence
New version
Integrity
Enthusiasm
Loyalty
Stewardshi
p
Ownership
Fun
Tool 3
The 6-Word
Culture
Clarification
Exercise
This guy made a fortune with just 6 words
157
From a large
medical
products
company
158
Global company driven
by motivated
individuals
159
Great company often
own worst enemy
160
Process driven crisis
management creating
dysfunction
How can managers
working in the same
company have such
differing perspectives
162
Tool 4
The Culture Wheel to
spark thinking about the
why the what and the
how of cultural
transformation
Tool 5
The Florence Prescription
is a manifesto for
building a culture of
ownership on a
foundation of values
168
More than 400 hospitals and healthcare
organizations and over 100000 books
With The Florence Prescription you canhellip
Get everyone on the
same culture page
for just $5 a book
170
Part 2
Boardrsquos Role for
the Hospitalrsquos
Invisible
Architecturetrade
Micromanageme
nt
Abdication
172
What courageous followers (and
trustees) do
Challenge
Support
173
ldquoBoard members are
likely to wear rose tinted
glassesrdquoReport of the Center for Health Policy
and Research University of Iowa
174
21 questions the
board should ask
of the executive
team
175
8 questions the
board should ask
about the
hospitalrsquos core
values
176
Question 1
Why did we choose
these values and do
people buy into them
Do they even know
them
177
Question 2
Does our statement of
values have heart ndash is it
authentic ndash or is it
generic boilerplate
178
Question 3
How does our
statement of values
differentiate our
hospital in a
competitive
environment
179
Question 4
Are the values we have
chosen operationally
relevant Are the
societally relevant
180
Question 5
How often should we
revisit our values Is
now a good time for a
thorough review
181
Question 6
Do we have the
courage to enforce our
values with employees
medical staff board
and others
182
Question 7
Do execs use values to
instill the mental and
emotional toughness to
thrive in the
competitive healthcare
environment
183
Question 8
Should we do training
on values-based life
and leadership skills
(eg by joining the
Values Collaborative)
184
Date February 5 2013
Asheville NC
$149 per person
319-624-3889
185
7 questions the
board should ask
about the
hospitalrsquos culture
186
Question 1
Do we have a culture
plan that complements
our strategic plan
187
Question 3
Does our culture
tolerate behaviors not
consistent with our
values (eg gossip is
inconsistent with
integrity)
188
Question 4
Does our culture
tolerate management
by fear and
intimidation (despite
Demingrsquos warning)
189
Question 5
How do we collect and
share the stories that
help to transmit our
culture
190
Question 6
How do we invoke
rituals traditions
celebration and
executive visibility to
foster culture
191
Question 7
How do we screen out
cultural misfits and
inculcate new people
192
6 questions the
board should ask
about the
hospitalrsquos
workplace
attitudes
193
Question 1
How do we assess
employee engagement
how do we stack up
and how do we boost
it
194
Question 2
Is our culture
dominated by
emotional positivity or
is toxic emotional
negativity evident
195
This question can only
objectively be
answered by the Man
from Marshellip
196
Question 3
Have we established
our zero-tolerance
behaviors and do we
have the courage to
enforce those
standards
197
Question 4
How do we deal with
people in the Rutledge
Quadrant (good skills
bad attitude)
198
Question 5
How are our attitude
and behavior
expectations conveyed
to new employees (and
docs)
199
Question 6
Are we buying our own
press clippings
- Slide 1
- Slide 2
- Slide 3
- Slide 4
- Slide 5
- Slide 6
- Slide 7
- Slide 8
- Slide 9
- Slide 10
- Slide 11
- Slide 12
- Slide 13
- Slide 14
- Slide 15
- Slide 16
- Slide 17
- Slide 18
- Slide 19
- Slide 20
- Slide 21
- Slide 22
- Slide 23
- Slide 24
- Slide 25
- Slide 26
- Slide 27
- Slide 28
- Slide 29
- Slide 30
- Slide 31
- Slide 32
- Slide 33
- Slide 34
- Slide 35
- Slide 36
- Slide 37
- Slide 38
- Slide 39
- Slide 40
- Slide 41
- Slide 42
- Slide 43
- Slide 44
- Slide 45
- Slide 46
- Slide 47
- Slide 48
- Slide 49
- Slide 50
- Slide 51
- Slide 52
- Slide 53
- Slide 54
- Slide 55
- Slide 56
- Slide 57
- Slide 58
- Slide 59
- Slide 60
- Slide 61
- Slide 62
- Slide 63
- Slide 64
- Slide 65
- Slide 66
- Slide 67
- Slide 68
- Slide 69
- Slide 70
- Slide 71
- Slide 72
- Slide 73
- Slide 74
- Slide 75
- Slide 76
- Slide 77
- Slide 78
- Slide 79
- Slide 80
- Slide 81
- Slide 82
- Slide 83
- Slide 84
- Slide 85
- Slide 86
- Slide 87
- Slide 88
- Slide 89
- Slide 90
- Slide 91
- Slide 92
- Slide 93
- Slide 94
- Slide 95
- Slide 96
- Slide 97
- Slide 98
- Slide 99
- Slide 100
- Slide 101
- Slide 102
- Slide 103
- Slide 104
- Slide 105
- Slide 106
- Slide 107
- Slide 108
- Slide 109
- Slide 110
- Slide 111
- Slide 112
- Slide 113
- Slide 114
- Slide 115
- Slide 116
- Slide 117
- Slide 118
- Slide 119
- Slide 120
- Slide 121
- Slide 122
- Slide 123
- Slide 124
- Slide 125
- Slide 126
- Slide 127
- Slide 128
- Slide 129
- Slide 130
- Slide 131
- Slide 132
- Slide 133
- Slide 134
- Slide 135
- Slide 136
- Slide 137
- Slide 138
- Slide 139
- Slide 140
- Slide 141
- Slide 142
- Slide 143
- Slide 144
- Slide 145
- Slide 146
- Slide 147
- Slide 148
- Slide 149
- Slide 150
- Tool 1 The Values Behaviors Outcomes Continuum
- Slide 152
- Slide 153
- Slide 154
- Slide 155
- Slide 156
- Slide 157
- Slide 158
- Slide 159
- Slide 160
- Slide 161
- Slide 162
- Slide 163
- Slide 164
- Slide 165
- Slide 166
- Slide 167
- Slide 168
- Slide 169
- Slide 170
- Slide 171
- Slide 172
- Slide 173
- Slide 174
- Slide 175
- Slide 176
- Slide 177
- Slide 178
- Slide 179
- Slide 180
- Slide 181
- Slide 182
- Slide 183
- Slide 184
- Slide 185
- Slide 186
- Slide 187
- Slide 188
- Slide 189
- Slide 190
- Slide 191
- Slide 192
- Slide 193
- Slide 194
- Slide 195
- Slide 196
- Slide 197
- Slide 198
- Slide 199
-
![Page 92: Joe Tye Presentation for Georgia Hospital Association Trustee Conference, February 11, 2013](https://reader031.fdocuments.net/reader031/viewer/2022012918/544f4973af79593b028b7d1a/html5/thumbnails/92.jpg)
Commitment
To the values
vision
and mission of the
organization
Commitment is
most important
when the going
gets tough
ldquoWe need to see
opportunities where others
see barriers We need to
be cheerleaders when
others are moaning doom-
and-gloomrdquo
ldquoWe need to face problems
with contrarian toughness
because itrsquos in how we
solve those problems that
we differentiate ourselves
from everyone elserdquo
ldquoBrick walls are not
there to stop you they
are there to make you
prove how much you
want somethingrdquo
Randy Pausch The Last Lecture
Engagement
With patients
coworkers and
with the work itself
At Best Buy a 01
increase in employee
engagement generates
a $100000 increase in
gross store revenue
Harvard Business Review October 2010
Passion
Enthusiasm
positive attitude
and joy reflected in
everyday actions
Look at that
smile
How do you calculate ROI on a smile like that
Initiative
A ldquoProceed Until
Apprehendedrdquo
mindset
135
Can one person
who takes
initiative change
your
organization
138
MMFI
Fellowship
Fostering a
ldquosupport grouprdquo
culture of respect
and caring
142
Pride
In the organization
in the profession
in the work and in
you yourself
Pride is reflected in the answer
to that universal icebreaker
question
What do you do
The most powerful and
cost-effective
marketing campaign
your organization could
ever launch
What do you do
Thanks for asking
Irsquom good at what I do
I love what I do Irsquom
proud of what I do
What I do is
important
What could be more boring than
industrial ventilation systems
149
BigAssHospitalcom
Five of the tools we
use to help
hospitals create a
plan for the
Invisible
Architecture
Tool 1
The Values Behaviors Outcomes Continuum
151
Tool 2
The 3-minute
values drill
Current version
Compassio
n
Advocacy
Respect
ExcellenceValues statement of a Values Coach client
Old version
Compassio
n
Advocacy
Respect
Excellence
New version
Integrity
Enthusiasm
Loyalty
Stewardshi
p
Ownership
Fun
Tool 3
The 6-Word
Culture
Clarification
Exercise
This guy made a fortune with just 6 words
157
From a large
medical
products
company
158
Global company driven
by motivated
individuals
159
Great company often
own worst enemy
160
Process driven crisis
management creating
dysfunction
How can managers
working in the same
company have such
differing perspectives
162
Tool 4
The Culture Wheel to
spark thinking about the
why the what and the
how of cultural
transformation
Tool 5
The Florence Prescription
is a manifesto for
building a culture of
ownership on a
foundation of values
168
More than 400 hospitals and healthcare
organizations and over 100000 books
With The Florence Prescription you canhellip
Get everyone on the
same culture page
for just $5 a book
170
Part 2
Boardrsquos Role for
the Hospitalrsquos
Invisible
Architecturetrade
Micromanageme
nt
Abdication
172
What courageous followers (and
trustees) do
Challenge
Support
173
ldquoBoard members are
likely to wear rose tinted
glassesrdquoReport of the Center for Health Policy
and Research University of Iowa
174
21 questions the
board should ask
of the executive
team
175
8 questions the
board should ask
about the
hospitalrsquos core
values
176
Question 1
Why did we choose
these values and do
people buy into them
Do they even know
them
177
Question 2
Does our statement of
values have heart ndash is it
authentic ndash or is it
generic boilerplate
178
Question 3
How does our
statement of values
differentiate our
hospital in a
competitive
environment
179
Question 4
Are the values we have
chosen operationally
relevant Are the
societally relevant
180
Question 5
How often should we
revisit our values Is
now a good time for a
thorough review
181
Question 6
Do we have the
courage to enforce our
values with employees
medical staff board
and others
182
Question 7
Do execs use values to
instill the mental and
emotional toughness to
thrive in the
competitive healthcare
environment
183
Question 8
Should we do training
on values-based life
and leadership skills
(eg by joining the
Values Collaborative)
184
Date February 5 2013
Asheville NC
$149 per person
319-624-3889
185
7 questions the
board should ask
about the
hospitalrsquos culture
186
Question 1
Do we have a culture
plan that complements
our strategic plan
187
Question 3
Does our culture
tolerate behaviors not
consistent with our
values (eg gossip is
inconsistent with
integrity)
188
Question 4
Does our culture
tolerate management
by fear and
intimidation (despite
Demingrsquos warning)
189
Question 5
How do we collect and
share the stories that
help to transmit our
culture
190
Question 6
How do we invoke
rituals traditions
celebration and
executive visibility to
foster culture
191
Question 7
How do we screen out
cultural misfits and
inculcate new people
192
6 questions the
board should ask
about the
hospitalrsquos
workplace
attitudes
193
Question 1
How do we assess
employee engagement
how do we stack up
and how do we boost
it
194
Question 2
Is our culture
dominated by
emotional positivity or
is toxic emotional
negativity evident
195
This question can only
objectively be
answered by the Man
from Marshellip
196
Question 3
Have we established
our zero-tolerance
behaviors and do we
have the courage to
enforce those
standards
197
Question 4
How do we deal with
people in the Rutledge
Quadrant (good skills
bad attitude)
198
Question 5
How are our attitude
and behavior
expectations conveyed
to new employees (and
docs)
199
Question 6
Are we buying our own
press clippings
- Slide 1
- Slide 2
- Slide 3
- Slide 4
- Slide 5
- Slide 6
- Slide 7
- Slide 8
- Slide 9
- Slide 10
- Slide 11
- Slide 12
- Slide 13
- Slide 14
- Slide 15
- Slide 16
- Slide 17
- Slide 18
- Slide 19
- Slide 20
- Slide 21
- Slide 22
- Slide 23
- Slide 24
- Slide 25
- Slide 26
- Slide 27
- Slide 28
- Slide 29
- Slide 30
- Slide 31
- Slide 32
- Slide 33
- Slide 34
- Slide 35
- Slide 36
- Slide 37
- Slide 38
- Slide 39
- Slide 40
- Slide 41
- Slide 42
- Slide 43
- Slide 44
- Slide 45
- Slide 46
- Slide 47
- Slide 48
- Slide 49
- Slide 50
- Slide 51
- Slide 52
- Slide 53
- Slide 54
- Slide 55
- Slide 56
- Slide 57
- Slide 58
- Slide 59
- Slide 60
- Slide 61
- Slide 62
- Slide 63
- Slide 64
- Slide 65
- Slide 66
- Slide 67
- Slide 68
- Slide 69
- Slide 70
- Slide 71
- Slide 72
- Slide 73
- Slide 74
- Slide 75
- Slide 76
- Slide 77
- Slide 78
- Slide 79
- Slide 80
- Slide 81
- Slide 82
- Slide 83
- Slide 84
- Slide 85
- Slide 86
- Slide 87
- Slide 88
- Slide 89
- Slide 90
- Slide 91
- Slide 92
- Slide 93
- Slide 94
- Slide 95
- Slide 96
- Slide 97
- Slide 98
- Slide 99
- Slide 100
- Slide 101
- Slide 102
- Slide 103
- Slide 104
- Slide 105
- Slide 106
- Slide 107
- Slide 108
- Slide 109
- Slide 110
- Slide 111
- Slide 112
- Slide 113
- Slide 114
- Slide 115
- Slide 116
- Slide 117
- Slide 118
- Slide 119
- Slide 120
- Slide 121
- Slide 122
- Slide 123
- Slide 124
- Slide 125
- Slide 126
- Slide 127
- Slide 128
- Slide 129
- Slide 130
- Slide 131
- Slide 132
- Slide 133
- Slide 134
- Slide 135
- Slide 136
- Slide 137
- Slide 138
- Slide 139
- Slide 140
- Slide 141
- Slide 142
- Slide 143
- Slide 144
- Slide 145
- Slide 146
- Slide 147
- Slide 148
- Slide 149
- Slide 150
- Tool 1 The Values Behaviors Outcomes Continuum
- Slide 152
- Slide 153
- Slide 154
- Slide 155
- Slide 156
- Slide 157
- Slide 158
- Slide 159
- Slide 160
- Slide 161
- Slide 162
- Slide 163
- Slide 164
- Slide 165
- Slide 166
- Slide 167
- Slide 168
- Slide 169
- Slide 170
- Slide 171
- Slide 172
- Slide 173
- Slide 174
- Slide 175
- Slide 176
- Slide 177
- Slide 178
- Slide 179
- Slide 180
- Slide 181
- Slide 182
- Slide 183
- Slide 184
- Slide 185
- Slide 186
- Slide 187
- Slide 188
- Slide 189
- Slide 190
- Slide 191
- Slide 192
- Slide 193
- Slide 194
- Slide 195
- Slide 196
- Slide 197
- Slide 198
- Slide 199
-
![Page 93: Joe Tye Presentation for Georgia Hospital Association Trustee Conference, February 11, 2013](https://reader031.fdocuments.net/reader031/viewer/2022012918/544f4973af79593b028b7d1a/html5/thumbnails/93.jpg)
Commitment is
most important
when the going
gets tough
ldquoWe need to see
opportunities where others
see barriers We need to
be cheerleaders when
others are moaning doom-
and-gloomrdquo
ldquoWe need to face problems
with contrarian toughness
because itrsquos in how we
solve those problems that
we differentiate ourselves
from everyone elserdquo
ldquoBrick walls are not
there to stop you they
are there to make you
prove how much you
want somethingrdquo
Randy Pausch The Last Lecture
Engagement
With patients
coworkers and
with the work itself
At Best Buy a 01
increase in employee
engagement generates
a $100000 increase in
gross store revenue
Harvard Business Review October 2010
Passion
Enthusiasm
positive attitude
and joy reflected in
everyday actions
Look at that
smile
How do you calculate ROI on a smile like that
Initiative
A ldquoProceed Until
Apprehendedrdquo
mindset
135
Can one person
who takes
initiative change
your
organization
138
MMFI
Fellowship
Fostering a
ldquosupport grouprdquo
culture of respect
and caring
142
Pride
In the organization
in the profession
in the work and in
you yourself
Pride is reflected in the answer
to that universal icebreaker
question
What do you do
The most powerful and
cost-effective
marketing campaign
your organization could
ever launch
What do you do
Thanks for asking
Irsquom good at what I do
I love what I do Irsquom
proud of what I do
What I do is
important
What could be more boring than
industrial ventilation systems
149
BigAssHospitalcom
Five of the tools we
use to help
hospitals create a
plan for the
Invisible
Architecture
Tool 1
The Values Behaviors Outcomes Continuum
151
Tool 2
The 3-minute
values drill
Current version
Compassio
n
Advocacy
Respect
ExcellenceValues statement of a Values Coach client
Old version
Compassio
n
Advocacy
Respect
Excellence
New version
Integrity
Enthusiasm
Loyalty
Stewardshi
p
Ownership
Fun
Tool 3
The 6-Word
Culture
Clarification
Exercise
This guy made a fortune with just 6 words
157
From a large
medical
products
company
158
Global company driven
by motivated
individuals
159
Great company often
own worst enemy
160
Process driven crisis
management creating
dysfunction
How can managers
working in the same
company have such
differing perspectives
162
Tool 4
The Culture Wheel to
spark thinking about the
why the what and the
how of cultural
transformation
Tool 5
The Florence Prescription
is a manifesto for
building a culture of
ownership on a
foundation of values
168
More than 400 hospitals and healthcare
organizations and over 100000 books
With The Florence Prescription you canhellip
Get everyone on the
same culture page
for just $5 a book
170
Part 2
Boardrsquos Role for
the Hospitalrsquos
Invisible
Architecturetrade
Micromanageme
nt
Abdication
172
What courageous followers (and
trustees) do
Challenge
Support
173
ldquoBoard members are
likely to wear rose tinted
glassesrdquoReport of the Center for Health Policy
and Research University of Iowa
174
21 questions the
board should ask
of the executive
team
175
8 questions the
board should ask
about the
hospitalrsquos core
values
176
Question 1
Why did we choose
these values and do
people buy into them
Do they even know
them
177
Question 2
Does our statement of
values have heart ndash is it
authentic ndash or is it
generic boilerplate
178
Question 3
How does our
statement of values
differentiate our
hospital in a
competitive
environment
179
Question 4
Are the values we have
chosen operationally
relevant Are the
societally relevant
180
Question 5
How often should we
revisit our values Is
now a good time for a
thorough review
181
Question 6
Do we have the
courage to enforce our
values with employees
medical staff board
and others
182
Question 7
Do execs use values to
instill the mental and
emotional toughness to
thrive in the
competitive healthcare
environment
183
Question 8
Should we do training
on values-based life
and leadership skills
(eg by joining the
Values Collaborative)
184
Date February 5 2013
Asheville NC
$149 per person
319-624-3889
185
7 questions the
board should ask
about the
hospitalrsquos culture
186
Question 1
Do we have a culture
plan that complements
our strategic plan
187
Question 3
Does our culture
tolerate behaviors not
consistent with our
values (eg gossip is
inconsistent with
integrity)
188
Question 4
Does our culture
tolerate management
by fear and
intimidation (despite
Demingrsquos warning)
189
Question 5
How do we collect and
share the stories that
help to transmit our
culture
190
Question 6
How do we invoke
rituals traditions
celebration and
executive visibility to
foster culture
191
Question 7
How do we screen out
cultural misfits and
inculcate new people
192
6 questions the
board should ask
about the
hospitalrsquos
workplace
attitudes
193
Question 1
How do we assess
employee engagement
how do we stack up
and how do we boost
it
194
Question 2
Is our culture
dominated by
emotional positivity or
is toxic emotional
negativity evident
195
This question can only
objectively be
answered by the Man
from Marshellip
196
Question 3
Have we established
our zero-tolerance
behaviors and do we
have the courage to
enforce those
standards
197
Question 4
How do we deal with
people in the Rutledge
Quadrant (good skills
bad attitude)
198
Question 5
How are our attitude
and behavior
expectations conveyed
to new employees (and
docs)
199
Question 6
Are we buying our own
press clippings
- Slide 1
- Slide 2
- Slide 3
- Slide 4
- Slide 5
- Slide 6
- Slide 7
- Slide 8
- Slide 9
- Slide 10
- Slide 11
- Slide 12
- Slide 13
- Slide 14
- Slide 15
- Slide 16
- Slide 17
- Slide 18
- Slide 19
- Slide 20
- Slide 21
- Slide 22
- Slide 23
- Slide 24
- Slide 25
- Slide 26
- Slide 27
- Slide 28
- Slide 29
- Slide 30
- Slide 31
- Slide 32
- Slide 33
- Slide 34
- Slide 35
- Slide 36
- Slide 37
- Slide 38
- Slide 39
- Slide 40
- Slide 41
- Slide 42
- Slide 43
- Slide 44
- Slide 45
- Slide 46
- Slide 47
- Slide 48
- Slide 49
- Slide 50
- Slide 51
- Slide 52
- Slide 53
- Slide 54
- Slide 55
- Slide 56
- Slide 57
- Slide 58
- Slide 59
- Slide 60
- Slide 61
- Slide 62
- Slide 63
- Slide 64
- Slide 65
- Slide 66
- Slide 67
- Slide 68
- Slide 69
- Slide 70
- Slide 71
- Slide 72
- Slide 73
- Slide 74
- Slide 75
- Slide 76
- Slide 77
- Slide 78
- Slide 79
- Slide 80
- Slide 81
- Slide 82
- Slide 83
- Slide 84
- Slide 85
- Slide 86
- Slide 87
- Slide 88
- Slide 89
- Slide 90
- Slide 91
- Slide 92
- Slide 93
- Slide 94
- Slide 95
- Slide 96
- Slide 97
- Slide 98
- Slide 99
- Slide 100
- Slide 101
- Slide 102
- Slide 103
- Slide 104
- Slide 105
- Slide 106
- Slide 107
- Slide 108
- Slide 109
- Slide 110
- Slide 111
- Slide 112
- Slide 113
- Slide 114
- Slide 115
- Slide 116
- Slide 117
- Slide 118
- Slide 119
- Slide 120
- Slide 121
- Slide 122
- Slide 123
- Slide 124
- Slide 125
- Slide 126
- Slide 127
- Slide 128
- Slide 129
- Slide 130
- Slide 131
- Slide 132
- Slide 133
- Slide 134
- Slide 135
- Slide 136
- Slide 137
- Slide 138
- Slide 139
- Slide 140
- Slide 141
- Slide 142
- Slide 143
- Slide 144
- Slide 145
- Slide 146
- Slide 147
- Slide 148
- Slide 149
- Slide 150
- Tool 1 The Values Behaviors Outcomes Continuum
- Slide 152
- Slide 153
- Slide 154
- Slide 155
- Slide 156
- Slide 157
- Slide 158
- Slide 159
- Slide 160
- Slide 161
- Slide 162
- Slide 163
- Slide 164
- Slide 165
- Slide 166
- Slide 167
- Slide 168
- Slide 169
- Slide 170
- Slide 171
- Slide 172
- Slide 173
- Slide 174
- Slide 175
- Slide 176
- Slide 177
- Slide 178
- Slide 179
- Slide 180
- Slide 181
- Slide 182
- Slide 183
- Slide 184
- Slide 185
- Slide 186
- Slide 187
- Slide 188
- Slide 189
- Slide 190
- Slide 191
- Slide 192
- Slide 193
- Slide 194
- Slide 195
- Slide 196
- Slide 197
- Slide 198
- Slide 199
-
![Page 94: Joe Tye Presentation for Georgia Hospital Association Trustee Conference, February 11, 2013](https://reader031.fdocuments.net/reader031/viewer/2022012918/544f4973af79593b028b7d1a/html5/thumbnails/94.jpg)
ldquoWe need to see
opportunities where others
see barriers We need to
be cheerleaders when
others are moaning doom-
and-gloomrdquo
ldquoWe need to face problems
with contrarian toughness
because itrsquos in how we
solve those problems that
we differentiate ourselves
from everyone elserdquo
ldquoBrick walls are not
there to stop you they
are there to make you
prove how much you
want somethingrdquo
Randy Pausch The Last Lecture
Engagement
With patients
coworkers and
with the work itself
At Best Buy a 01
increase in employee
engagement generates
a $100000 increase in
gross store revenue
Harvard Business Review October 2010
Passion
Enthusiasm
positive attitude
and joy reflected in
everyday actions
Look at that
smile
How do you calculate ROI on a smile like that
Initiative
A ldquoProceed Until
Apprehendedrdquo
mindset
135
Can one person
who takes
initiative change
your
organization
138
MMFI
Fellowship
Fostering a
ldquosupport grouprdquo
culture of respect
and caring
142
Pride
In the organization
in the profession
in the work and in
you yourself
Pride is reflected in the answer
to that universal icebreaker
question
What do you do
The most powerful and
cost-effective
marketing campaign
your organization could
ever launch
What do you do
Thanks for asking
Irsquom good at what I do
I love what I do Irsquom
proud of what I do
What I do is
important
What could be more boring than
industrial ventilation systems
149
BigAssHospitalcom
Five of the tools we
use to help
hospitals create a
plan for the
Invisible
Architecture
Tool 1
The Values Behaviors Outcomes Continuum
151
Tool 2
The 3-minute
values drill
Current version
Compassio
n
Advocacy
Respect
ExcellenceValues statement of a Values Coach client
Old version
Compassio
n
Advocacy
Respect
Excellence
New version
Integrity
Enthusiasm
Loyalty
Stewardshi
p
Ownership
Fun
Tool 3
The 6-Word
Culture
Clarification
Exercise
This guy made a fortune with just 6 words
157
From a large
medical
products
company
158
Global company driven
by motivated
individuals
159
Great company often
own worst enemy
160
Process driven crisis
management creating
dysfunction
How can managers
working in the same
company have such
differing perspectives
162
Tool 4
The Culture Wheel to
spark thinking about the
why the what and the
how of cultural
transformation
Tool 5
The Florence Prescription
is a manifesto for
building a culture of
ownership on a
foundation of values
168
More than 400 hospitals and healthcare
organizations and over 100000 books
With The Florence Prescription you canhellip
Get everyone on the
same culture page
for just $5 a book
170
Part 2
Boardrsquos Role for
the Hospitalrsquos
Invisible
Architecturetrade
Micromanageme
nt
Abdication
172
What courageous followers (and
trustees) do
Challenge
Support
173
ldquoBoard members are
likely to wear rose tinted
glassesrdquoReport of the Center for Health Policy
and Research University of Iowa
174
21 questions the
board should ask
of the executive
team
175
8 questions the
board should ask
about the
hospitalrsquos core
values
176
Question 1
Why did we choose
these values and do
people buy into them
Do they even know
them
177
Question 2
Does our statement of
values have heart ndash is it
authentic ndash or is it
generic boilerplate
178
Question 3
How does our
statement of values
differentiate our
hospital in a
competitive
environment
179
Question 4
Are the values we have
chosen operationally
relevant Are the
societally relevant
180
Question 5
How often should we
revisit our values Is
now a good time for a
thorough review
181
Question 6
Do we have the
courage to enforce our
values with employees
medical staff board
and others
182
Question 7
Do execs use values to
instill the mental and
emotional toughness to
thrive in the
competitive healthcare
environment
183
Question 8
Should we do training
on values-based life
and leadership skills
(eg by joining the
Values Collaborative)
184
Date February 5 2013
Asheville NC
$149 per person
319-624-3889
185
7 questions the
board should ask
about the
hospitalrsquos culture
186
Question 1
Do we have a culture
plan that complements
our strategic plan
187
Question 3
Does our culture
tolerate behaviors not
consistent with our
values (eg gossip is
inconsistent with
integrity)
188
Question 4
Does our culture
tolerate management
by fear and
intimidation (despite
Demingrsquos warning)
189
Question 5
How do we collect and
share the stories that
help to transmit our
culture
190
Question 6
How do we invoke
rituals traditions
celebration and
executive visibility to
foster culture
191
Question 7
How do we screen out
cultural misfits and
inculcate new people
192
6 questions the
board should ask
about the
hospitalrsquos
workplace
attitudes
193
Question 1
How do we assess
employee engagement
how do we stack up
and how do we boost
it
194
Question 2
Is our culture
dominated by
emotional positivity or
is toxic emotional
negativity evident
195
This question can only
objectively be
answered by the Man
from Marshellip
196
Question 3
Have we established
our zero-tolerance
behaviors and do we
have the courage to
enforce those
standards
197
Question 4
How do we deal with
people in the Rutledge
Quadrant (good skills
bad attitude)
198
Question 5
How are our attitude
and behavior
expectations conveyed
to new employees (and
docs)
199
Question 6
Are we buying our own
press clippings
- Slide 1
- Slide 2
- Slide 3
- Slide 4
- Slide 5
- Slide 6
- Slide 7
- Slide 8
- Slide 9
- Slide 10
- Slide 11
- Slide 12
- Slide 13
- Slide 14
- Slide 15
- Slide 16
- Slide 17
- Slide 18
- Slide 19
- Slide 20
- Slide 21
- Slide 22
- Slide 23
- Slide 24
- Slide 25
- Slide 26
- Slide 27
- Slide 28
- Slide 29
- Slide 30
- Slide 31
- Slide 32
- Slide 33
- Slide 34
- Slide 35
- Slide 36
- Slide 37
- Slide 38
- Slide 39
- Slide 40
- Slide 41
- Slide 42
- Slide 43
- Slide 44
- Slide 45
- Slide 46
- Slide 47
- Slide 48
- Slide 49
- Slide 50
- Slide 51
- Slide 52
- Slide 53
- Slide 54
- Slide 55
- Slide 56
- Slide 57
- Slide 58
- Slide 59
- Slide 60
- Slide 61
- Slide 62
- Slide 63
- Slide 64
- Slide 65
- Slide 66
- Slide 67
- Slide 68
- Slide 69
- Slide 70
- Slide 71
- Slide 72
- Slide 73
- Slide 74
- Slide 75
- Slide 76
- Slide 77
- Slide 78
- Slide 79
- Slide 80
- Slide 81
- Slide 82
- Slide 83
- Slide 84
- Slide 85
- Slide 86
- Slide 87
- Slide 88
- Slide 89
- Slide 90
- Slide 91
- Slide 92
- Slide 93
- Slide 94
- Slide 95
- Slide 96
- Slide 97
- Slide 98
- Slide 99
- Slide 100
- Slide 101
- Slide 102
- Slide 103
- Slide 104
- Slide 105
- Slide 106
- Slide 107
- Slide 108
- Slide 109
- Slide 110
- Slide 111
- Slide 112
- Slide 113
- Slide 114
- Slide 115
- Slide 116
- Slide 117
- Slide 118
- Slide 119
- Slide 120
- Slide 121
- Slide 122
- Slide 123
- Slide 124
- Slide 125
- Slide 126
- Slide 127
- Slide 128
- Slide 129
- Slide 130
- Slide 131
- Slide 132
- Slide 133
- Slide 134
- Slide 135
- Slide 136
- Slide 137
- Slide 138
- Slide 139
- Slide 140
- Slide 141
- Slide 142
- Slide 143
- Slide 144
- Slide 145
- Slide 146
- Slide 147
- Slide 148
- Slide 149
- Slide 150
- Tool 1 The Values Behaviors Outcomes Continuum
- Slide 152
- Slide 153
- Slide 154
- Slide 155
- Slide 156
- Slide 157
- Slide 158
- Slide 159
- Slide 160
- Slide 161
- Slide 162
- Slide 163
- Slide 164
- Slide 165
- Slide 166
- Slide 167
- Slide 168
- Slide 169
- Slide 170
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- Slide 186
- Slide 187
- Slide 188
- Slide 189
- Slide 190
- Slide 191
- Slide 192
- Slide 193
- Slide 194
- Slide 195
- Slide 196
- Slide 197
- Slide 198
- Slide 199
-
![Page 95: Joe Tye Presentation for Georgia Hospital Association Trustee Conference, February 11, 2013](https://reader031.fdocuments.net/reader031/viewer/2022012918/544f4973af79593b028b7d1a/html5/thumbnails/95.jpg)
ldquoWe need to face problems
with contrarian toughness
because itrsquos in how we
solve those problems that
we differentiate ourselves
from everyone elserdquo
ldquoBrick walls are not
there to stop you they
are there to make you
prove how much you
want somethingrdquo
Randy Pausch The Last Lecture
Engagement
With patients
coworkers and
with the work itself
At Best Buy a 01
increase in employee
engagement generates
a $100000 increase in
gross store revenue
Harvard Business Review October 2010
Passion
Enthusiasm
positive attitude
and joy reflected in
everyday actions
Look at that
smile
How do you calculate ROI on a smile like that
Initiative
A ldquoProceed Until
Apprehendedrdquo
mindset
135
Can one person
who takes
initiative change
your
organization
138
MMFI
Fellowship
Fostering a
ldquosupport grouprdquo
culture of respect
and caring
142
Pride
In the organization
in the profession
in the work and in
you yourself
Pride is reflected in the answer
to that universal icebreaker
question
What do you do
The most powerful and
cost-effective
marketing campaign
your organization could
ever launch
What do you do
Thanks for asking
Irsquom good at what I do
I love what I do Irsquom
proud of what I do
What I do is
important
What could be more boring than
industrial ventilation systems
149
BigAssHospitalcom
Five of the tools we
use to help
hospitals create a
plan for the
Invisible
Architecture
Tool 1
The Values Behaviors Outcomes Continuum
151
Tool 2
The 3-minute
values drill
Current version
Compassio
n
Advocacy
Respect
ExcellenceValues statement of a Values Coach client
Old version
Compassio
n
Advocacy
Respect
Excellence
New version
Integrity
Enthusiasm
Loyalty
Stewardshi
p
Ownership
Fun
Tool 3
The 6-Word
Culture
Clarification
Exercise
This guy made a fortune with just 6 words
157
From a large
medical
products
company
158
Global company driven
by motivated
individuals
159
Great company often
own worst enemy
160
Process driven crisis
management creating
dysfunction
How can managers
working in the same
company have such
differing perspectives
162
Tool 4
The Culture Wheel to
spark thinking about the
why the what and the
how of cultural
transformation
Tool 5
The Florence Prescription
is a manifesto for
building a culture of
ownership on a
foundation of values
168
More than 400 hospitals and healthcare
organizations and over 100000 books
With The Florence Prescription you canhellip
Get everyone on the
same culture page
for just $5 a book
170
Part 2
Boardrsquos Role for
the Hospitalrsquos
Invisible
Architecturetrade
Micromanageme
nt
Abdication
172
What courageous followers (and
trustees) do
Challenge
Support
173
ldquoBoard members are
likely to wear rose tinted
glassesrdquoReport of the Center for Health Policy
and Research University of Iowa
174
21 questions the
board should ask
of the executive
team
175
8 questions the
board should ask
about the
hospitalrsquos core
values
176
Question 1
Why did we choose
these values and do
people buy into them
Do they even know
them
177
Question 2
Does our statement of
values have heart ndash is it
authentic ndash or is it
generic boilerplate
178
Question 3
How does our
statement of values
differentiate our
hospital in a
competitive
environment
179
Question 4
Are the values we have
chosen operationally
relevant Are the
societally relevant
180
Question 5
How often should we
revisit our values Is
now a good time for a
thorough review
181
Question 6
Do we have the
courage to enforce our
values with employees
medical staff board
and others
182
Question 7
Do execs use values to
instill the mental and
emotional toughness to
thrive in the
competitive healthcare
environment
183
Question 8
Should we do training
on values-based life
and leadership skills
(eg by joining the
Values Collaborative)
184
Date February 5 2013
Asheville NC
$149 per person
319-624-3889
185
7 questions the
board should ask
about the
hospitalrsquos culture
186
Question 1
Do we have a culture
plan that complements
our strategic plan
187
Question 3
Does our culture
tolerate behaviors not
consistent with our
values (eg gossip is
inconsistent with
integrity)
188
Question 4
Does our culture
tolerate management
by fear and
intimidation (despite
Demingrsquos warning)
189
Question 5
How do we collect and
share the stories that
help to transmit our
culture
190
Question 6
How do we invoke
rituals traditions
celebration and
executive visibility to
foster culture
191
Question 7
How do we screen out
cultural misfits and
inculcate new people
192
6 questions the
board should ask
about the
hospitalrsquos
workplace
attitudes
193
Question 1
How do we assess
employee engagement
how do we stack up
and how do we boost
it
194
Question 2
Is our culture
dominated by
emotional positivity or
is toxic emotional
negativity evident
195
This question can only
objectively be
answered by the Man
from Marshellip
196
Question 3
Have we established
our zero-tolerance
behaviors and do we
have the courage to
enforce those
standards
197
Question 4
How do we deal with
people in the Rutledge
Quadrant (good skills
bad attitude)
198
Question 5
How are our attitude
and behavior
expectations conveyed
to new employees (and
docs)
199
Question 6
Are we buying our own
press clippings
- Slide 1
- Slide 2
- Slide 3
- Slide 4
- Slide 5
- Slide 6
- Slide 7
- Slide 8
- Slide 9
- Slide 10
- Slide 11
- Slide 12
- Slide 13
- Slide 14
- Slide 15
- Slide 16
- Slide 17
- Slide 18
- Slide 19
- Slide 20
- Slide 21
- Slide 22
- Slide 23
- Slide 24
- Slide 25
- Slide 26
- Slide 27
- Slide 28
- Slide 29
- Slide 30
- Slide 31
- Slide 32
- Slide 33
- Slide 34
- Slide 35
- Slide 36
- Slide 37
- Slide 38
- Slide 39
- Slide 40
- Slide 41
- Slide 42
- Slide 43
- Slide 44
- Slide 45
- Slide 46
- Slide 47
- Slide 48
- Slide 49
- Slide 50
- Slide 51
- Slide 52
- Slide 53
- Slide 54
- Slide 55
- Slide 56
- Slide 57
- Slide 58
- Slide 59
- Slide 60
- Slide 61
- Slide 62
- Slide 63
- Slide 64
- Slide 65
- Slide 66
- Slide 67
- Slide 68
- Slide 69
- Slide 70
- Slide 71
- Slide 72
- Slide 73
- Slide 74
- Slide 75
- Slide 76
- Slide 77
- Slide 78
- Slide 79
- Slide 80
- Slide 81
- Slide 82
- Slide 83
- Slide 84
- Slide 85
- Slide 86
- Slide 87
- Slide 88
- Slide 89
- Slide 90
- Slide 91
- Slide 92
- Slide 93
- Slide 94
- Slide 95
- Slide 96
- Slide 97
- Slide 98
- Slide 99
- Slide 100
- Slide 101
- Slide 102
- Slide 103
- Slide 104
- Slide 105
- Slide 106
- Slide 107
- Slide 108
- Slide 109
- Slide 110
- Slide 111
- Slide 112
- Slide 113
- Slide 114
- Slide 115
- Slide 116
- Slide 117
- Slide 118
- Slide 119
- Slide 120
- Slide 121
- Slide 122
- Slide 123
- Slide 124
- Slide 125
- Slide 126
- Slide 127
- Slide 128
- Slide 129
- Slide 130
- Slide 131
- Slide 132
- Slide 133
- Slide 134
- Slide 135
- Slide 136
- Slide 137
- Slide 138
- Slide 139
- Slide 140
- Slide 141
- Slide 142
- Slide 143
- Slide 144
- Slide 145
- Slide 146
- Slide 147
- Slide 148
- Slide 149
- Slide 150
- Tool 1 The Values Behaviors Outcomes Continuum
- Slide 152
- Slide 153
- Slide 154
- Slide 155
- Slide 156
- Slide 157
- Slide 158
- Slide 159
- Slide 160
- Slide 161
- Slide 162
- Slide 163
- Slide 164
- Slide 165
- Slide 166
- Slide 167
- Slide 168
- Slide 169
- Slide 170
- Slide 171
- Slide 172
- Slide 173
- Slide 174
- Slide 175
- Slide 176
- Slide 177
- Slide 178
- Slide 179
- Slide 180
- Slide 181
- Slide 182
- Slide 183
- Slide 184
- Slide 185
- Slide 186
- Slide 187
- Slide 188
- Slide 189
- Slide 190
- Slide 191
- Slide 192
- Slide 193
- Slide 194
- Slide 195
- Slide 196
- Slide 197
- Slide 198
- Slide 199
-
![Page 96: Joe Tye Presentation for Georgia Hospital Association Trustee Conference, February 11, 2013](https://reader031.fdocuments.net/reader031/viewer/2022012918/544f4973af79593b028b7d1a/html5/thumbnails/96.jpg)
ldquoBrick walls are not
there to stop you they
are there to make you
prove how much you
want somethingrdquo
Randy Pausch The Last Lecture
Engagement
With patients
coworkers and
with the work itself
At Best Buy a 01
increase in employee
engagement generates
a $100000 increase in
gross store revenue
Harvard Business Review October 2010
Passion
Enthusiasm
positive attitude
and joy reflected in
everyday actions
Look at that
smile
How do you calculate ROI on a smile like that
Initiative
A ldquoProceed Until
Apprehendedrdquo
mindset
135
Can one person
who takes
initiative change
your
organization
138
MMFI
Fellowship
Fostering a
ldquosupport grouprdquo
culture of respect
and caring
142
Pride
In the organization
in the profession
in the work and in
you yourself
Pride is reflected in the answer
to that universal icebreaker
question
What do you do
The most powerful and
cost-effective
marketing campaign
your organization could
ever launch
What do you do
Thanks for asking
Irsquom good at what I do
I love what I do Irsquom
proud of what I do
What I do is
important
What could be more boring than
industrial ventilation systems
149
BigAssHospitalcom
Five of the tools we
use to help
hospitals create a
plan for the
Invisible
Architecture
Tool 1
The Values Behaviors Outcomes Continuum
151
Tool 2
The 3-minute
values drill
Current version
Compassio
n
Advocacy
Respect
ExcellenceValues statement of a Values Coach client
Old version
Compassio
n
Advocacy
Respect
Excellence
New version
Integrity
Enthusiasm
Loyalty
Stewardshi
p
Ownership
Fun
Tool 3
The 6-Word
Culture
Clarification
Exercise
This guy made a fortune with just 6 words
157
From a large
medical
products
company
158
Global company driven
by motivated
individuals
159
Great company often
own worst enemy
160
Process driven crisis
management creating
dysfunction
How can managers
working in the same
company have such
differing perspectives
162
Tool 4
The Culture Wheel to
spark thinking about the
why the what and the
how of cultural
transformation
Tool 5
The Florence Prescription
is a manifesto for
building a culture of
ownership on a
foundation of values
168
More than 400 hospitals and healthcare
organizations and over 100000 books
With The Florence Prescription you canhellip
Get everyone on the
same culture page
for just $5 a book
170
Part 2
Boardrsquos Role for
the Hospitalrsquos
Invisible
Architecturetrade
Micromanageme
nt
Abdication
172
What courageous followers (and
trustees) do
Challenge
Support
173
ldquoBoard members are
likely to wear rose tinted
glassesrdquoReport of the Center for Health Policy
and Research University of Iowa
174
21 questions the
board should ask
of the executive
team
175
8 questions the
board should ask
about the
hospitalrsquos core
values
176
Question 1
Why did we choose
these values and do
people buy into them
Do they even know
them
177
Question 2
Does our statement of
values have heart ndash is it
authentic ndash or is it
generic boilerplate
178
Question 3
How does our
statement of values
differentiate our
hospital in a
competitive
environment
179
Question 4
Are the values we have
chosen operationally
relevant Are the
societally relevant
180
Question 5
How often should we
revisit our values Is
now a good time for a
thorough review
181
Question 6
Do we have the
courage to enforce our
values with employees
medical staff board
and others
182
Question 7
Do execs use values to
instill the mental and
emotional toughness to
thrive in the
competitive healthcare
environment
183
Question 8
Should we do training
on values-based life
and leadership skills
(eg by joining the
Values Collaborative)
184
Date February 5 2013
Asheville NC
$149 per person
319-624-3889
185
7 questions the
board should ask
about the
hospitalrsquos culture
186
Question 1
Do we have a culture
plan that complements
our strategic plan
187
Question 3
Does our culture
tolerate behaviors not
consistent with our
values (eg gossip is
inconsistent with
integrity)
188
Question 4
Does our culture
tolerate management
by fear and
intimidation (despite
Demingrsquos warning)
189
Question 5
How do we collect and
share the stories that
help to transmit our
culture
190
Question 6
How do we invoke
rituals traditions
celebration and
executive visibility to
foster culture
191
Question 7
How do we screen out
cultural misfits and
inculcate new people
192
6 questions the
board should ask
about the
hospitalrsquos
workplace
attitudes
193
Question 1
How do we assess
employee engagement
how do we stack up
and how do we boost
it
194
Question 2
Is our culture
dominated by
emotional positivity or
is toxic emotional
negativity evident
195
This question can only
objectively be
answered by the Man
from Marshellip
196
Question 3
Have we established
our zero-tolerance
behaviors and do we
have the courage to
enforce those
standards
197
Question 4
How do we deal with
people in the Rutledge
Quadrant (good skills
bad attitude)
198
Question 5
How are our attitude
and behavior
expectations conveyed
to new employees (and
docs)
199
Question 6
Are we buying our own
press clippings
- Slide 1
- Slide 2
- Slide 3
- Slide 4
- Slide 5
- Slide 6
- Slide 7
- Slide 8
- Slide 9
- Slide 10
- Slide 11
- Slide 12
- Slide 13
- Slide 14
- Slide 15
- Slide 16
- Slide 17
- Slide 18
- Slide 19
- Slide 20
- Slide 21
- Slide 22
- Slide 23
- Slide 24
- Slide 25
- Slide 26
- Slide 27
- Slide 28
- Slide 29
- Slide 30
- Slide 31
- Slide 32
- Slide 33
- Slide 34
- Slide 35
- Slide 36
- Slide 37
- Slide 38
- Slide 39
- Slide 40
- Slide 41
- Slide 42
- Slide 43
- Slide 44
- Slide 45
- Slide 46
- Slide 47
- Slide 48
- Slide 49
- Slide 50
- Slide 51
- Slide 52
- Slide 53
- Slide 54
- Slide 55
- Slide 56
- Slide 57
- Slide 58
- Slide 59
- Slide 60
- Slide 61
- Slide 62
- Slide 63
- Slide 64
- Slide 65
- Slide 66
- Slide 67
- Slide 68
- Slide 69
- Slide 70
- Slide 71
- Slide 72
- Slide 73
- Slide 74
- Slide 75
- Slide 76
- Slide 77
- Slide 78
- Slide 79
- Slide 80
- Slide 81
- Slide 82
- Slide 83
- Slide 84
- Slide 85
- Slide 86
- Slide 87
- Slide 88
- Slide 89
- Slide 90
- Slide 91
- Slide 92
- Slide 93
- Slide 94
- Slide 95
- Slide 96
- Slide 97
- Slide 98
- Slide 99
- Slide 100
- Slide 101
- Slide 102
- Slide 103
- Slide 104
- Slide 105
- Slide 106
- Slide 107
- Slide 108
- Slide 109
- Slide 110
- Slide 111
- Slide 112
- Slide 113
- Slide 114
- Slide 115
- Slide 116
- Slide 117
- Slide 118
- Slide 119
- Slide 120
- Slide 121
- Slide 122
- Slide 123
- Slide 124
- Slide 125
- Slide 126
- Slide 127
- Slide 128
- Slide 129
- Slide 130
- Slide 131
- Slide 132
- Slide 133
- Slide 134
- Slide 135
- Slide 136
- Slide 137
- Slide 138
- Slide 139
- Slide 140
- Slide 141
- Slide 142
- Slide 143
- Slide 144
- Slide 145
- Slide 146
- Slide 147
- Slide 148
- Slide 149
- Slide 150
- Tool 1 The Values Behaviors Outcomes Continuum
- Slide 152
- Slide 153
- Slide 154
- Slide 155
- Slide 156
- Slide 157
- Slide 158
- Slide 159
- Slide 160
- Slide 161
- Slide 162
- Slide 163
- Slide 164
- Slide 165
- Slide 166
- Slide 167
- Slide 168
- Slide 169
- Slide 170
- Slide 171
- Slide 172
- Slide 173
- Slide 174
- Slide 175
- Slide 176
- Slide 177
- Slide 178
- Slide 179
- Slide 180
- Slide 181
- Slide 182
- Slide 183
- Slide 184
- Slide 185
- Slide 186
- Slide 187
- Slide 188
- Slide 189
- Slide 190
- Slide 191
- Slide 192
- Slide 193
- Slide 194
- Slide 195
- Slide 196
- Slide 197
- Slide 198
- Slide 199
-
![Page 97: Joe Tye Presentation for Georgia Hospital Association Trustee Conference, February 11, 2013](https://reader031.fdocuments.net/reader031/viewer/2022012918/544f4973af79593b028b7d1a/html5/thumbnails/97.jpg)
Engagement
With patients
coworkers and
with the work itself
At Best Buy a 01
increase in employee
engagement generates
a $100000 increase in
gross store revenue
Harvard Business Review October 2010
Passion
Enthusiasm
positive attitude
and joy reflected in
everyday actions
Look at that
smile
How do you calculate ROI on a smile like that
Initiative
A ldquoProceed Until
Apprehendedrdquo
mindset
135
Can one person
who takes
initiative change
your
organization
138
MMFI
Fellowship
Fostering a
ldquosupport grouprdquo
culture of respect
and caring
142
Pride
In the organization
in the profession
in the work and in
you yourself
Pride is reflected in the answer
to that universal icebreaker
question
What do you do
The most powerful and
cost-effective
marketing campaign
your organization could
ever launch
What do you do
Thanks for asking
Irsquom good at what I do
I love what I do Irsquom
proud of what I do
What I do is
important
What could be more boring than
industrial ventilation systems
149
BigAssHospitalcom
Five of the tools we
use to help
hospitals create a
plan for the
Invisible
Architecture
Tool 1
The Values Behaviors Outcomes Continuum
151
Tool 2
The 3-minute
values drill
Current version
Compassio
n
Advocacy
Respect
ExcellenceValues statement of a Values Coach client
Old version
Compassio
n
Advocacy
Respect
Excellence
New version
Integrity
Enthusiasm
Loyalty
Stewardshi
p
Ownership
Fun
Tool 3
The 6-Word
Culture
Clarification
Exercise
This guy made a fortune with just 6 words
157
From a large
medical
products
company
158
Global company driven
by motivated
individuals
159
Great company often
own worst enemy
160
Process driven crisis
management creating
dysfunction
How can managers
working in the same
company have such
differing perspectives
162
Tool 4
The Culture Wheel to
spark thinking about the
why the what and the
how of cultural
transformation
Tool 5
The Florence Prescription
is a manifesto for
building a culture of
ownership on a
foundation of values
168
More than 400 hospitals and healthcare
organizations and over 100000 books
With The Florence Prescription you canhellip
Get everyone on the
same culture page
for just $5 a book
170
Part 2
Boardrsquos Role for
the Hospitalrsquos
Invisible
Architecturetrade
Micromanageme
nt
Abdication
172
What courageous followers (and
trustees) do
Challenge
Support
173
ldquoBoard members are
likely to wear rose tinted
glassesrdquoReport of the Center for Health Policy
and Research University of Iowa
174
21 questions the
board should ask
of the executive
team
175
8 questions the
board should ask
about the
hospitalrsquos core
values
176
Question 1
Why did we choose
these values and do
people buy into them
Do they even know
them
177
Question 2
Does our statement of
values have heart ndash is it
authentic ndash or is it
generic boilerplate
178
Question 3
How does our
statement of values
differentiate our
hospital in a
competitive
environment
179
Question 4
Are the values we have
chosen operationally
relevant Are the
societally relevant
180
Question 5
How often should we
revisit our values Is
now a good time for a
thorough review
181
Question 6
Do we have the
courage to enforce our
values with employees
medical staff board
and others
182
Question 7
Do execs use values to
instill the mental and
emotional toughness to
thrive in the
competitive healthcare
environment
183
Question 8
Should we do training
on values-based life
and leadership skills
(eg by joining the
Values Collaborative)
184
Date February 5 2013
Asheville NC
$149 per person
319-624-3889
185
7 questions the
board should ask
about the
hospitalrsquos culture
186
Question 1
Do we have a culture
plan that complements
our strategic plan
187
Question 3
Does our culture
tolerate behaviors not
consistent with our
values (eg gossip is
inconsistent with
integrity)
188
Question 4
Does our culture
tolerate management
by fear and
intimidation (despite
Demingrsquos warning)
189
Question 5
How do we collect and
share the stories that
help to transmit our
culture
190
Question 6
How do we invoke
rituals traditions
celebration and
executive visibility to
foster culture
191
Question 7
How do we screen out
cultural misfits and
inculcate new people
192
6 questions the
board should ask
about the
hospitalrsquos
workplace
attitudes
193
Question 1
How do we assess
employee engagement
how do we stack up
and how do we boost
it
194
Question 2
Is our culture
dominated by
emotional positivity or
is toxic emotional
negativity evident
195
This question can only
objectively be
answered by the Man
from Marshellip
196
Question 3
Have we established
our zero-tolerance
behaviors and do we
have the courage to
enforce those
standards
197
Question 4
How do we deal with
people in the Rutledge
Quadrant (good skills
bad attitude)
198
Question 5
How are our attitude
and behavior
expectations conveyed
to new employees (and
docs)
199
Question 6
Are we buying our own
press clippings
- Slide 1
- Slide 2
- Slide 3
- Slide 4
- Slide 5
- Slide 6
- Slide 7
- Slide 8
- Slide 9
- Slide 10
- Slide 11
- Slide 12
- Slide 13
- Slide 14
- Slide 15
- Slide 16
- Slide 17
- Slide 18
- Slide 19
- Slide 20
- Slide 21
- Slide 22
- Slide 23
- Slide 24
- Slide 25
- Slide 26
- Slide 27
- Slide 28
- Slide 29
- Slide 30
- Slide 31
- Slide 32
- Slide 33
- Slide 34
- Slide 35
- Slide 36
- Slide 37
- Slide 38
- Slide 39
- Slide 40
- Slide 41
- Slide 42
- Slide 43
- Slide 44
- Slide 45
- Slide 46
- Slide 47
- Slide 48
- Slide 49
- Slide 50
- Slide 51
- Slide 52
- Slide 53
- Slide 54
- Slide 55
- Slide 56
- Slide 57
- Slide 58
- Slide 59
- Slide 60
- Slide 61
- Slide 62
- Slide 63
- Slide 64
- Slide 65
- Slide 66
- Slide 67
- Slide 68
- Slide 69
- Slide 70
- Slide 71
- Slide 72
- Slide 73
- Slide 74
- Slide 75
- Slide 76
- Slide 77
- Slide 78
- Slide 79
- Slide 80
- Slide 81
- Slide 82
- Slide 83
- Slide 84
- Slide 85
- Slide 86
- Slide 87
- Slide 88
- Slide 89
- Slide 90
- Slide 91
- Slide 92
- Slide 93
- Slide 94
- Slide 95
- Slide 96
- Slide 97
- Slide 98
- Slide 99
- Slide 100
- Slide 101
- Slide 102
- Slide 103
- Slide 104
- Slide 105
- Slide 106
- Slide 107
- Slide 108
- Slide 109
- Slide 110
- Slide 111
- Slide 112
- Slide 113
- Slide 114
- Slide 115
- Slide 116
- Slide 117
- Slide 118
- Slide 119
- Slide 120
- Slide 121
- Slide 122
- Slide 123
- Slide 124
- Slide 125
- Slide 126
- Slide 127
- Slide 128
- Slide 129
- Slide 130
- Slide 131
- Slide 132
- Slide 133
- Slide 134
- Slide 135
- Slide 136
- Slide 137
- Slide 138
- Slide 139
- Slide 140
- Slide 141
- Slide 142
- Slide 143
- Slide 144
- Slide 145
- Slide 146
- Slide 147
- Slide 148
- Slide 149
- Slide 150
- Tool 1 The Values Behaviors Outcomes Continuum
- Slide 152
- Slide 153
- Slide 154
- Slide 155
- Slide 156
- Slide 157
- Slide 158
- Slide 159
- Slide 160
- Slide 161
- Slide 162
- Slide 163
- Slide 164
- Slide 165
- Slide 166
- Slide 167
- Slide 168
- Slide 169
- Slide 170
- Slide 171
- Slide 172
- Slide 173
- Slide 174
- Slide 175
- Slide 176
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- Slide 179
- Slide 180
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- Slide 183
- Slide 184
- Slide 185
- Slide 186
- Slide 187
- Slide 188
- Slide 189
- Slide 190
- Slide 191
- Slide 192
- Slide 193
- Slide 194
- Slide 195
- Slide 196
- Slide 197
- Slide 198
- Slide 199
-
![Page 98: Joe Tye Presentation for Georgia Hospital Association Trustee Conference, February 11, 2013](https://reader031.fdocuments.net/reader031/viewer/2022012918/544f4973af79593b028b7d1a/html5/thumbnails/98.jpg)
At Best Buy a 01
increase in employee
engagement generates
a $100000 increase in
gross store revenue
Harvard Business Review October 2010
Passion
Enthusiasm
positive attitude
and joy reflected in
everyday actions
Look at that
smile
How do you calculate ROI on a smile like that
Initiative
A ldquoProceed Until
Apprehendedrdquo
mindset
135
Can one person
who takes
initiative change
your
organization
138
MMFI
Fellowship
Fostering a
ldquosupport grouprdquo
culture of respect
and caring
142
Pride
In the organization
in the profession
in the work and in
you yourself
Pride is reflected in the answer
to that universal icebreaker
question
What do you do
The most powerful and
cost-effective
marketing campaign
your organization could
ever launch
What do you do
Thanks for asking
Irsquom good at what I do
I love what I do Irsquom
proud of what I do
What I do is
important
What could be more boring than
industrial ventilation systems
149
BigAssHospitalcom
Five of the tools we
use to help
hospitals create a
plan for the
Invisible
Architecture
Tool 1
The Values Behaviors Outcomes Continuum
151
Tool 2
The 3-minute
values drill
Current version
Compassio
n
Advocacy
Respect
ExcellenceValues statement of a Values Coach client
Old version
Compassio
n
Advocacy
Respect
Excellence
New version
Integrity
Enthusiasm
Loyalty
Stewardshi
p
Ownership
Fun
Tool 3
The 6-Word
Culture
Clarification
Exercise
This guy made a fortune with just 6 words
157
From a large
medical
products
company
158
Global company driven
by motivated
individuals
159
Great company often
own worst enemy
160
Process driven crisis
management creating
dysfunction
How can managers
working in the same
company have such
differing perspectives
162
Tool 4
The Culture Wheel to
spark thinking about the
why the what and the
how of cultural
transformation
Tool 5
The Florence Prescription
is a manifesto for
building a culture of
ownership on a
foundation of values
168
More than 400 hospitals and healthcare
organizations and over 100000 books
With The Florence Prescription you canhellip
Get everyone on the
same culture page
for just $5 a book
170
Part 2
Boardrsquos Role for
the Hospitalrsquos
Invisible
Architecturetrade
Micromanageme
nt
Abdication
172
What courageous followers (and
trustees) do
Challenge
Support
173
ldquoBoard members are
likely to wear rose tinted
glassesrdquoReport of the Center for Health Policy
and Research University of Iowa
174
21 questions the
board should ask
of the executive
team
175
8 questions the
board should ask
about the
hospitalrsquos core
values
176
Question 1
Why did we choose
these values and do
people buy into them
Do they even know
them
177
Question 2
Does our statement of
values have heart ndash is it
authentic ndash or is it
generic boilerplate
178
Question 3
How does our
statement of values
differentiate our
hospital in a
competitive
environment
179
Question 4
Are the values we have
chosen operationally
relevant Are the
societally relevant
180
Question 5
How often should we
revisit our values Is
now a good time for a
thorough review
181
Question 6
Do we have the
courage to enforce our
values with employees
medical staff board
and others
182
Question 7
Do execs use values to
instill the mental and
emotional toughness to
thrive in the
competitive healthcare
environment
183
Question 8
Should we do training
on values-based life
and leadership skills
(eg by joining the
Values Collaborative)
184
Date February 5 2013
Asheville NC
$149 per person
319-624-3889
185
7 questions the
board should ask
about the
hospitalrsquos culture
186
Question 1
Do we have a culture
plan that complements
our strategic plan
187
Question 3
Does our culture
tolerate behaviors not
consistent with our
values (eg gossip is
inconsistent with
integrity)
188
Question 4
Does our culture
tolerate management
by fear and
intimidation (despite
Demingrsquos warning)
189
Question 5
How do we collect and
share the stories that
help to transmit our
culture
190
Question 6
How do we invoke
rituals traditions
celebration and
executive visibility to
foster culture
191
Question 7
How do we screen out
cultural misfits and
inculcate new people
192
6 questions the
board should ask
about the
hospitalrsquos
workplace
attitudes
193
Question 1
How do we assess
employee engagement
how do we stack up
and how do we boost
it
194
Question 2
Is our culture
dominated by
emotional positivity or
is toxic emotional
negativity evident
195
This question can only
objectively be
answered by the Man
from Marshellip
196
Question 3
Have we established
our zero-tolerance
behaviors and do we
have the courage to
enforce those
standards
197
Question 4
How do we deal with
people in the Rutledge
Quadrant (good skills
bad attitude)
198
Question 5
How are our attitude
and behavior
expectations conveyed
to new employees (and
docs)
199
Question 6
Are we buying our own
press clippings
- Slide 1
- Slide 2
- Slide 3
- Slide 4
- Slide 5
- Slide 6
- Slide 7
- Slide 8
- Slide 9
- Slide 10
- Slide 11
- Slide 12
- Slide 13
- Slide 14
- Slide 15
- Slide 16
- Slide 17
- Slide 18
- Slide 19
- Slide 20
- Slide 21
- Slide 22
- Slide 23
- Slide 24
- Slide 25
- Slide 26
- Slide 27
- Slide 28
- Slide 29
- Slide 30
- Slide 31
- Slide 32
- Slide 33
- Slide 34
- Slide 35
- Slide 36
- Slide 37
- Slide 38
- Slide 39
- Slide 40
- Slide 41
- Slide 42
- Slide 43
- Slide 44
- Slide 45
- Slide 46
- Slide 47
- Slide 48
- Slide 49
- Slide 50
- Slide 51
- Slide 52
- Slide 53
- Slide 54
- Slide 55
- Slide 56
- Slide 57
- Slide 58
- Slide 59
- Slide 60
- Slide 61
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- Slide 89
- Slide 90
- Slide 91
- Slide 92
- Slide 93
- Slide 94
- Slide 95
- Slide 96
- Slide 97
- Slide 98
- Slide 99
- Slide 100
- Slide 101
- Slide 102
- Slide 103
- Slide 104
- Slide 105
- Slide 106
- Slide 107
- Slide 108
- Slide 109
- Slide 110
- Slide 111
- Slide 112
- Slide 113
- Slide 114
- Slide 115
- Slide 116
- Slide 117
- Slide 118
- Slide 119
- Slide 120
- Slide 121
- Slide 122
- Slide 123
- Slide 124
- Slide 125
- Slide 126
- Slide 127
- Slide 128
- Slide 129
- Slide 130
- Slide 131
- Slide 132
- Slide 133
- Slide 134
- Slide 135
- Slide 136
- Slide 137
- Slide 138
- Slide 139
- Slide 140
- Slide 141
- Slide 142
- Slide 143
- Slide 144
- Slide 145
- Slide 146
- Slide 147
- Slide 148
- Slide 149
- Slide 150
- Tool 1 The Values Behaviors Outcomes Continuum
- Slide 152
- Slide 153
- Slide 154
- Slide 155
- Slide 156
- Slide 157
- Slide 158
- Slide 159
- Slide 160
- Slide 161
- Slide 162
- Slide 163
- Slide 164
- Slide 165
- Slide 166
- Slide 167
- Slide 168
- Slide 169
- Slide 170
- Slide 171
- Slide 172
- Slide 173
- Slide 174
- Slide 175
- Slide 176
- Slide 177
- Slide 178
- Slide 179
- Slide 180
- Slide 181
- Slide 182
- Slide 183
- Slide 184
- Slide 185
- Slide 186
- Slide 187
- Slide 188
- Slide 189
- Slide 190
- Slide 191
- Slide 192
- Slide 193
- Slide 194
- Slide 195
- Slide 196
- Slide 197
- Slide 198
- Slide 199
-
![Page 99: Joe Tye Presentation for Georgia Hospital Association Trustee Conference, February 11, 2013](https://reader031.fdocuments.net/reader031/viewer/2022012918/544f4973af79593b028b7d1a/html5/thumbnails/99.jpg)
Passion
Enthusiasm
positive attitude
and joy reflected in
everyday actions
Look at that
smile
How do you calculate ROI on a smile like that
Initiative
A ldquoProceed Until
Apprehendedrdquo
mindset
135
Can one person
who takes
initiative change
your
organization
138
MMFI
Fellowship
Fostering a
ldquosupport grouprdquo
culture of respect
and caring
142
Pride
In the organization
in the profession
in the work and in
you yourself
Pride is reflected in the answer
to that universal icebreaker
question
What do you do
The most powerful and
cost-effective
marketing campaign
your organization could
ever launch
What do you do
Thanks for asking
Irsquom good at what I do
I love what I do Irsquom
proud of what I do
What I do is
important
What could be more boring than
industrial ventilation systems
149
BigAssHospitalcom
Five of the tools we
use to help
hospitals create a
plan for the
Invisible
Architecture
Tool 1
The Values Behaviors Outcomes Continuum
151
Tool 2
The 3-minute
values drill
Current version
Compassio
n
Advocacy
Respect
ExcellenceValues statement of a Values Coach client
Old version
Compassio
n
Advocacy
Respect
Excellence
New version
Integrity
Enthusiasm
Loyalty
Stewardshi
p
Ownership
Fun
Tool 3
The 6-Word
Culture
Clarification
Exercise
This guy made a fortune with just 6 words
157
From a large
medical
products
company
158
Global company driven
by motivated
individuals
159
Great company often
own worst enemy
160
Process driven crisis
management creating
dysfunction
How can managers
working in the same
company have such
differing perspectives
162
Tool 4
The Culture Wheel to
spark thinking about the
why the what and the
how of cultural
transformation
Tool 5
The Florence Prescription
is a manifesto for
building a culture of
ownership on a
foundation of values
168
More than 400 hospitals and healthcare
organizations and over 100000 books
With The Florence Prescription you canhellip
Get everyone on the
same culture page
for just $5 a book
170
Part 2
Boardrsquos Role for
the Hospitalrsquos
Invisible
Architecturetrade
Micromanageme
nt
Abdication
172
What courageous followers (and
trustees) do
Challenge
Support
173
ldquoBoard members are
likely to wear rose tinted
glassesrdquoReport of the Center for Health Policy
and Research University of Iowa
174
21 questions the
board should ask
of the executive
team
175
8 questions the
board should ask
about the
hospitalrsquos core
values
176
Question 1
Why did we choose
these values and do
people buy into them
Do they even know
them
177
Question 2
Does our statement of
values have heart ndash is it
authentic ndash or is it
generic boilerplate
178
Question 3
How does our
statement of values
differentiate our
hospital in a
competitive
environment
179
Question 4
Are the values we have
chosen operationally
relevant Are the
societally relevant
180
Question 5
How often should we
revisit our values Is
now a good time for a
thorough review
181
Question 6
Do we have the
courage to enforce our
values with employees
medical staff board
and others
182
Question 7
Do execs use values to
instill the mental and
emotional toughness to
thrive in the
competitive healthcare
environment
183
Question 8
Should we do training
on values-based life
and leadership skills
(eg by joining the
Values Collaborative)
184
Date February 5 2013
Asheville NC
$149 per person
319-624-3889
185
7 questions the
board should ask
about the
hospitalrsquos culture
186
Question 1
Do we have a culture
plan that complements
our strategic plan
187
Question 3
Does our culture
tolerate behaviors not
consistent with our
values (eg gossip is
inconsistent with
integrity)
188
Question 4
Does our culture
tolerate management
by fear and
intimidation (despite
Demingrsquos warning)
189
Question 5
How do we collect and
share the stories that
help to transmit our
culture
190
Question 6
How do we invoke
rituals traditions
celebration and
executive visibility to
foster culture
191
Question 7
How do we screen out
cultural misfits and
inculcate new people
192
6 questions the
board should ask
about the
hospitalrsquos
workplace
attitudes
193
Question 1
How do we assess
employee engagement
how do we stack up
and how do we boost
it
194
Question 2
Is our culture
dominated by
emotional positivity or
is toxic emotional
negativity evident
195
This question can only
objectively be
answered by the Man
from Marshellip
196
Question 3
Have we established
our zero-tolerance
behaviors and do we
have the courage to
enforce those
standards
197
Question 4
How do we deal with
people in the Rutledge
Quadrant (good skills
bad attitude)
198
Question 5
How are our attitude
and behavior
expectations conveyed
to new employees (and
docs)
199
Question 6
Are we buying our own
press clippings
- Slide 1
- Slide 2
- Slide 3
- Slide 4
- Slide 5
- Slide 6
- Slide 7
- Slide 8
- Slide 9
- Slide 10
- Slide 11
- Slide 12
- Slide 13
- Slide 14
- Slide 15
- Slide 16
- Slide 17
- Slide 18
- Slide 19
- Slide 20
- Slide 21
- Slide 22
- Slide 23
- Slide 24
- Slide 25
- Slide 26
- Slide 27
- Slide 28
- Slide 29
- Slide 30
- Slide 31
- Slide 32
- Slide 33
- Slide 34
- Slide 35
- Slide 36
- Slide 37
- Slide 38
- Slide 39
- Slide 40
- Slide 41
- Slide 42
- Slide 43
- Slide 44
- Slide 45
- Slide 46
- Slide 47
- Slide 48
- Slide 49
- Slide 50
- Slide 51
- Slide 52
- Slide 53
- Slide 54
- Slide 55
- Slide 56
- Slide 57
- Slide 58
- Slide 59
- Slide 60
- Slide 61
- Slide 62
- Slide 63
- Slide 64
- Slide 65
- Slide 66
- Slide 67
- Slide 68
- Slide 69
- Slide 70
- Slide 71
- Slide 72
- Slide 73
- Slide 74
- Slide 75
- Slide 76
- Slide 77
- Slide 78
- Slide 79
- Slide 80
- Slide 81
- Slide 82
- Slide 83
- Slide 84
- Slide 85
- Slide 86
- Slide 87
- Slide 88
- Slide 89
- Slide 90
- Slide 91
- Slide 92
- Slide 93
- Slide 94
- Slide 95
- Slide 96
- Slide 97
- Slide 98
- Slide 99
- Slide 100
- Slide 101
- Slide 102
- Slide 103
- Slide 104
- Slide 105
- Slide 106
- Slide 107
- Slide 108
- Slide 109
- Slide 110
- Slide 111
- Slide 112
- Slide 113
- Slide 114
- Slide 115
- Slide 116
- Slide 117
- Slide 118
- Slide 119
- Slide 120
- Slide 121
- Slide 122
- Slide 123
- Slide 124
- Slide 125
- Slide 126
- Slide 127
- Slide 128
- Slide 129
- Slide 130
- Slide 131
- Slide 132
- Slide 133
- Slide 134
- Slide 135
- Slide 136
- Slide 137
- Slide 138
- Slide 139
- Slide 140
- Slide 141
- Slide 142
- Slide 143
- Slide 144
- Slide 145
- Slide 146
- Slide 147
- Slide 148
- Slide 149
- Slide 150
- Tool 1 The Values Behaviors Outcomes Continuum
- Slide 152
- Slide 153
- Slide 154
- Slide 155
- Slide 156
- Slide 157
- Slide 158
- Slide 159
- Slide 160
- Slide 161
- Slide 162
- Slide 163
- Slide 164
- Slide 165
- Slide 166
- Slide 167
- Slide 168
- Slide 169
- Slide 170
- Slide 171
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- Slide 175
- Slide 176
- Slide 177
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- Slide 185
- Slide 186
- Slide 187
- Slide 188
- Slide 189
- Slide 190
- Slide 191
- Slide 192
- Slide 193
- Slide 194
- Slide 195
- Slide 196
- Slide 197
- Slide 198
- Slide 199
-
![Page 100: Joe Tye Presentation for Georgia Hospital Association Trustee Conference, February 11, 2013](https://reader031.fdocuments.net/reader031/viewer/2022012918/544f4973af79593b028b7d1a/html5/thumbnails/100.jpg)
Initiative
A ldquoProceed Until
Apprehendedrdquo
mindset
135
Can one person
who takes
initiative change
your
organization
138
MMFI
Fellowship
Fostering a
ldquosupport grouprdquo
culture of respect
and caring
142
Pride
In the organization
in the profession
in the work and in
you yourself
Pride is reflected in the answer
to that universal icebreaker
question
What do you do
The most powerful and
cost-effective
marketing campaign
your organization could
ever launch
What do you do
Thanks for asking
Irsquom good at what I do
I love what I do Irsquom
proud of what I do
What I do is
important
What could be more boring than
industrial ventilation systems
149
BigAssHospitalcom
Five of the tools we
use to help
hospitals create a
plan for the
Invisible
Architecture
Tool 1
The Values Behaviors Outcomes Continuum
151
Tool 2
The 3-minute
values drill
Current version
Compassio
n
Advocacy
Respect
ExcellenceValues statement of a Values Coach client
Old version
Compassio
n
Advocacy
Respect
Excellence
New version
Integrity
Enthusiasm
Loyalty
Stewardshi
p
Ownership
Fun
Tool 3
The 6-Word
Culture
Clarification
Exercise
This guy made a fortune with just 6 words
157
From a large
medical
products
company
158
Global company driven
by motivated
individuals
159
Great company often
own worst enemy
160
Process driven crisis
management creating
dysfunction
How can managers
working in the same
company have such
differing perspectives
162
Tool 4
The Culture Wheel to
spark thinking about the
why the what and the
how of cultural
transformation
Tool 5
The Florence Prescription
is a manifesto for
building a culture of
ownership on a
foundation of values
168
More than 400 hospitals and healthcare
organizations and over 100000 books
With The Florence Prescription you canhellip
Get everyone on the
same culture page
for just $5 a book
170
Part 2
Boardrsquos Role for
the Hospitalrsquos
Invisible
Architecturetrade
Micromanageme
nt
Abdication
172
What courageous followers (and
trustees) do
Challenge
Support
173
ldquoBoard members are
likely to wear rose tinted
glassesrdquoReport of the Center for Health Policy
and Research University of Iowa
174
21 questions the
board should ask
of the executive
team
175
8 questions the
board should ask
about the
hospitalrsquos core
values
176
Question 1
Why did we choose
these values and do
people buy into them
Do they even know
them
177
Question 2
Does our statement of
values have heart ndash is it
authentic ndash or is it
generic boilerplate
178
Question 3
How does our
statement of values
differentiate our
hospital in a
competitive
environment
179
Question 4
Are the values we have
chosen operationally
relevant Are the
societally relevant
180
Question 5
How often should we
revisit our values Is
now a good time for a
thorough review
181
Question 6
Do we have the
courage to enforce our
values with employees
medical staff board
and others
182
Question 7
Do execs use values to
instill the mental and
emotional toughness to
thrive in the
competitive healthcare
environment
183
Question 8
Should we do training
on values-based life
and leadership skills
(eg by joining the
Values Collaborative)
184
Date February 5 2013
Asheville NC
$149 per person
319-624-3889
185
7 questions the
board should ask
about the
hospitalrsquos culture
186
Question 1
Do we have a culture
plan that complements
our strategic plan
187
Question 3
Does our culture
tolerate behaviors not
consistent with our
values (eg gossip is
inconsistent with
integrity)
188
Question 4
Does our culture
tolerate management
by fear and
intimidation (despite
Demingrsquos warning)
189
Question 5
How do we collect and
share the stories that
help to transmit our
culture
190
Question 6
How do we invoke
rituals traditions
celebration and
executive visibility to
foster culture
191
Question 7
How do we screen out
cultural misfits and
inculcate new people
192
6 questions the
board should ask
about the
hospitalrsquos
workplace
attitudes
193
Question 1
How do we assess
employee engagement
how do we stack up
and how do we boost
it
194
Question 2
Is our culture
dominated by
emotional positivity or
is toxic emotional
negativity evident
195
This question can only
objectively be
answered by the Man
from Marshellip
196
Question 3
Have we established
our zero-tolerance
behaviors and do we
have the courage to
enforce those
standards
197
Question 4
How do we deal with
people in the Rutledge
Quadrant (good skills
bad attitude)
198
Question 5
How are our attitude
and behavior
expectations conveyed
to new employees (and
docs)
199
Question 6
Are we buying our own
press clippings
- Slide 1
- Slide 2
- Slide 3
- Slide 4
- Slide 5
- Slide 6
- Slide 7
- Slide 8
- Slide 9
- Slide 10
- Slide 11
- Slide 12
- Slide 13
- Slide 14
- Slide 15
- Slide 16
- Slide 17
- Slide 18
- Slide 19
- Slide 20
- Slide 21
- Slide 22
- Slide 23
- Slide 24
- Slide 25
- Slide 26
- Slide 27
- Slide 28
- Slide 29
- Slide 30
- Slide 31
- Slide 32
- Slide 33
- Slide 34
- Slide 35
- Slide 36
- Slide 37
- Slide 38
- Slide 39
- Slide 40
- Slide 41
- Slide 42
- Slide 43
- Slide 44
- Slide 45
- Slide 46
- Slide 47
- Slide 48
- Slide 49
- Slide 50
- Slide 51
- Slide 52
- Slide 53
- Slide 54
- Slide 55
- Slide 56
- Slide 57
- Slide 58
- Slide 59
- Slide 60
- Slide 61
- Slide 62
- Slide 63
- Slide 64
- Slide 65
- Slide 66
- Slide 67
- Slide 68
- Slide 69
- Slide 70
- Slide 71
- Slide 72
- Slide 73
- Slide 74
- Slide 75
- Slide 76
- Slide 77
- Slide 78
- Slide 79
- Slide 80
- Slide 81
- Slide 82
- Slide 83
- Slide 84
- Slide 85
- Slide 86
- Slide 87
- Slide 88
- Slide 89
- Slide 90
- Slide 91
- Slide 92
- Slide 93
- Slide 94
- Slide 95
- Slide 96
- Slide 97
- Slide 98
- Slide 99
- Slide 100
- Slide 101
- Slide 102
- Slide 103
- Slide 104
- Slide 105
- Slide 106
- Slide 107
- Slide 108
- Slide 109
- Slide 110
- Slide 111
- Slide 112
- Slide 113
- Slide 114
- Slide 115
- Slide 116
- Slide 117
- Slide 118
- Slide 119
- Slide 120
- Slide 121
- Slide 122
- Slide 123
- Slide 124
- Slide 125
- Slide 126
- Slide 127
- Slide 128
- Slide 129
- Slide 130
- Slide 131
- Slide 132
- Slide 133
- Slide 134
- Slide 135
- Slide 136
- Slide 137
- Slide 138
- Slide 139
- Slide 140
- Slide 141
- Slide 142
- Slide 143
- Slide 144
- Slide 145
- Slide 146
- Slide 147
- Slide 148
- Slide 149
- Slide 150
- Tool 1 The Values Behaviors Outcomes Continuum
- Slide 152
- Slide 153
- Slide 154
- Slide 155
- Slide 156
- Slide 157
- Slide 158
- Slide 159
- Slide 160
- Slide 161
- Slide 162
- Slide 163
- Slide 164
- Slide 165
- Slide 166
- Slide 167
- Slide 168
- Slide 169
- Slide 170
- Slide 171
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- Slide 174
- Slide 175
- Slide 176
- Slide 177
- Slide 178
- Slide 179
- Slide 180
- Slide 181
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- Slide 183
- Slide 184
- Slide 185
- Slide 186
- Slide 187
- Slide 188
- Slide 189
- Slide 190
- Slide 191
- Slide 192
- Slide 193
- Slide 194
- Slide 195
- Slide 196
- Slide 197
- Slide 198
- Slide 199
-
![Page 101: Joe Tye Presentation for Georgia Hospital Association Trustee Conference, February 11, 2013](https://reader031.fdocuments.net/reader031/viewer/2022012918/544f4973af79593b028b7d1a/html5/thumbnails/101.jpg)
135
Can one person
who takes
initiative change
your
organization
138
MMFI
Fellowship
Fostering a
ldquosupport grouprdquo
culture of respect
and caring
142
Pride
In the organization
in the profession
in the work and in
you yourself
Pride is reflected in the answer
to that universal icebreaker
question
What do you do
The most powerful and
cost-effective
marketing campaign
your organization could
ever launch
What do you do
Thanks for asking
Irsquom good at what I do
I love what I do Irsquom
proud of what I do
What I do is
important
What could be more boring than
industrial ventilation systems
149
BigAssHospitalcom
Five of the tools we
use to help
hospitals create a
plan for the
Invisible
Architecture
Tool 1
The Values Behaviors Outcomes Continuum
151
Tool 2
The 3-minute
values drill
Current version
Compassio
n
Advocacy
Respect
ExcellenceValues statement of a Values Coach client
Old version
Compassio
n
Advocacy
Respect
Excellence
New version
Integrity
Enthusiasm
Loyalty
Stewardshi
p
Ownership
Fun
Tool 3
The 6-Word
Culture
Clarification
Exercise
This guy made a fortune with just 6 words
157
From a large
medical
products
company
158
Global company driven
by motivated
individuals
159
Great company often
own worst enemy
160
Process driven crisis
management creating
dysfunction
How can managers
working in the same
company have such
differing perspectives
162
Tool 4
The Culture Wheel to
spark thinking about the
why the what and the
how of cultural
transformation
Tool 5
The Florence Prescription
is a manifesto for
building a culture of
ownership on a
foundation of values
168
More than 400 hospitals and healthcare
organizations and over 100000 books
With The Florence Prescription you canhellip
Get everyone on the
same culture page
for just $5 a book
170
Part 2
Boardrsquos Role for
the Hospitalrsquos
Invisible
Architecturetrade
Micromanageme
nt
Abdication
172
What courageous followers (and
trustees) do
Challenge
Support
173
ldquoBoard members are
likely to wear rose tinted
glassesrdquoReport of the Center for Health Policy
and Research University of Iowa
174
21 questions the
board should ask
of the executive
team
175
8 questions the
board should ask
about the
hospitalrsquos core
values
176
Question 1
Why did we choose
these values and do
people buy into them
Do they even know
them
177
Question 2
Does our statement of
values have heart ndash is it
authentic ndash or is it
generic boilerplate
178
Question 3
How does our
statement of values
differentiate our
hospital in a
competitive
environment
179
Question 4
Are the values we have
chosen operationally
relevant Are the
societally relevant
180
Question 5
How often should we
revisit our values Is
now a good time for a
thorough review
181
Question 6
Do we have the
courage to enforce our
values with employees
medical staff board
and others
182
Question 7
Do execs use values to
instill the mental and
emotional toughness to
thrive in the
competitive healthcare
environment
183
Question 8
Should we do training
on values-based life
and leadership skills
(eg by joining the
Values Collaborative)
184
Date February 5 2013
Asheville NC
$149 per person
319-624-3889
185
7 questions the
board should ask
about the
hospitalrsquos culture
186
Question 1
Do we have a culture
plan that complements
our strategic plan
187
Question 3
Does our culture
tolerate behaviors not
consistent with our
values (eg gossip is
inconsistent with
integrity)
188
Question 4
Does our culture
tolerate management
by fear and
intimidation (despite
Demingrsquos warning)
189
Question 5
How do we collect and
share the stories that
help to transmit our
culture
190
Question 6
How do we invoke
rituals traditions
celebration and
executive visibility to
foster culture
191
Question 7
How do we screen out
cultural misfits and
inculcate new people
192
6 questions the
board should ask
about the
hospitalrsquos
workplace
attitudes
193
Question 1
How do we assess
employee engagement
how do we stack up
and how do we boost
it
194
Question 2
Is our culture
dominated by
emotional positivity or
is toxic emotional
negativity evident
195
This question can only
objectively be
answered by the Man
from Marshellip
196
Question 3
Have we established
our zero-tolerance
behaviors and do we
have the courage to
enforce those
standards
197
Question 4
How do we deal with
people in the Rutledge
Quadrant (good skills
bad attitude)
198
Question 5
How are our attitude
and behavior
expectations conveyed
to new employees (and
docs)
199
Question 6
Are we buying our own
press clippings
- Slide 1
- Slide 2
- Slide 3
- Slide 4
- Slide 5
- Slide 6
- Slide 7
- Slide 8
- Slide 9
- Slide 10
- Slide 11
- Slide 12
- Slide 13
- Slide 14
- Slide 15
- Slide 16
- Slide 17
- Slide 18
- Slide 19
- Slide 20
- Slide 21
- Slide 22
- Slide 23
- Slide 24
- Slide 25
- Slide 26
- Slide 27
- Slide 28
- Slide 29
- Slide 30
- Slide 31
- Slide 32
- Slide 33
- Slide 34
- Slide 35
- Slide 36
- Slide 37
- Slide 38
- Slide 39
- Slide 40
- Slide 41
- Slide 42
- Slide 43
- Slide 44
- Slide 45
- Slide 46
- Slide 47
- Slide 48
- Slide 49
- Slide 50
- Slide 51
- Slide 52
- Slide 53
- Slide 54
- Slide 55
- Slide 56
- Slide 57
- Slide 58
- Slide 59
- Slide 60
- Slide 61
- Slide 62
- Slide 63
- Slide 64
- Slide 65
- Slide 66
- Slide 67
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- Slide 83
- Slide 84
- Slide 85
- Slide 86
- Slide 87
- Slide 88
- Slide 89
- Slide 90
- Slide 91
- Slide 92
- Slide 93
- Slide 94
- Slide 95
- Slide 96
- Slide 97
- Slide 98
- Slide 99
- Slide 100
- Slide 101
- Slide 102
- Slide 103
- Slide 104
- Slide 105
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- Slide 140
- Slide 141
- Slide 142
- Slide 143
- Slide 144
- Slide 145
- Slide 146
- Slide 147
- Slide 148
- Slide 149
- Slide 150
- Tool 1 The Values Behaviors Outcomes Continuum
- Slide 152
- Slide 153
- Slide 154
- Slide 155
- Slide 156
- Slide 157
- Slide 158
- Slide 159
- Slide 160
- Slide 161
- Slide 162
- Slide 163
- Slide 164
- Slide 165
- Slide 166
- Slide 167
- Slide 168
- Slide 169
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- Slide 186
- Slide 187
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- Slide 189
- Slide 190
- Slide 191
- Slide 192
- Slide 193
- Slide 194
- Slide 195
- Slide 196
- Slide 197
- Slide 198
- Slide 199
-
![Page 102: Joe Tye Presentation for Georgia Hospital Association Trustee Conference, February 11, 2013](https://reader031.fdocuments.net/reader031/viewer/2022012918/544f4973af79593b028b7d1a/html5/thumbnails/102.jpg)
138
MMFI
Fellowship
Fostering a
ldquosupport grouprdquo
culture of respect
and caring
142
Pride
In the organization
in the profession
in the work and in
you yourself
Pride is reflected in the answer
to that universal icebreaker
question
What do you do
The most powerful and
cost-effective
marketing campaign
your organization could
ever launch
What do you do
Thanks for asking
Irsquom good at what I do
I love what I do Irsquom
proud of what I do
What I do is
important
What could be more boring than
industrial ventilation systems
149
BigAssHospitalcom
Five of the tools we
use to help
hospitals create a
plan for the
Invisible
Architecture
Tool 1
The Values Behaviors Outcomes Continuum
151
Tool 2
The 3-minute
values drill
Current version
Compassio
n
Advocacy
Respect
ExcellenceValues statement of a Values Coach client
Old version
Compassio
n
Advocacy
Respect
Excellence
New version
Integrity
Enthusiasm
Loyalty
Stewardshi
p
Ownership
Fun
Tool 3
The 6-Word
Culture
Clarification
Exercise
This guy made a fortune with just 6 words
157
From a large
medical
products
company
158
Global company driven
by motivated
individuals
159
Great company often
own worst enemy
160
Process driven crisis
management creating
dysfunction
How can managers
working in the same
company have such
differing perspectives
162
Tool 4
The Culture Wheel to
spark thinking about the
why the what and the
how of cultural
transformation
Tool 5
The Florence Prescription
is a manifesto for
building a culture of
ownership on a
foundation of values
168
More than 400 hospitals and healthcare
organizations and over 100000 books
With The Florence Prescription you canhellip
Get everyone on the
same culture page
for just $5 a book
170
Part 2
Boardrsquos Role for
the Hospitalrsquos
Invisible
Architecturetrade
Micromanageme
nt
Abdication
172
What courageous followers (and
trustees) do
Challenge
Support
173
ldquoBoard members are
likely to wear rose tinted
glassesrdquoReport of the Center for Health Policy
and Research University of Iowa
174
21 questions the
board should ask
of the executive
team
175
8 questions the
board should ask
about the
hospitalrsquos core
values
176
Question 1
Why did we choose
these values and do
people buy into them
Do they even know
them
177
Question 2
Does our statement of
values have heart ndash is it
authentic ndash or is it
generic boilerplate
178
Question 3
How does our
statement of values
differentiate our
hospital in a
competitive
environment
179
Question 4
Are the values we have
chosen operationally
relevant Are the
societally relevant
180
Question 5
How often should we
revisit our values Is
now a good time for a
thorough review
181
Question 6
Do we have the
courage to enforce our
values with employees
medical staff board
and others
182
Question 7
Do execs use values to
instill the mental and
emotional toughness to
thrive in the
competitive healthcare
environment
183
Question 8
Should we do training
on values-based life
and leadership skills
(eg by joining the
Values Collaborative)
184
Date February 5 2013
Asheville NC
$149 per person
319-624-3889
185
7 questions the
board should ask
about the
hospitalrsquos culture
186
Question 1
Do we have a culture
plan that complements
our strategic plan
187
Question 3
Does our culture
tolerate behaviors not
consistent with our
values (eg gossip is
inconsistent with
integrity)
188
Question 4
Does our culture
tolerate management
by fear and
intimidation (despite
Demingrsquos warning)
189
Question 5
How do we collect and
share the stories that
help to transmit our
culture
190
Question 6
How do we invoke
rituals traditions
celebration and
executive visibility to
foster culture
191
Question 7
How do we screen out
cultural misfits and
inculcate new people
192
6 questions the
board should ask
about the
hospitalrsquos
workplace
attitudes
193
Question 1
How do we assess
employee engagement
how do we stack up
and how do we boost
it
194
Question 2
Is our culture
dominated by
emotional positivity or
is toxic emotional
negativity evident
195
This question can only
objectively be
answered by the Man
from Marshellip
196
Question 3
Have we established
our zero-tolerance
behaviors and do we
have the courage to
enforce those
standards
197
Question 4
How do we deal with
people in the Rutledge
Quadrant (good skills
bad attitude)
198
Question 5
How are our attitude
and behavior
expectations conveyed
to new employees (and
docs)
199
Question 6
Are we buying our own
press clippings
- Slide 1
- Slide 2
- Slide 3
- Slide 4
- Slide 5
- Slide 6
- Slide 7
- Slide 8
- Slide 9
- Slide 10
- Slide 11
- Slide 12
- Slide 13
- Slide 14
- Slide 15
- Slide 16
- Slide 17
- Slide 18
- Slide 19
- Slide 20
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- Slide 37
- Slide 38
- Slide 39
- Slide 40
- Slide 41
- Slide 42
- Slide 43
- Slide 44
- Slide 45
- Slide 46
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- Slide 48
- Slide 49
- Slide 50
- Slide 51
- Slide 52
- Slide 53
- Slide 54
- Slide 55
- Slide 56
- Slide 57
- Slide 58
- Slide 59
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- Slide 61
- Slide 62
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- Slide 65
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- Slide 68
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- Slide 77
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- Slide 81
- Slide 82
- Slide 83
- Slide 84
- Slide 85
- Slide 86
- Slide 87
- Slide 88
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- Slide 90
- Slide 91
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- Slide 93
- Slide 94
- Slide 95
- Slide 96
- Slide 97
- Slide 98
- Slide 99
- Slide 100
- Slide 101
- Slide 102
- Slide 103
- Slide 104
- Slide 105
- Slide 106
- Slide 107
- Slide 108
- Slide 109
- Slide 110
- Slide 111
- Slide 112
- Slide 113
- Slide 114
- Slide 115
- Slide 116
- Slide 117
- Slide 118
- Slide 119
- Slide 120
- Slide 121
- Slide 122
- Slide 123
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- Slide 125
- Slide 126
- Slide 127
- Slide 128
- Slide 129
- Slide 130
- Slide 131
- Slide 132
- Slide 133
- Slide 134
- Slide 135
- Slide 136
- Slide 137
- Slide 138
- Slide 139
- Slide 140
- Slide 141
- Slide 142
- Slide 143
- Slide 144
- Slide 145
- Slide 146
- Slide 147
- Slide 148
- Slide 149
- Slide 150
- Tool 1 The Values Behaviors Outcomes Continuum
- Slide 152
- Slide 153
- Slide 154
- Slide 155
- Slide 156
- Slide 157
- Slide 158
- Slide 159
- Slide 160
- Slide 161
- Slide 162
- Slide 163
- Slide 164
- Slide 165
- Slide 166
- Slide 167
- Slide 168
- Slide 169
- Slide 170
- Slide 171
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- Slide 176
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- Slide 184
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- Slide 186
- Slide 187
- Slide 188
- Slide 189
- Slide 190
- Slide 191
- Slide 192
- Slide 193
- Slide 194
- Slide 195
- Slide 196
- Slide 197
- Slide 198
- Slide 199
-
![Page 103: Joe Tye Presentation for Georgia Hospital Association Trustee Conference, February 11, 2013](https://reader031.fdocuments.net/reader031/viewer/2022012918/544f4973af79593b028b7d1a/html5/thumbnails/103.jpg)
Fellowship
Fostering a
ldquosupport grouprdquo
culture of respect
and caring
142
Pride
In the organization
in the profession
in the work and in
you yourself
Pride is reflected in the answer
to that universal icebreaker
question
What do you do
The most powerful and
cost-effective
marketing campaign
your organization could
ever launch
What do you do
Thanks for asking
Irsquom good at what I do
I love what I do Irsquom
proud of what I do
What I do is
important
What could be more boring than
industrial ventilation systems
149
BigAssHospitalcom
Five of the tools we
use to help
hospitals create a
plan for the
Invisible
Architecture
Tool 1
The Values Behaviors Outcomes Continuum
151
Tool 2
The 3-minute
values drill
Current version
Compassio
n
Advocacy
Respect
ExcellenceValues statement of a Values Coach client
Old version
Compassio
n
Advocacy
Respect
Excellence
New version
Integrity
Enthusiasm
Loyalty
Stewardshi
p
Ownership
Fun
Tool 3
The 6-Word
Culture
Clarification
Exercise
This guy made a fortune with just 6 words
157
From a large
medical
products
company
158
Global company driven
by motivated
individuals
159
Great company often
own worst enemy
160
Process driven crisis
management creating
dysfunction
How can managers
working in the same
company have such
differing perspectives
162
Tool 4
The Culture Wheel to
spark thinking about the
why the what and the
how of cultural
transformation
Tool 5
The Florence Prescription
is a manifesto for
building a culture of
ownership on a
foundation of values
168
More than 400 hospitals and healthcare
organizations and over 100000 books
With The Florence Prescription you canhellip
Get everyone on the
same culture page
for just $5 a book
170
Part 2
Boardrsquos Role for
the Hospitalrsquos
Invisible
Architecturetrade
Micromanageme
nt
Abdication
172
What courageous followers (and
trustees) do
Challenge
Support
173
ldquoBoard members are
likely to wear rose tinted
glassesrdquoReport of the Center for Health Policy
and Research University of Iowa
174
21 questions the
board should ask
of the executive
team
175
8 questions the
board should ask
about the
hospitalrsquos core
values
176
Question 1
Why did we choose
these values and do
people buy into them
Do they even know
them
177
Question 2
Does our statement of
values have heart ndash is it
authentic ndash or is it
generic boilerplate
178
Question 3
How does our
statement of values
differentiate our
hospital in a
competitive
environment
179
Question 4
Are the values we have
chosen operationally
relevant Are the
societally relevant
180
Question 5
How often should we
revisit our values Is
now a good time for a
thorough review
181
Question 6
Do we have the
courage to enforce our
values with employees
medical staff board
and others
182
Question 7
Do execs use values to
instill the mental and
emotional toughness to
thrive in the
competitive healthcare
environment
183
Question 8
Should we do training
on values-based life
and leadership skills
(eg by joining the
Values Collaborative)
184
Date February 5 2013
Asheville NC
$149 per person
319-624-3889
185
7 questions the
board should ask
about the
hospitalrsquos culture
186
Question 1
Do we have a culture
plan that complements
our strategic plan
187
Question 3
Does our culture
tolerate behaviors not
consistent with our
values (eg gossip is
inconsistent with
integrity)
188
Question 4
Does our culture
tolerate management
by fear and
intimidation (despite
Demingrsquos warning)
189
Question 5
How do we collect and
share the stories that
help to transmit our
culture
190
Question 6
How do we invoke
rituals traditions
celebration and
executive visibility to
foster culture
191
Question 7
How do we screen out
cultural misfits and
inculcate new people
192
6 questions the
board should ask
about the
hospitalrsquos
workplace
attitudes
193
Question 1
How do we assess
employee engagement
how do we stack up
and how do we boost
it
194
Question 2
Is our culture
dominated by
emotional positivity or
is toxic emotional
negativity evident
195
This question can only
objectively be
answered by the Man
from Marshellip
196
Question 3
Have we established
our zero-tolerance
behaviors and do we
have the courage to
enforce those
standards
197
Question 4
How do we deal with
people in the Rutledge
Quadrant (good skills
bad attitude)
198
Question 5
How are our attitude
and behavior
expectations conveyed
to new employees (and
docs)
199
Question 6
Are we buying our own
press clippings
- Slide 1
- Slide 2
- Slide 3
- Slide 4
- Slide 5
- Slide 6
- Slide 7
- Slide 8
- Slide 9
- Slide 10
- Slide 11
- Slide 12
- Slide 13
- Slide 14
- Slide 15
- Slide 16
- Slide 17
- Slide 18
- Slide 19
- Slide 20
- Slide 21
- Slide 22
- Slide 23
- Slide 24
- Slide 25
- Slide 26
- Slide 27
- Slide 28
- Slide 29
- Slide 30
- Slide 31
- Slide 32
- Slide 33
- Slide 34
- Slide 35
- Slide 36
- Slide 37
- Slide 38
- Slide 39
- Slide 40
- Slide 41
- Slide 42
- Slide 43
- Slide 44
- Slide 45
- Slide 46
- Slide 47
- Slide 48
- Slide 49
- Slide 50
- Slide 51
- Slide 52
- Slide 53
- Slide 54
- Slide 55
- Slide 56
- Slide 57
- Slide 58
- Slide 59
- Slide 60
- Slide 61
- Slide 62
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- Slide 64
- Slide 65
- Slide 66
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- Slide 69
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- Slide 75
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- Slide 77
- Slide 78
- Slide 79
- Slide 80
- Slide 81
- Slide 82
- Slide 83
- Slide 84
- Slide 85
- Slide 86
- Slide 87
- Slide 88
- Slide 89
- Slide 90
- Slide 91
- Slide 92
- Slide 93
- Slide 94
- Slide 95
- Slide 96
- Slide 97
- Slide 98
- Slide 99
- Slide 100
- Slide 101
- Slide 102
- Slide 103
- Slide 104
- Slide 105
- Slide 106
- Slide 107
- Slide 108
- Slide 109
- Slide 110
- Slide 111
- Slide 112
- Slide 113
- Slide 114
- Slide 115
- Slide 116
- Slide 117
- Slide 118
- Slide 119
- Slide 120
- Slide 121
- Slide 122
- Slide 123
- Slide 124
- Slide 125
- Slide 126
- Slide 127
- Slide 128
- Slide 129
- Slide 130
- Slide 131
- Slide 132
- Slide 133
- Slide 134
- Slide 135
- Slide 136
- Slide 137
- Slide 138
- Slide 139
- Slide 140
- Slide 141
- Slide 142
- Slide 143
- Slide 144
- Slide 145
- Slide 146
- Slide 147
- Slide 148
- Slide 149
- Slide 150
- Tool 1 The Values Behaviors Outcomes Continuum
- Slide 152
- Slide 153
- Slide 154
- Slide 155
- Slide 156
- Slide 157
- Slide 158
- Slide 159
- Slide 160
- Slide 161
- Slide 162
- Slide 163
- Slide 164
- Slide 165
- Slide 166
- Slide 167
- Slide 168
- Slide 169
- Slide 170
- Slide 171
- Slide 172
- Slide 173
- Slide 174
- Slide 175
- Slide 176
- Slide 177
- Slide 178
- Slide 179
- Slide 180
- Slide 181
- Slide 182
- Slide 183
- Slide 184
- Slide 185
- Slide 186
- Slide 187
- Slide 188
- Slide 189
- Slide 190
- Slide 191
- Slide 192
- Slide 193
- Slide 194
- Slide 195
- Slide 196
- Slide 197
- Slide 198
- Slide 199
-
![Page 104: Joe Tye Presentation for Georgia Hospital Association Trustee Conference, February 11, 2013](https://reader031.fdocuments.net/reader031/viewer/2022012918/544f4973af79593b028b7d1a/html5/thumbnails/104.jpg)
142
Pride
In the organization
in the profession
in the work and in
you yourself
Pride is reflected in the answer
to that universal icebreaker
question
What do you do
The most powerful and
cost-effective
marketing campaign
your organization could
ever launch
What do you do
Thanks for asking
Irsquom good at what I do
I love what I do Irsquom
proud of what I do
What I do is
important
What could be more boring than
industrial ventilation systems
149
BigAssHospitalcom
Five of the tools we
use to help
hospitals create a
plan for the
Invisible
Architecture
Tool 1
The Values Behaviors Outcomes Continuum
151
Tool 2
The 3-minute
values drill
Current version
Compassio
n
Advocacy
Respect
ExcellenceValues statement of a Values Coach client
Old version
Compassio
n
Advocacy
Respect
Excellence
New version
Integrity
Enthusiasm
Loyalty
Stewardshi
p
Ownership
Fun
Tool 3
The 6-Word
Culture
Clarification
Exercise
This guy made a fortune with just 6 words
157
From a large
medical
products
company
158
Global company driven
by motivated
individuals
159
Great company often
own worst enemy
160
Process driven crisis
management creating
dysfunction
How can managers
working in the same
company have such
differing perspectives
162
Tool 4
The Culture Wheel to
spark thinking about the
why the what and the
how of cultural
transformation
Tool 5
The Florence Prescription
is a manifesto for
building a culture of
ownership on a
foundation of values
168
More than 400 hospitals and healthcare
organizations and over 100000 books
With The Florence Prescription you canhellip
Get everyone on the
same culture page
for just $5 a book
170
Part 2
Boardrsquos Role for
the Hospitalrsquos
Invisible
Architecturetrade
Micromanageme
nt
Abdication
172
What courageous followers (and
trustees) do
Challenge
Support
173
ldquoBoard members are
likely to wear rose tinted
glassesrdquoReport of the Center for Health Policy
and Research University of Iowa
174
21 questions the
board should ask
of the executive
team
175
8 questions the
board should ask
about the
hospitalrsquos core
values
176
Question 1
Why did we choose
these values and do
people buy into them
Do they even know
them
177
Question 2
Does our statement of
values have heart ndash is it
authentic ndash or is it
generic boilerplate
178
Question 3
How does our
statement of values
differentiate our
hospital in a
competitive
environment
179
Question 4
Are the values we have
chosen operationally
relevant Are the
societally relevant
180
Question 5
How often should we
revisit our values Is
now a good time for a
thorough review
181
Question 6
Do we have the
courage to enforce our
values with employees
medical staff board
and others
182
Question 7
Do execs use values to
instill the mental and
emotional toughness to
thrive in the
competitive healthcare
environment
183
Question 8
Should we do training
on values-based life
and leadership skills
(eg by joining the
Values Collaborative)
184
Date February 5 2013
Asheville NC
$149 per person
319-624-3889
185
7 questions the
board should ask
about the
hospitalrsquos culture
186
Question 1
Do we have a culture
plan that complements
our strategic plan
187
Question 3
Does our culture
tolerate behaviors not
consistent with our
values (eg gossip is
inconsistent with
integrity)
188
Question 4
Does our culture
tolerate management
by fear and
intimidation (despite
Demingrsquos warning)
189
Question 5
How do we collect and
share the stories that
help to transmit our
culture
190
Question 6
How do we invoke
rituals traditions
celebration and
executive visibility to
foster culture
191
Question 7
How do we screen out
cultural misfits and
inculcate new people
192
6 questions the
board should ask
about the
hospitalrsquos
workplace
attitudes
193
Question 1
How do we assess
employee engagement
how do we stack up
and how do we boost
it
194
Question 2
Is our culture
dominated by
emotional positivity or
is toxic emotional
negativity evident
195
This question can only
objectively be
answered by the Man
from Marshellip
196
Question 3
Have we established
our zero-tolerance
behaviors and do we
have the courage to
enforce those
standards
197
Question 4
How do we deal with
people in the Rutledge
Quadrant (good skills
bad attitude)
198
Question 5
How are our attitude
and behavior
expectations conveyed
to new employees (and
docs)
199
Question 6
Are we buying our own
press clippings
- Slide 1
- Slide 2
- Slide 3
- Slide 4
- Slide 5
- Slide 6
- Slide 7
- Slide 8
- Slide 9
- Slide 10
- Slide 11
- Slide 12
- Slide 13
- Slide 14
- Slide 15
- Slide 16
- Slide 17
- Slide 18
- Slide 19
- Slide 20
- Slide 21
- Slide 22
- Slide 23
- Slide 24
- Slide 25
- Slide 26
- Slide 27
- Slide 28
- Slide 29
- Slide 30
- Slide 31
- Slide 32
- Slide 33
- Slide 34
- Slide 35
- Slide 36
- Slide 37
- Slide 38
- Slide 39
- Slide 40
- Slide 41
- Slide 42
- Slide 43
- Slide 44
- Slide 45
- Slide 46
- Slide 47
- Slide 48
- Slide 49
- Slide 50
- Slide 51
- Slide 52
- Slide 53
- Slide 54
- Slide 55
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- Slide 57
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- Slide 66
- Slide 67
- Slide 68
- Slide 69
- Slide 70
- Slide 71
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- Slide 73
- Slide 74
- Slide 75
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- Slide 140
- Slide 141
- Slide 142
- Slide 143
- Slide 144
- Slide 145
- Slide 146
- Slide 147
- Slide 148
- Slide 149
- Slide 150
- Tool 1 The Values Behaviors Outcomes Continuum
- Slide 152
- Slide 153
- Slide 154
- Slide 155
- Slide 156
- Slide 157
- Slide 158
- Slide 159
- Slide 160
- Slide 161
- Slide 162
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- Slide 199
-
![Page 105: Joe Tye Presentation for Georgia Hospital Association Trustee Conference, February 11, 2013](https://reader031.fdocuments.net/reader031/viewer/2022012918/544f4973af79593b028b7d1a/html5/thumbnails/105.jpg)
Pride
In the organization
in the profession
in the work and in
you yourself
Pride is reflected in the answer
to that universal icebreaker
question
What do you do
The most powerful and
cost-effective
marketing campaign
your organization could
ever launch
What do you do
Thanks for asking
Irsquom good at what I do
I love what I do Irsquom
proud of what I do
What I do is
important
What could be more boring than
industrial ventilation systems
149
BigAssHospitalcom
Five of the tools we
use to help
hospitals create a
plan for the
Invisible
Architecture
Tool 1
The Values Behaviors Outcomes Continuum
151
Tool 2
The 3-minute
values drill
Current version
Compassio
n
Advocacy
Respect
ExcellenceValues statement of a Values Coach client
Old version
Compassio
n
Advocacy
Respect
Excellence
New version
Integrity
Enthusiasm
Loyalty
Stewardshi
p
Ownership
Fun
Tool 3
The 6-Word
Culture
Clarification
Exercise
This guy made a fortune with just 6 words
157
From a large
medical
products
company
158
Global company driven
by motivated
individuals
159
Great company often
own worst enemy
160
Process driven crisis
management creating
dysfunction
How can managers
working in the same
company have such
differing perspectives
162
Tool 4
The Culture Wheel to
spark thinking about the
why the what and the
how of cultural
transformation
Tool 5
The Florence Prescription
is a manifesto for
building a culture of
ownership on a
foundation of values
168
More than 400 hospitals and healthcare
organizations and over 100000 books
With The Florence Prescription you canhellip
Get everyone on the
same culture page
for just $5 a book
170
Part 2
Boardrsquos Role for
the Hospitalrsquos
Invisible
Architecturetrade
Micromanageme
nt
Abdication
172
What courageous followers (and
trustees) do
Challenge
Support
173
ldquoBoard members are
likely to wear rose tinted
glassesrdquoReport of the Center for Health Policy
and Research University of Iowa
174
21 questions the
board should ask
of the executive
team
175
8 questions the
board should ask
about the
hospitalrsquos core
values
176
Question 1
Why did we choose
these values and do
people buy into them
Do they even know
them
177
Question 2
Does our statement of
values have heart ndash is it
authentic ndash or is it
generic boilerplate
178
Question 3
How does our
statement of values
differentiate our
hospital in a
competitive
environment
179
Question 4
Are the values we have
chosen operationally
relevant Are the
societally relevant
180
Question 5
How often should we
revisit our values Is
now a good time for a
thorough review
181
Question 6
Do we have the
courage to enforce our
values with employees
medical staff board
and others
182
Question 7
Do execs use values to
instill the mental and
emotional toughness to
thrive in the
competitive healthcare
environment
183
Question 8
Should we do training
on values-based life
and leadership skills
(eg by joining the
Values Collaborative)
184
Date February 5 2013
Asheville NC
$149 per person
319-624-3889
185
7 questions the
board should ask
about the
hospitalrsquos culture
186
Question 1
Do we have a culture
plan that complements
our strategic plan
187
Question 3
Does our culture
tolerate behaviors not
consistent with our
values (eg gossip is
inconsistent with
integrity)
188
Question 4
Does our culture
tolerate management
by fear and
intimidation (despite
Demingrsquos warning)
189
Question 5
How do we collect and
share the stories that
help to transmit our
culture
190
Question 6
How do we invoke
rituals traditions
celebration and
executive visibility to
foster culture
191
Question 7
How do we screen out
cultural misfits and
inculcate new people
192
6 questions the
board should ask
about the
hospitalrsquos
workplace
attitudes
193
Question 1
How do we assess
employee engagement
how do we stack up
and how do we boost
it
194
Question 2
Is our culture
dominated by
emotional positivity or
is toxic emotional
negativity evident
195
This question can only
objectively be
answered by the Man
from Marshellip
196
Question 3
Have we established
our zero-tolerance
behaviors and do we
have the courage to
enforce those
standards
197
Question 4
How do we deal with
people in the Rutledge
Quadrant (good skills
bad attitude)
198
Question 5
How are our attitude
and behavior
expectations conveyed
to new employees (and
docs)
199
Question 6
Are we buying our own
press clippings
- Slide 1
- Slide 2
- Slide 3
- Slide 4
- Slide 5
- Slide 6
- Slide 7
- Slide 8
- Slide 9
- Slide 10
- Slide 11
- Slide 12
- Slide 13
- Slide 14
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- Slide 16
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- Slide 97
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- Slide 100
- Slide 101
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- Slide 103
- Slide 104
- Slide 105
- Slide 106
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- Slide 109
- Slide 110
- Slide 111
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- Slide 133
- Slide 134
- Slide 135
- Slide 136
- Slide 137
- Slide 138
- Slide 139
- Slide 140
- Slide 141
- Slide 142
- Slide 143
- Slide 144
- Slide 145
- Slide 146
- Slide 147
- Slide 148
- Slide 149
- Slide 150
- Tool 1 The Values Behaviors Outcomes Continuum
- Slide 152
- Slide 153
- Slide 154
- Slide 155
- Slide 156
- Slide 157
- Slide 158
- Slide 159
- Slide 160
- Slide 161
- Slide 162
- Slide 163
- Slide 164
- Slide 165
- Slide 166
- Slide 167
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- Slide 190
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- Slide 193
- Slide 194
- Slide 195
- Slide 196
- Slide 197
- Slide 198
- Slide 199
-
![Page 106: Joe Tye Presentation for Georgia Hospital Association Trustee Conference, February 11, 2013](https://reader031.fdocuments.net/reader031/viewer/2022012918/544f4973af79593b028b7d1a/html5/thumbnails/106.jpg)
Pride is reflected in the answer
to that universal icebreaker
question
What do you do
The most powerful and
cost-effective
marketing campaign
your organization could
ever launch
What do you do
Thanks for asking
Irsquom good at what I do
I love what I do Irsquom
proud of what I do
What I do is
important
What could be more boring than
industrial ventilation systems
149
BigAssHospitalcom
Five of the tools we
use to help
hospitals create a
plan for the
Invisible
Architecture
Tool 1
The Values Behaviors Outcomes Continuum
151
Tool 2
The 3-minute
values drill
Current version
Compassio
n
Advocacy
Respect
ExcellenceValues statement of a Values Coach client
Old version
Compassio
n
Advocacy
Respect
Excellence
New version
Integrity
Enthusiasm
Loyalty
Stewardshi
p
Ownership
Fun
Tool 3
The 6-Word
Culture
Clarification
Exercise
This guy made a fortune with just 6 words
157
From a large
medical
products
company
158
Global company driven
by motivated
individuals
159
Great company often
own worst enemy
160
Process driven crisis
management creating
dysfunction
How can managers
working in the same
company have such
differing perspectives
162
Tool 4
The Culture Wheel to
spark thinking about the
why the what and the
how of cultural
transformation
Tool 5
The Florence Prescription
is a manifesto for
building a culture of
ownership on a
foundation of values
168
More than 400 hospitals and healthcare
organizations and over 100000 books
With The Florence Prescription you canhellip
Get everyone on the
same culture page
for just $5 a book
170
Part 2
Boardrsquos Role for
the Hospitalrsquos
Invisible
Architecturetrade
Micromanageme
nt
Abdication
172
What courageous followers (and
trustees) do
Challenge
Support
173
ldquoBoard members are
likely to wear rose tinted
glassesrdquoReport of the Center for Health Policy
and Research University of Iowa
174
21 questions the
board should ask
of the executive
team
175
8 questions the
board should ask
about the
hospitalrsquos core
values
176
Question 1
Why did we choose
these values and do
people buy into them
Do they even know
them
177
Question 2
Does our statement of
values have heart ndash is it
authentic ndash or is it
generic boilerplate
178
Question 3
How does our
statement of values
differentiate our
hospital in a
competitive
environment
179
Question 4
Are the values we have
chosen operationally
relevant Are the
societally relevant
180
Question 5
How often should we
revisit our values Is
now a good time for a
thorough review
181
Question 6
Do we have the
courage to enforce our
values with employees
medical staff board
and others
182
Question 7
Do execs use values to
instill the mental and
emotional toughness to
thrive in the
competitive healthcare
environment
183
Question 8
Should we do training
on values-based life
and leadership skills
(eg by joining the
Values Collaborative)
184
Date February 5 2013
Asheville NC
$149 per person
319-624-3889
185
7 questions the
board should ask
about the
hospitalrsquos culture
186
Question 1
Do we have a culture
plan that complements
our strategic plan
187
Question 3
Does our culture
tolerate behaviors not
consistent with our
values (eg gossip is
inconsistent with
integrity)
188
Question 4
Does our culture
tolerate management
by fear and
intimidation (despite
Demingrsquos warning)
189
Question 5
How do we collect and
share the stories that
help to transmit our
culture
190
Question 6
How do we invoke
rituals traditions
celebration and
executive visibility to
foster culture
191
Question 7
How do we screen out
cultural misfits and
inculcate new people
192
6 questions the
board should ask
about the
hospitalrsquos
workplace
attitudes
193
Question 1
How do we assess
employee engagement
how do we stack up
and how do we boost
it
194
Question 2
Is our culture
dominated by
emotional positivity or
is toxic emotional
negativity evident
195
This question can only
objectively be
answered by the Man
from Marshellip
196
Question 3
Have we established
our zero-tolerance
behaviors and do we
have the courage to
enforce those
standards
197
Question 4
How do we deal with
people in the Rutledge
Quadrant (good skills
bad attitude)
198
Question 5
How are our attitude
and behavior
expectations conveyed
to new employees (and
docs)
199
Question 6
Are we buying our own
press clippings
- Slide 1
- Slide 2
- Slide 3
- Slide 4
- Slide 5
- Slide 6
- Slide 7
- Slide 8
- Slide 9
- Slide 10
- Slide 11
- Slide 12
- Slide 13
- Slide 14
- Slide 15
- Slide 16
- Slide 17
- Slide 18
- Slide 19
- Slide 20
- Slide 21
- Slide 22
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- Slide 49
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- Slide 80
- Slide 81
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- Slide 83
- Slide 84
- Slide 85
- Slide 86
- Slide 87
- Slide 88
- Slide 89
- Slide 90
- Slide 91
- Slide 92
- Slide 93
- Slide 94
- Slide 95
- Slide 96
- Slide 97
- Slide 98
- Slide 99
- Slide 100
- Slide 101
- Slide 102
- Slide 103
- Slide 104
- Slide 105
- Slide 106
- Slide 107
- Slide 108
- Slide 109
- Slide 110
- Slide 111
- Slide 112
- Slide 113
- Slide 114
- Slide 115
- Slide 116
- Slide 117
- Slide 118
- Slide 119
- Slide 120
- Slide 121
- Slide 122
- Slide 123
- Slide 124
- Slide 125
- Slide 126
- Slide 127
- Slide 128
- Slide 129
- Slide 130
- Slide 131
- Slide 132
- Slide 133
- Slide 134
- Slide 135
- Slide 136
- Slide 137
- Slide 138
- Slide 139
- Slide 140
- Slide 141
- Slide 142
- Slide 143
- Slide 144
- Slide 145
- Slide 146
- Slide 147
- Slide 148
- Slide 149
- Slide 150
- Tool 1 The Values Behaviors Outcomes Continuum
- Slide 152
- Slide 153
- Slide 154
- Slide 155
- Slide 156
- Slide 157
- Slide 158
- Slide 159
- Slide 160
- Slide 161
- Slide 162
- Slide 163
- Slide 164
- Slide 165
- Slide 166
- Slide 167
- Slide 168
- Slide 169
- Slide 170
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- Slide 183
- Slide 184
- Slide 185
- Slide 186
- Slide 187
- Slide 188
- Slide 189
- Slide 190
- Slide 191
- Slide 192
- Slide 193
- Slide 194
- Slide 195
- Slide 196
- Slide 197
- Slide 198
- Slide 199
-
![Page 107: Joe Tye Presentation for Georgia Hospital Association Trustee Conference, February 11, 2013](https://reader031.fdocuments.net/reader031/viewer/2022012918/544f4973af79593b028b7d1a/html5/thumbnails/107.jpg)
The most powerful and
cost-effective
marketing campaign
your organization could
ever launch
What do you do
Thanks for asking
Irsquom good at what I do
I love what I do Irsquom
proud of what I do
What I do is
important
What could be more boring than
industrial ventilation systems
149
BigAssHospitalcom
Five of the tools we
use to help
hospitals create a
plan for the
Invisible
Architecture
Tool 1
The Values Behaviors Outcomes Continuum
151
Tool 2
The 3-minute
values drill
Current version
Compassio
n
Advocacy
Respect
ExcellenceValues statement of a Values Coach client
Old version
Compassio
n
Advocacy
Respect
Excellence
New version
Integrity
Enthusiasm
Loyalty
Stewardshi
p
Ownership
Fun
Tool 3
The 6-Word
Culture
Clarification
Exercise
This guy made a fortune with just 6 words
157
From a large
medical
products
company
158
Global company driven
by motivated
individuals
159
Great company often
own worst enemy
160
Process driven crisis
management creating
dysfunction
How can managers
working in the same
company have such
differing perspectives
162
Tool 4
The Culture Wheel to
spark thinking about the
why the what and the
how of cultural
transformation
Tool 5
The Florence Prescription
is a manifesto for
building a culture of
ownership on a
foundation of values
168
More than 400 hospitals and healthcare
organizations and over 100000 books
With The Florence Prescription you canhellip
Get everyone on the
same culture page
for just $5 a book
170
Part 2
Boardrsquos Role for
the Hospitalrsquos
Invisible
Architecturetrade
Micromanageme
nt
Abdication
172
What courageous followers (and
trustees) do
Challenge
Support
173
ldquoBoard members are
likely to wear rose tinted
glassesrdquoReport of the Center for Health Policy
and Research University of Iowa
174
21 questions the
board should ask
of the executive
team
175
8 questions the
board should ask
about the
hospitalrsquos core
values
176
Question 1
Why did we choose
these values and do
people buy into them
Do they even know
them
177
Question 2
Does our statement of
values have heart ndash is it
authentic ndash or is it
generic boilerplate
178
Question 3
How does our
statement of values
differentiate our
hospital in a
competitive
environment
179
Question 4
Are the values we have
chosen operationally
relevant Are the
societally relevant
180
Question 5
How often should we
revisit our values Is
now a good time for a
thorough review
181
Question 6
Do we have the
courage to enforce our
values with employees
medical staff board
and others
182
Question 7
Do execs use values to
instill the mental and
emotional toughness to
thrive in the
competitive healthcare
environment
183
Question 8
Should we do training
on values-based life
and leadership skills
(eg by joining the
Values Collaborative)
184
Date February 5 2013
Asheville NC
$149 per person
319-624-3889
185
7 questions the
board should ask
about the
hospitalrsquos culture
186
Question 1
Do we have a culture
plan that complements
our strategic plan
187
Question 3
Does our culture
tolerate behaviors not
consistent with our
values (eg gossip is
inconsistent with
integrity)
188
Question 4
Does our culture
tolerate management
by fear and
intimidation (despite
Demingrsquos warning)
189
Question 5
How do we collect and
share the stories that
help to transmit our
culture
190
Question 6
How do we invoke
rituals traditions
celebration and
executive visibility to
foster culture
191
Question 7
How do we screen out
cultural misfits and
inculcate new people
192
6 questions the
board should ask
about the
hospitalrsquos
workplace
attitudes
193
Question 1
How do we assess
employee engagement
how do we stack up
and how do we boost
it
194
Question 2
Is our culture
dominated by
emotional positivity or
is toxic emotional
negativity evident
195
This question can only
objectively be
answered by the Man
from Marshellip
196
Question 3
Have we established
our zero-tolerance
behaviors and do we
have the courage to
enforce those
standards
197
Question 4
How do we deal with
people in the Rutledge
Quadrant (good skills
bad attitude)
198
Question 5
How are our attitude
and behavior
expectations conveyed
to new employees (and
docs)
199
Question 6
Are we buying our own
press clippings
- Slide 1
- Slide 2
- Slide 3
- Slide 4
- Slide 5
- Slide 6
- Slide 7
- Slide 8
- Slide 9
- Slide 10
- Slide 11
- Slide 12
- Slide 13
- Slide 14
- Slide 15
- Slide 16
- Slide 17
- Slide 18
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- Slide 140
- Slide 141
- Slide 142
- Slide 143
- Slide 144
- Slide 145
- Slide 146
- Slide 147
- Slide 148
- Slide 149
- Slide 150
- Tool 1 The Values Behaviors Outcomes Continuum
- Slide 152
- Slide 153
- Slide 154
- Slide 155
- Slide 156
- Slide 157
- Slide 158
- Slide 159
- Slide 160
- Slide 161
- Slide 162
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- Slide 197
- Slide 198
- Slide 199
-
![Page 108: Joe Tye Presentation for Georgia Hospital Association Trustee Conference, February 11, 2013](https://reader031.fdocuments.net/reader031/viewer/2022012918/544f4973af79593b028b7d1a/html5/thumbnails/108.jpg)
What do you do
Thanks for asking
Irsquom good at what I do
I love what I do Irsquom
proud of what I do
What I do is
important
What could be more boring than
industrial ventilation systems
149
BigAssHospitalcom
Five of the tools we
use to help
hospitals create a
plan for the
Invisible
Architecture
Tool 1
The Values Behaviors Outcomes Continuum
151
Tool 2
The 3-minute
values drill
Current version
Compassio
n
Advocacy
Respect
ExcellenceValues statement of a Values Coach client
Old version
Compassio
n
Advocacy
Respect
Excellence
New version
Integrity
Enthusiasm
Loyalty
Stewardshi
p
Ownership
Fun
Tool 3
The 6-Word
Culture
Clarification
Exercise
This guy made a fortune with just 6 words
157
From a large
medical
products
company
158
Global company driven
by motivated
individuals
159
Great company often
own worst enemy
160
Process driven crisis
management creating
dysfunction
How can managers
working in the same
company have such
differing perspectives
162
Tool 4
The Culture Wheel to
spark thinking about the
why the what and the
how of cultural
transformation
Tool 5
The Florence Prescription
is a manifesto for
building a culture of
ownership on a
foundation of values
168
More than 400 hospitals and healthcare
organizations and over 100000 books
With The Florence Prescription you canhellip
Get everyone on the
same culture page
for just $5 a book
170
Part 2
Boardrsquos Role for
the Hospitalrsquos
Invisible
Architecturetrade
Micromanageme
nt
Abdication
172
What courageous followers (and
trustees) do
Challenge
Support
173
ldquoBoard members are
likely to wear rose tinted
glassesrdquoReport of the Center for Health Policy
and Research University of Iowa
174
21 questions the
board should ask
of the executive
team
175
8 questions the
board should ask
about the
hospitalrsquos core
values
176
Question 1
Why did we choose
these values and do
people buy into them
Do they even know
them
177
Question 2
Does our statement of
values have heart ndash is it
authentic ndash or is it
generic boilerplate
178
Question 3
How does our
statement of values
differentiate our
hospital in a
competitive
environment
179
Question 4
Are the values we have
chosen operationally
relevant Are the
societally relevant
180
Question 5
How often should we
revisit our values Is
now a good time for a
thorough review
181
Question 6
Do we have the
courage to enforce our
values with employees
medical staff board
and others
182
Question 7
Do execs use values to
instill the mental and
emotional toughness to
thrive in the
competitive healthcare
environment
183
Question 8
Should we do training
on values-based life
and leadership skills
(eg by joining the
Values Collaborative)
184
Date February 5 2013
Asheville NC
$149 per person
319-624-3889
185
7 questions the
board should ask
about the
hospitalrsquos culture
186
Question 1
Do we have a culture
plan that complements
our strategic plan
187
Question 3
Does our culture
tolerate behaviors not
consistent with our
values (eg gossip is
inconsistent with
integrity)
188
Question 4
Does our culture
tolerate management
by fear and
intimidation (despite
Demingrsquos warning)
189
Question 5
How do we collect and
share the stories that
help to transmit our
culture
190
Question 6
How do we invoke
rituals traditions
celebration and
executive visibility to
foster culture
191
Question 7
How do we screen out
cultural misfits and
inculcate new people
192
6 questions the
board should ask
about the
hospitalrsquos
workplace
attitudes
193
Question 1
How do we assess
employee engagement
how do we stack up
and how do we boost
it
194
Question 2
Is our culture
dominated by
emotional positivity or
is toxic emotional
negativity evident
195
This question can only
objectively be
answered by the Man
from Marshellip
196
Question 3
Have we established
our zero-tolerance
behaviors and do we
have the courage to
enforce those
standards
197
Question 4
How do we deal with
people in the Rutledge
Quadrant (good skills
bad attitude)
198
Question 5
How are our attitude
and behavior
expectations conveyed
to new employees (and
docs)
199
Question 6
Are we buying our own
press clippings
- Slide 1
- Slide 2
- Slide 3
- Slide 4
- Slide 5
- Slide 6
- Slide 7
- Slide 8
- Slide 9
- Slide 10
- Slide 11
- Slide 12
- Slide 13
- Slide 14
- Slide 15
- Slide 16
- Slide 17
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- Slide 20
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- Slide 40
- Slide 41
- Slide 42
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- Slide 44
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- Slide 49
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- Slide 91
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- Slide 93
- Slide 94
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- Slide 96
- Slide 97
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- Slide 100
- Slide 101
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- Slide 103
- Slide 104
- Slide 105
- Slide 106
- Slide 107
- Slide 108
- Slide 109
- Slide 110
- Slide 111
- Slide 112
- Slide 113
- Slide 114
- Slide 115
- Slide 116
- Slide 117
- Slide 118
- Slide 119
- Slide 120
- Slide 121
- Slide 122
- Slide 123
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- Slide 125
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- Slide 127
- Slide 128
- Slide 129
- Slide 130
- Slide 131
- Slide 132
- Slide 133
- Slide 134
- Slide 135
- Slide 136
- Slide 137
- Slide 138
- Slide 139
- Slide 140
- Slide 141
- Slide 142
- Slide 143
- Slide 144
- Slide 145
- Slide 146
- Slide 147
- Slide 148
- Slide 149
- Slide 150
- Tool 1 The Values Behaviors Outcomes Continuum
- Slide 152
- Slide 153
- Slide 154
- Slide 155
- Slide 156
- Slide 157
- Slide 158
- Slide 159
- Slide 160
- Slide 161
- Slide 162
- Slide 163
- Slide 164
- Slide 165
- Slide 166
- Slide 167
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- Slide 190
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- Slide 192
- Slide 193
- Slide 194
- Slide 195
- Slide 196
- Slide 197
- Slide 198
- Slide 199
-
![Page 109: Joe Tye Presentation for Georgia Hospital Association Trustee Conference, February 11, 2013](https://reader031.fdocuments.net/reader031/viewer/2022012918/544f4973af79593b028b7d1a/html5/thumbnails/109.jpg)
What could be more boring than
industrial ventilation systems
149
BigAssHospitalcom
Five of the tools we
use to help
hospitals create a
plan for the
Invisible
Architecture
Tool 1
The Values Behaviors Outcomes Continuum
151
Tool 2
The 3-minute
values drill
Current version
Compassio
n
Advocacy
Respect
ExcellenceValues statement of a Values Coach client
Old version
Compassio
n
Advocacy
Respect
Excellence
New version
Integrity
Enthusiasm
Loyalty
Stewardshi
p
Ownership
Fun
Tool 3
The 6-Word
Culture
Clarification
Exercise
This guy made a fortune with just 6 words
157
From a large
medical
products
company
158
Global company driven
by motivated
individuals
159
Great company often
own worst enemy
160
Process driven crisis
management creating
dysfunction
How can managers
working in the same
company have such
differing perspectives
162
Tool 4
The Culture Wheel to
spark thinking about the
why the what and the
how of cultural
transformation
Tool 5
The Florence Prescription
is a manifesto for
building a culture of
ownership on a
foundation of values
168
More than 400 hospitals and healthcare
organizations and over 100000 books
With The Florence Prescription you canhellip
Get everyone on the
same culture page
for just $5 a book
170
Part 2
Boardrsquos Role for
the Hospitalrsquos
Invisible
Architecturetrade
Micromanageme
nt
Abdication
172
What courageous followers (and
trustees) do
Challenge
Support
173
ldquoBoard members are
likely to wear rose tinted
glassesrdquoReport of the Center for Health Policy
and Research University of Iowa
174
21 questions the
board should ask
of the executive
team
175
8 questions the
board should ask
about the
hospitalrsquos core
values
176
Question 1
Why did we choose
these values and do
people buy into them
Do they even know
them
177
Question 2
Does our statement of
values have heart ndash is it
authentic ndash or is it
generic boilerplate
178
Question 3
How does our
statement of values
differentiate our
hospital in a
competitive
environment
179
Question 4
Are the values we have
chosen operationally
relevant Are the
societally relevant
180
Question 5
How often should we
revisit our values Is
now a good time for a
thorough review
181
Question 6
Do we have the
courage to enforce our
values with employees
medical staff board
and others
182
Question 7
Do execs use values to
instill the mental and
emotional toughness to
thrive in the
competitive healthcare
environment
183
Question 8
Should we do training
on values-based life
and leadership skills
(eg by joining the
Values Collaborative)
184
Date February 5 2013
Asheville NC
$149 per person
319-624-3889
185
7 questions the
board should ask
about the
hospitalrsquos culture
186
Question 1
Do we have a culture
plan that complements
our strategic plan
187
Question 3
Does our culture
tolerate behaviors not
consistent with our
values (eg gossip is
inconsistent with
integrity)
188
Question 4
Does our culture
tolerate management
by fear and
intimidation (despite
Demingrsquos warning)
189
Question 5
How do we collect and
share the stories that
help to transmit our
culture
190
Question 6
How do we invoke
rituals traditions
celebration and
executive visibility to
foster culture
191
Question 7
How do we screen out
cultural misfits and
inculcate new people
192
6 questions the
board should ask
about the
hospitalrsquos
workplace
attitudes
193
Question 1
How do we assess
employee engagement
how do we stack up
and how do we boost
it
194
Question 2
Is our culture
dominated by
emotional positivity or
is toxic emotional
negativity evident
195
This question can only
objectively be
answered by the Man
from Marshellip
196
Question 3
Have we established
our zero-tolerance
behaviors and do we
have the courage to
enforce those
standards
197
Question 4
How do we deal with
people in the Rutledge
Quadrant (good skills
bad attitude)
198
Question 5
How are our attitude
and behavior
expectations conveyed
to new employees (and
docs)
199
Question 6
Are we buying our own
press clippings
- Slide 1
- Slide 2
- Slide 3
- Slide 4
- Slide 5
- Slide 6
- Slide 7
- Slide 8
- Slide 9
- Slide 10
- Slide 11
- Slide 12
- Slide 13
- Slide 14
- Slide 15
- Slide 16
- Slide 17
- Slide 18
- Slide 19
- Slide 20
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- Slide 89
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- Slide 91
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- Slide 93
- Slide 94
- Slide 95
- Slide 96
- Slide 97
- Slide 98
- Slide 99
- Slide 100
- Slide 101
- Slide 102
- Slide 103
- Slide 104
- Slide 105
- Slide 106
- Slide 107
- Slide 108
- Slide 109
- Slide 110
- Slide 111
- Slide 112
- Slide 113
- Slide 114
- Slide 115
- Slide 116
- Slide 117
- Slide 118
- Slide 119
- Slide 120
- Slide 121
- Slide 122
- Slide 123
- Slide 124
- Slide 125
- Slide 126
- Slide 127
- Slide 128
- Slide 129
- Slide 130
- Slide 131
- Slide 132
- Slide 133
- Slide 134
- Slide 135
- Slide 136
- Slide 137
- Slide 138
- Slide 139
- Slide 140
- Slide 141
- Slide 142
- Slide 143
- Slide 144
- Slide 145
- Slide 146
- Slide 147
- Slide 148
- Slide 149
- Slide 150
- Tool 1 The Values Behaviors Outcomes Continuum
- Slide 152
- Slide 153
- Slide 154
- Slide 155
- Slide 156
- Slide 157
- Slide 158
- Slide 159
- Slide 160
- Slide 161
- Slide 162
- Slide 163
- Slide 164
- Slide 165
- Slide 166
- Slide 167
- Slide 168
- Slide 169
- Slide 170
- Slide 171
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- Slide 176
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- Slide 188
- Slide 189
- Slide 190
- Slide 191
- Slide 192
- Slide 193
- Slide 194
- Slide 195
- Slide 196
- Slide 197
- Slide 198
- Slide 199
-
![Page 110: Joe Tye Presentation for Georgia Hospital Association Trustee Conference, February 11, 2013](https://reader031.fdocuments.net/reader031/viewer/2022012918/544f4973af79593b028b7d1a/html5/thumbnails/110.jpg)
149
BigAssHospitalcom
Five of the tools we
use to help
hospitals create a
plan for the
Invisible
Architecture
Tool 1
The Values Behaviors Outcomes Continuum
151
Tool 2
The 3-minute
values drill
Current version
Compassio
n
Advocacy
Respect
ExcellenceValues statement of a Values Coach client
Old version
Compassio
n
Advocacy
Respect
Excellence
New version
Integrity
Enthusiasm
Loyalty
Stewardshi
p
Ownership
Fun
Tool 3
The 6-Word
Culture
Clarification
Exercise
This guy made a fortune with just 6 words
157
From a large
medical
products
company
158
Global company driven
by motivated
individuals
159
Great company often
own worst enemy
160
Process driven crisis
management creating
dysfunction
How can managers
working in the same
company have such
differing perspectives
162
Tool 4
The Culture Wheel to
spark thinking about the
why the what and the
how of cultural
transformation
Tool 5
The Florence Prescription
is a manifesto for
building a culture of
ownership on a
foundation of values
168
More than 400 hospitals and healthcare
organizations and over 100000 books
With The Florence Prescription you canhellip
Get everyone on the
same culture page
for just $5 a book
170
Part 2
Boardrsquos Role for
the Hospitalrsquos
Invisible
Architecturetrade
Micromanageme
nt
Abdication
172
What courageous followers (and
trustees) do
Challenge
Support
173
ldquoBoard members are
likely to wear rose tinted
glassesrdquoReport of the Center for Health Policy
and Research University of Iowa
174
21 questions the
board should ask
of the executive
team
175
8 questions the
board should ask
about the
hospitalrsquos core
values
176
Question 1
Why did we choose
these values and do
people buy into them
Do they even know
them
177
Question 2
Does our statement of
values have heart ndash is it
authentic ndash or is it
generic boilerplate
178
Question 3
How does our
statement of values
differentiate our
hospital in a
competitive
environment
179
Question 4
Are the values we have
chosen operationally
relevant Are the
societally relevant
180
Question 5
How often should we
revisit our values Is
now a good time for a
thorough review
181
Question 6
Do we have the
courage to enforce our
values with employees
medical staff board
and others
182
Question 7
Do execs use values to
instill the mental and
emotional toughness to
thrive in the
competitive healthcare
environment
183
Question 8
Should we do training
on values-based life
and leadership skills
(eg by joining the
Values Collaborative)
184
Date February 5 2013
Asheville NC
$149 per person
319-624-3889
185
7 questions the
board should ask
about the
hospitalrsquos culture
186
Question 1
Do we have a culture
plan that complements
our strategic plan
187
Question 3
Does our culture
tolerate behaviors not
consistent with our
values (eg gossip is
inconsistent with
integrity)
188
Question 4
Does our culture
tolerate management
by fear and
intimidation (despite
Demingrsquos warning)
189
Question 5
How do we collect and
share the stories that
help to transmit our
culture
190
Question 6
How do we invoke
rituals traditions
celebration and
executive visibility to
foster culture
191
Question 7
How do we screen out
cultural misfits and
inculcate new people
192
6 questions the
board should ask
about the
hospitalrsquos
workplace
attitudes
193
Question 1
How do we assess
employee engagement
how do we stack up
and how do we boost
it
194
Question 2
Is our culture
dominated by
emotional positivity or
is toxic emotional
negativity evident
195
This question can only
objectively be
answered by the Man
from Marshellip
196
Question 3
Have we established
our zero-tolerance
behaviors and do we
have the courage to
enforce those
standards
197
Question 4
How do we deal with
people in the Rutledge
Quadrant (good skills
bad attitude)
198
Question 5
How are our attitude
and behavior
expectations conveyed
to new employees (and
docs)
199
Question 6
Are we buying our own
press clippings
- Slide 1
- Slide 2
- Slide 3
- Slide 4
- Slide 5
- Slide 6
- Slide 7
- Slide 8
- Slide 9
- Slide 10
- Slide 11
- Slide 12
- Slide 13
- Slide 14
- Slide 15
- Slide 16
- Slide 17
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- Slide 111
- Slide 112
- Slide 113
- Slide 114
- Slide 115
- Slide 116
- Slide 117
- Slide 118
- Slide 119
- Slide 120
- Slide 121
- Slide 122
- Slide 123
- Slide 124
- Slide 125
- Slide 126
- Slide 127
- Slide 128
- Slide 129
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- Slide 131
- Slide 132
- Slide 133
- Slide 134
- Slide 135
- Slide 136
- Slide 137
- Slide 138
- Slide 139
- Slide 140
- Slide 141
- Slide 142
- Slide 143
- Slide 144
- Slide 145
- Slide 146
- Slide 147
- Slide 148
- Slide 149
- Slide 150
- Tool 1 The Values Behaviors Outcomes Continuum
- Slide 152
- Slide 153
- Slide 154
- Slide 155
- Slide 156
- Slide 157
- Slide 158
- Slide 159
- Slide 160
- Slide 161
- Slide 162
- Slide 163
- Slide 164
- Slide 165
- Slide 166
- Slide 167
- Slide 168
- Slide 169
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- Slide 181
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- Slide 186
- Slide 187
- Slide 188
- Slide 189
- Slide 190
- Slide 191
- Slide 192
- Slide 193
- Slide 194
- Slide 195
- Slide 196
- Slide 197
- Slide 198
- Slide 199
-
![Page 111: Joe Tye Presentation for Georgia Hospital Association Trustee Conference, February 11, 2013](https://reader031.fdocuments.net/reader031/viewer/2022012918/544f4973af79593b028b7d1a/html5/thumbnails/111.jpg)
Five of the tools we
use to help
hospitals create a
plan for the
Invisible
Architecture
Tool 1
The Values Behaviors Outcomes Continuum
151
Tool 2
The 3-minute
values drill
Current version
Compassio
n
Advocacy
Respect
ExcellenceValues statement of a Values Coach client
Old version
Compassio
n
Advocacy
Respect
Excellence
New version
Integrity
Enthusiasm
Loyalty
Stewardshi
p
Ownership
Fun
Tool 3
The 6-Word
Culture
Clarification
Exercise
This guy made a fortune with just 6 words
157
From a large
medical
products
company
158
Global company driven
by motivated
individuals
159
Great company often
own worst enemy
160
Process driven crisis
management creating
dysfunction
How can managers
working in the same
company have such
differing perspectives
162
Tool 4
The Culture Wheel to
spark thinking about the
why the what and the
how of cultural
transformation
Tool 5
The Florence Prescription
is a manifesto for
building a culture of
ownership on a
foundation of values
168
More than 400 hospitals and healthcare
organizations and over 100000 books
With The Florence Prescription you canhellip
Get everyone on the
same culture page
for just $5 a book
170
Part 2
Boardrsquos Role for
the Hospitalrsquos
Invisible
Architecturetrade
Micromanageme
nt
Abdication
172
What courageous followers (and
trustees) do
Challenge
Support
173
ldquoBoard members are
likely to wear rose tinted
glassesrdquoReport of the Center for Health Policy
and Research University of Iowa
174
21 questions the
board should ask
of the executive
team
175
8 questions the
board should ask
about the
hospitalrsquos core
values
176
Question 1
Why did we choose
these values and do
people buy into them
Do they even know
them
177
Question 2
Does our statement of
values have heart ndash is it
authentic ndash or is it
generic boilerplate
178
Question 3
How does our
statement of values
differentiate our
hospital in a
competitive
environment
179
Question 4
Are the values we have
chosen operationally
relevant Are the
societally relevant
180
Question 5
How often should we
revisit our values Is
now a good time for a
thorough review
181
Question 6
Do we have the
courage to enforce our
values with employees
medical staff board
and others
182
Question 7
Do execs use values to
instill the mental and
emotional toughness to
thrive in the
competitive healthcare
environment
183
Question 8
Should we do training
on values-based life
and leadership skills
(eg by joining the
Values Collaborative)
184
Date February 5 2013
Asheville NC
$149 per person
319-624-3889
185
7 questions the
board should ask
about the
hospitalrsquos culture
186
Question 1
Do we have a culture
plan that complements
our strategic plan
187
Question 3
Does our culture
tolerate behaviors not
consistent with our
values (eg gossip is
inconsistent with
integrity)
188
Question 4
Does our culture
tolerate management
by fear and
intimidation (despite
Demingrsquos warning)
189
Question 5
How do we collect and
share the stories that
help to transmit our
culture
190
Question 6
How do we invoke
rituals traditions
celebration and
executive visibility to
foster culture
191
Question 7
How do we screen out
cultural misfits and
inculcate new people
192
6 questions the
board should ask
about the
hospitalrsquos
workplace
attitudes
193
Question 1
How do we assess
employee engagement
how do we stack up
and how do we boost
it
194
Question 2
Is our culture
dominated by
emotional positivity or
is toxic emotional
negativity evident
195
This question can only
objectively be
answered by the Man
from Marshellip
196
Question 3
Have we established
our zero-tolerance
behaviors and do we
have the courage to
enforce those
standards
197
Question 4
How do we deal with
people in the Rutledge
Quadrant (good skills
bad attitude)
198
Question 5
How are our attitude
and behavior
expectations conveyed
to new employees (and
docs)
199
Question 6
Are we buying our own
press clippings
- Slide 1
- Slide 2
- Slide 3
- Slide 4
- Slide 5
- Slide 6
- Slide 7
- Slide 8
- Slide 9
- Slide 10
- Slide 11
- Slide 12
- Slide 13
- Slide 14
- Slide 15
- Slide 16
- Slide 17
- Slide 18
- Slide 19
- Slide 20
- Slide 21
- Slide 22
- Slide 23
- Slide 24
- Slide 25
- Slide 26
- Slide 27
- Slide 28
- Slide 29
- Slide 30
- Slide 31
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- Slide 33
- Slide 34
- Slide 35
- Slide 36
- Slide 37
- Slide 38
- Slide 39
- Slide 40
- Slide 41
- Slide 42
- Slide 43
- Slide 44
- Slide 45
- Slide 46
- Slide 47
- Slide 48
- Slide 49
- Slide 50
- Slide 51
- Slide 52
- Slide 53
- Slide 54
- Slide 55
- Slide 56
- Slide 57
- Slide 58
- Slide 59
- Slide 60
- Slide 61
- Slide 62
- Slide 63
- Slide 64
- Slide 65
- Slide 66
- Slide 67
- Slide 68
- Slide 69
- Slide 70
- Slide 71
- Slide 72
- Slide 73
- Slide 74
- Slide 75
- Slide 76
- Slide 77
- Slide 78
- Slide 79
- Slide 80
- Slide 81
- Slide 82
- Slide 83
- Slide 84
- Slide 85
- Slide 86
- Slide 87
- Slide 88
- Slide 89
- Slide 90
- Slide 91
- Slide 92
- Slide 93
- Slide 94
- Slide 95
- Slide 96
- Slide 97
- Slide 98
- Slide 99
- Slide 100
- Slide 101
- Slide 102
- Slide 103
- Slide 104
- Slide 105
- Slide 106
- Slide 107
- Slide 108
- Slide 109
- Slide 110
- Slide 111
- Slide 112
- Slide 113
- Slide 114
- Slide 115
- Slide 116
- Slide 117
- Slide 118
- Slide 119
- Slide 120
- Slide 121
- Slide 122
- Slide 123
- Slide 124
- Slide 125
- Slide 126
- Slide 127
- Slide 128
- Slide 129
- Slide 130
- Slide 131
- Slide 132
- Slide 133
- Slide 134
- Slide 135
- Slide 136
- Slide 137
- Slide 138
- Slide 139
- Slide 140
- Slide 141
- Slide 142
- Slide 143
- Slide 144
- Slide 145
- Slide 146
- Slide 147
- Slide 148
- Slide 149
- Slide 150
- Tool 1 The Values Behaviors Outcomes Continuum
- Slide 152
- Slide 153
- Slide 154
- Slide 155
- Slide 156
- Slide 157
- Slide 158
- Slide 159
- Slide 160
- Slide 161
- Slide 162
- Slide 163
- Slide 164
- Slide 165
- Slide 166
- Slide 167
- Slide 168
- Slide 169
- Slide 170
- Slide 171
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- Slide 173
- Slide 174
- Slide 175
- Slide 176
- Slide 177
- Slide 178
- Slide 179
- Slide 180
- Slide 181
- Slide 182
- Slide 183
- Slide 184
- Slide 185
- Slide 186
- Slide 187
- Slide 188
- Slide 189
- Slide 190
- Slide 191
- Slide 192
- Slide 193
- Slide 194
- Slide 195
- Slide 196
- Slide 197
- Slide 198
- Slide 199
-
![Page 112: Joe Tye Presentation for Georgia Hospital Association Trustee Conference, February 11, 2013](https://reader031.fdocuments.net/reader031/viewer/2022012918/544f4973af79593b028b7d1a/html5/thumbnails/112.jpg)
Tool 1
The Values Behaviors Outcomes Continuum
151
Tool 2
The 3-minute
values drill
Current version
Compassio
n
Advocacy
Respect
ExcellenceValues statement of a Values Coach client
Old version
Compassio
n
Advocacy
Respect
Excellence
New version
Integrity
Enthusiasm
Loyalty
Stewardshi
p
Ownership
Fun
Tool 3
The 6-Word
Culture
Clarification
Exercise
This guy made a fortune with just 6 words
157
From a large
medical
products
company
158
Global company driven
by motivated
individuals
159
Great company often
own worst enemy
160
Process driven crisis
management creating
dysfunction
How can managers
working in the same
company have such
differing perspectives
162
Tool 4
The Culture Wheel to
spark thinking about the
why the what and the
how of cultural
transformation
Tool 5
The Florence Prescription
is a manifesto for
building a culture of
ownership on a
foundation of values
168
More than 400 hospitals and healthcare
organizations and over 100000 books
With The Florence Prescription you canhellip
Get everyone on the
same culture page
for just $5 a book
170
Part 2
Boardrsquos Role for
the Hospitalrsquos
Invisible
Architecturetrade
Micromanageme
nt
Abdication
172
What courageous followers (and
trustees) do
Challenge
Support
173
ldquoBoard members are
likely to wear rose tinted
glassesrdquoReport of the Center for Health Policy
and Research University of Iowa
174
21 questions the
board should ask
of the executive
team
175
8 questions the
board should ask
about the
hospitalrsquos core
values
176
Question 1
Why did we choose
these values and do
people buy into them
Do they even know
them
177
Question 2
Does our statement of
values have heart ndash is it
authentic ndash or is it
generic boilerplate
178
Question 3
How does our
statement of values
differentiate our
hospital in a
competitive
environment
179
Question 4
Are the values we have
chosen operationally
relevant Are the
societally relevant
180
Question 5
How often should we
revisit our values Is
now a good time for a
thorough review
181
Question 6
Do we have the
courage to enforce our
values with employees
medical staff board
and others
182
Question 7
Do execs use values to
instill the mental and
emotional toughness to
thrive in the
competitive healthcare
environment
183
Question 8
Should we do training
on values-based life
and leadership skills
(eg by joining the
Values Collaborative)
184
Date February 5 2013
Asheville NC
$149 per person
319-624-3889
185
7 questions the
board should ask
about the
hospitalrsquos culture
186
Question 1
Do we have a culture
plan that complements
our strategic plan
187
Question 3
Does our culture
tolerate behaviors not
consistent with our
values (eg gossip is
inconsistent with
integrity)
188
Question 4
Does our culture
tolerate management
by fear and
intimidation (despite
Demingrsquos warning)
189
Question 5
How do we collect and
share the stories that
help to transmit our
culture
190
Question 6
How do we invoke
rituals traditions
celebration and
executive visibility to
foster culture
191
Question 7
How do we screen out
cultural misfits and
inculcate new people
192
6 questions the
board should ask
about the
hospitalrsquos
workplace
attitudes
193
Question 1
How do we assess
employee engagement
how do we stack up
and how do we boost
it
194
Question 2
Is our culture
dominated by
emotional positivity or
is toxic emotional
negativity evident
195
This question can only
objectively be
answered by the Man
from Marshellip
196
Question 3
Have we established
our zero-tolerance
behaviors and do we
have the courage to
enforce those
standards
197
Question 4
How do we deal with
people in the Rutledge
Quadrant (good skills
bad attitude)
198
Question 5
How are our attitude
and behavior
expectations conveyed
to new employees (and
docs)
199
Question 6
Are we buying our own
press clippings
- Slide 1
- Slide 2
- Slide 3
- Slide 4
- Slide 5
- Slide 6
- Slide 7
- Slide 8
- Slide 9
- Slide 10
- Slide 11
- Slide 12
- Slide 13
- Slide 14
- Slide 15
- Slide 16
- Slide 17
- Slide 18
- Slide 19
- Slide 20
- Slide 21
- Slide 22
- Slide 23
- Slide 24
- Slide 25
- Slide 26
- Slide 27
- Slide 28
- Slide 29
- Slide 30
- Slide 31
- Slide 32
- Slide 33
- Slide 34
- Slide 35
- Slide 36
- Slide 37
- Slide 38
- Slide 39
- Slide 40
- Slide 41
- Slide 42
- Slide 43
- Slide 44
- Slide 45
- Slide 46
- Slide 47
- Slide 48
- Slide 49
- Slide 50
- Slide 51
- Slide 52
- Slide 53
- Slide 54
- Slide 55
- Slide 56
- Slide 57
- Slide 58
- Slide 59
- Slide 60
- Slide 61
- Slide 62
- Slide 63
- Slide 64
- Slide 65
- Slide 66
- Slide 67
- Slide 68
- Slide 69
- Slide 70
- Slide 71
- Slide 72
- Slide 73
- Slide 74
- Slide 75
- Slide 76
- Slide 77
- Slide 78
- Slide 79
- Slide 80
- Slide 81
- Slide 82
- Slide 83
- Slide 84
- Slide 85
- Slide 86
- Slide 87
- Slide 88
- Slide 89
- Slide 90
- Slide 91
- Slide 92
- Slide 93
- Slide 94
- Slide 95
- Slide 96
- Slide 97
- Slide 98
- Slide 99
- Slide 100
- Slide 101
- Slide 102
- Slide 103
- Slide 104
- Slide 105
- Slide 106
- Slide 107
- Slide 108
- Slide 109
- Slide 110
- Slide 111
- Slide 112
- Slide 113
- Slide 114
- Slide 115
- Slide 116
- Slide 117
- Slide 118
- Slide 119
- Slide 120
- Slide 121
- Slide 122
- Slide 123
- Slide 124
- Slide 125
- Slide 126
- Slide 127
- Slide 128
- Slide 129
- Slide 130
- Slide 131
- Slide 132
- Slide 133
- Slide 134
- Slide 135
- Slide 136
- Slide 137
- Slide 138
- Slide 139
- Slide 140
- Slide 141
- Slide 142
- Slide 143
- Slide 144
- Slide 145
- Slide 146
- Slide 147
- Slide 148
- Slide 149
- Slide 150
- Tool 1 The Values Behaviors Outcomes Continuum
- Slide 152
- Slide 153
- Slide 154
- Slide 155
- Slide 156
- Slide 157
- Slide 158
- Slide 159
- Slide 160
- Slide 161
- Slide 162
- Slide 163
- Slide 164
- Slide 165
- Slide 166
- Slide 167
- Slide 168
- Slide 169
- Slide 170
- Slide 171
- Slide 172
- Slide 173
- Slide 174
- Slide 175
- Slide 176
- Slide 177
- Slide 178
- Slide 179
- Slide 180
- Slide 181
- Slide 182
- Slide 183
- Slide 184
- Slide 185
- Slide 186
- Slide 187
- Slide 188
- Slide 189
- Slide 190
- Slide 191
- Slide 192
- Slide 193
- Slide 194
- Slide 195
- Slide 196
- Slide 197
- Slide 198
- Slide 199
-
![Page 113: Joe Tye Presentation for Georgia Hospital Association Trustee Conference, February 11, 2013](https://reader031.fdocuments.net/reader031/viewer/2022012918/544f4973af79593b028b7d1a/html5/thumbnails/113.jpg)
Tool 2
The 3-minute
values drill
Current version
Compassio
n
Advocacy
Respect
ExcellenceValues statement of a Values Coach client
Old version
Compassio
n
Advocacy
Respect
Excellence
New version
Integrity
Enthusiasm
Loyalty
Stewardshi
p
Ownership
Fun
Tool 3
The 6-Word
Culture
Clarification
Exercise
This guy made a fortune with just 6 words
157
From a large
medical
products
company
158
Global company driven
by motivated
individuals
159
Great company often
own worst enemy
160
Process driven crisis
management creating
dysfunction
How can managers
working in the same
company have such
differing perspectives
162
Tool 4
The Culture Wheel to
spark thinking about the
why the what and the
how of cultural
transformation
Tool 5
The Florence Prescription
is a manifesto for
building a culture of
ownership on a
foundation of values
168
More than 400 hospitals and healthcare
organizations and over 100000 books
With The Florence Prescription you canhellip
Get everyone on the
same culture page
for just $5 a book
170
Part 2
Boardrsquos Role for
the Hospitalrsquos
Invisible
Architecturetrade
Micromanageme
nt
Abdication
172
What courageous followers (and
trustees) do
Challenge
Support
173
ldquoBoard members are
likely to wear rose tinted
glassesrdquoReport of the Center for Health Policy
and Research University of Iowa
174
21 questions the
board should ask
of the executive
team
175
8 questions the
board should ask
about the
hospitalrsquos core
values
176
Question 1
Why did we choose
these values and do
people buy into them
Do they even know
them
177
Question 2
Does our statement of
values have heart ndash is it
authentic ndash or is it
generic boilerplate
178
Question 3
How does our
statement of values
differentiate our
hospital in a
competitive
environment
179
Question 4
Are the values we have
chosen operationally
relevant Are the
societally relevant
180
Question 5
How often should we
revisit our values Is
now a good time for a
thorough review
181
Question 6
Do we have the
courage to enforce our
values with employees
medical staff board
and others
182
Question 7
Do execs use values to
instill the mental and
emotional toughness to
thrive in the
competitive healthcare
environment
183
Question 8
Should we do training
on values-based life
and leadership skills
(eg by joining the
Values Collaborative)
184
Date February 5 2013
Asheville NC
$149 per person
319-624-3889
185
7 questions the
board should ask
about the
hospitalrsquos culture
186
Question 1
Do we have a culture
plan that complements
our strategic plan
187
Question 3
Does our culture
tolerate behaviors not
consistent with our
values (eg gossip is
inconsistent with
integrity)
188
Question 4
Does our culture
tolerate management
by fear and
intimidation (despite
Demingrsquos warning)
189
Question 5
How do we collect and
share the stories that
help to transmit our
culture
190
Question 6
How do we invoke
rituals traditions
celebration and
executive visibility to
foster culture
191
Question 7
How do we screen out
cultural misfits and
inculcate new people
192
6 questions the
board should ask
about the
hospitalrsquos
workplace
attitudes
193
Question 1
How do we assess
employee engagement
how do we stack up
and how do we boost
it
194
Question 2
Is our culture
dominated by
emotional positivity or
is toxic emotional
negativity evident
195
This question can only
objectively be
answered by the Man
from Marshellip
196
Question 3
Have we established
our zero-tolerance
behaviors and do we
have the courage to
enforce those
standards
197
Question 4
How do we deal with
people in the Rutledge
Quadrant (good skills
bad attitude)
198
Question 5
How are our attitude
and behavior
expectations conveyed
to new employees (and
docs)
199
Question 6
Are we buying our own
press clippings
- Slide 1
- Slide 2
- Slide 3
- Slide 4
- Slide 5
- Slide 6
- Slide 7
- Slide 8
- Slide 9
- Slide 10
- Slide 11
- Slide 12
- Slide 13
- Slide 14
- Slide 15
- Slide 16
- Slide 17
- Slide 18
- Slide 19
- Slide 20
- Slide 21
- Slide 22
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- Slide 35
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- Slide 90
- Slide 91
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- Slide 93
- Slide 94
- Slide 95
- Slide 96
- Slide 97
- Slide 98
- Slide 99
- Slide 100
- Slide 101
- Slide 102
- Slide 103
- Slide 104
- Slide 105
- Slide 106
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- Slide 110
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- Slide 112
- Slide 113
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- Slide 115
- Slide 116
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- Slide 118
- Slide 119
- Slide 120
- Slide 121
- Slide 122
- Slide 123
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- Slide 125
- Slide 126
- Slide 127
- Slide 128
- Slide 129
- Slide 130
- Slide 131
- Slide 132
- Slide 133
- Slide 134
- Slide 135
- Slide 136
- Slide 137
- Slide 138
- Slide 139
- Slide 140
- Slide 141
- Slide 142
- Slide 143
- Slide 144
- Slide 145
- Slide 146
- Slide 147
- Slide 148
- Slide 149
- Slide 150
- Tool 1 The Values Behaviors Outcomes Continuum
- Slide 152
- Slide 153
- Slide 154
- Slide 155
- Slide 156
- Slide 157
- Slide 158
- Slide 159
- Slide 160
- Slide 161
- Slide 162
- Slide 163
- Slide 164
- Slide 165
- Slide 166
- Slide 167
- Slide 168
- Slide 169
- Slide 170
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- Slide 173
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- Slide 176
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- Slide 179
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- Slide 181
- Slide 182
- Slide 183
- Slide 184
- Slide 185
- Slide 186
- Slide 187
- Slide 188
- Slide 189
- Slide 190
- Slide 191
- Slide 192
- Slide 193
- Slide 194
- Slide 195
- Slide 196
- Slide 197
- Slide 198
- Slide 199
-
![Page 114: Joe Tye Presentation for Georgia Hospital Association Trustee Conference, February 11, 2013](https://reader031.fdocuments.net/reader031/viewer/2022012918/544f4973af79593b028b7d1a/html5/thumbnails/114.jpg)
Current version
Compassio
n
Advocacy
Respect
ExcellenceValues statement of a Values Coach client
Old version
Compassio
n
Advocacy
Respect
Excellence
New version
Integrity
Enthusiasm
Loyalty
Stewardshi
p
Ownership
Fun
Tool 3
The 6-Word
Culture
Clarification
Exercise
This guy made a fortune with just 6 words
157
From a large
medical
products
company
158
Global company driven
by motivated
individuals
159
Great company often
own worst enemy
160
Process driven crisis
management creating
dysfunction
How can managers
working in the same
company have such
differing perspectives
162
Tool 4
The Culture Wheel to
spark thinking about the
why the what and the
how of cultural
transformation
Tool 5
The Florence Prescription
is a manifesto for
building a culture of
ownership on a
foundation of values
168
More than 400 hospitals and healthcare
organizations and over 100000 books
With The Florence Prescription you canhellip
Get everyone on the
same culture page
for just $5 a book
170
Part 2
Boardrsquos Role for
the Hospitalrsquos
Invisible
Architecturetrade
Micromanageme
nt
Abdication
172
What courageous followers (and
trustees) do
Challenge
Support
173
ldquoBoard members are
likely to wear rose tinted
glassesrdquoReport of the Center for Health Policy
and Research University of Iowa
174
21 questions the
board should ask
of the executive
team
175
8 questions the
board should ask
about the
hospitalrsquos core
values
176
Question 1
Why did we choose
these values and do
people buy into them
Do they even know
them
177
Question 2
Does our statement of
values have heart ndash is it
authentic ndash or is it
generic boilerplate
178
Question 3
How does our
statement of values
differentiate our
hospital in a
competitive
environment
179
Question 4
Are the values we have
chosen operationally
relevant Are the
societally relevant
180
Question 5
How often should we
revisit our values Is
now a good time for a
thorough review
181
Question 6
Do we have the
courage to enforce our
values with employees
medical staff board
and others
182
Question 7
Do execs use values to
instill the mental and
emotional toughness to
thrive in the
competitive healthcare
environment
183
Question 8
Should we do training
on values-based life
and leadership skills
(eg by joining the
Values Collaborative)
184
Date February 5 2013
Asheville NC
$149 per person
319-624-3889
185
7 questions the
board should ask
about the
hospitalrsquos culture
186
Question 1
Do we have a culture
plan that complements
our strategic plan
187
Question 3
Does our culture
tolerate behaviors not
consistent with our
values (eg gossip is
inconsistent with
integrity)
188
Question 4
Does our culture
tolerate management
by fear and
intimidation (despite
Demingrsquos warning)
189
Question 5
How do we collect and
share the stories that
help to transmit our
culture
190
Question 6
How do we invoke
rituals traditions
celebration and
executive visibility to
foster culture
191
Question 7
How do we screen out
cultural misfits and
inculcate new people
192
6 questions the
board should ask
about the
hospitalrsquos
workplace
attitudes
193
Question 1
How do we assess
employee engagement
how do we stack up
and how do we boost
it
194
Question 2
Is our culture
dominated by
emotional positivity or
is toxic emotional
negativity evident
195
This question can only
objectively be
answered by the Man
from Marshellip
196
Question 3
Have we established
our zero-tolerance
behaviors and do we
have the courage to
enforce those
standards
197
Question 4
How do we deal with
people in the Rutledge
Quadrant (good skills
bad attitude)
198
Question 5
How are our attitude
and behavior
expectations conveyed
to new employees (and
docs)
199
Question 6
Are we buying our own
press clippings
- Slide 1
- Slide 2
- Slide 3
- Slide 4
- Slide 5
- Slide 6
- Slide 7
- Slide 8
- Slide 9
- Slide 10
- Slide 11
- Slide 12
- Slide 13
- Slide 14
- Slide 15
- Slide 16
- Slide 17
- Slide 18
- Slide 19
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- Slide 35
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- Slide 38
- Slide 39
- Slide 40
- Slide 41
- Slide 42
- Slide 43
- Slide 44
- Slide 45
- Slide 46
- Slide 47
- Slide 48
- Slide 49
- Slide 50
- Slide 51
- Slide 52
- Slide 53
- Slide 54
- Slide 55
- Slide 56
- Slide 57
- Slide 58
- Slide 59
- Slide 60
- Slide 61
- Slide 62
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- Slide 67
- Slide 68
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- Slide 73
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- Slide 75
- Slide 76
- Slide 77
- Slide 78
- Slide 79
- Slide 80
- Slide 81
- Slide 82
- Slide 83
- Slide 84
- Slide 85
- Slide 86
- Slide 87
- Slide 88
- Slide 89
- Slide 90
- Slide 91
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- Slide 93
- Slide 94
- Slide 95
- Slide 96
- Slide 97
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- Slide 99
- Slide 100
- Slide 101
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- Slide 103
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- Slide 105
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- Slide 109
- Slide 110
- Slide 111
- Slide 112
- Slide 113
- Slide 114
- Slide 115
- Slide 116
- Slide 117
- Slide 118
- Slide 119
- Slide 120
- Slide 121
- Slide 122
- Slide 123
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- Slide 125
- Slide 126
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- Slide 128
- Slide 129
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- Slide 131
- Slide 132
- Slide 133
- Slide 134
- Slide 135
- Slide 136
- Slide 137
- Slide 138
- Slide 139
- Slide 140
- Slide 141
- Slide 142
- Slide 143
- Slide 144
- Slide 145
- Slide 146
- Slide 147
- Slide 148
- Slide 149
- Slide 150
- Tool 1 The Values Behaviors Outcomes Continuum
- Slide 152
- Slide 153
- Slide 154
- Slide 155
- Slide 156
- Slide 157
- Slide 158
- Slide 159
- Slide 160
- Slide 161
- Slide 162
- Slide 163
- Slide 164
- Slide 165
- Slide 166
- Slide 167
- Slide 168
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- Slide 179
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- Slide 184
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- Slide 186
- Slide 187
- Slide 188
- Slide 189
- Slide 190
- Slide 191
- Slide 192
- Slide 193
- Slide 194
- Slide 195
- Slide 196
- Slide 197
- Slide 198
- Slide 199
-
![Page 115: Joe Tye Presentation for Georgia Hospital Association Trustee Conference, February 11, 2013](https://reader031.fdocuments.net/reader031/viewer/2022012918/544f4973af79593b028b7d1a/html5/thumbnails/115.jpg)
Old version
Compassio
n
Advocacy
Respect
Excellence
New version
Integrity
Enthusiasm
Loyalty
Stewardshi
p
Ownership
Fun
Tool 3
The 6-Word
Culture
Clarification
Exercise
This guy made a fortune with just 6 words
157
From a large
medical
products
company
158
Global company driven
by motivated
individuals
159
Great company often
own worst enemy
160
Process driven crisis
management creating
dysfunction
How can managers
working in the same
company have such
differing perspectives
162
Tool 4
The Culture Wheel to
spark thinking about the
why the what and the
how of cultural
transformation
Tool 5
The Florence Prescription
is a manifesto for
building a culture of
ownership on a
foundation of values
168
More than 400 hospitals and healthcare
organizations and over 100000 books
With The Florence Prescription you canhellip
Get everyone on the
same culture page
for just $5 a book
170
Part 2
Boardrsquos Role for
the Hospitalrsquos
Invisible
Architecturetrade
Micromanageme
nt
Abdication
172
What courageous followers (and
trustees) do
Challenge
Support
173
ldquoBoard members are
likely to wear rose tinted
glassesrdquoReport of the Center for Health Policy
and Research University of Iowa
174
21 questions the
board should ask
of the executive
team
175
8 questions the
board should ask
about the
hospitalrsquos core
values
176
Question 1
Why did we choose
these values and do
people buy into them
Do they even know
them
177
Question 2
Does our statement of
values have heart ndash is it
authentic ndash or is it
generic boilerplate
178
Question 3
How does our
statement of values
differentiate our
hospital in a
competitive
environment
179
Question 4
Are the values we have
chosen operationally
relevant Are the
societally relevant
180
Question 5
How often should we
revisit our values Is
now a good time for a
thorough review
181
Question 6
Do we have the
courage to enforce our
values with employees
medical staff board
and others
182
Question 7
Do execs use values to
instill the mental and
emotional toughness to
thrive in the
competitive healthcare
environment
183
Question 8
Should we do training
on values-based life
and leadership skills
(eg by joining the
Values Collaborative)
184
Date February 5 2013
Asheville NC
$149 per person
319-624-3889
185
7 questions the
board should ask
about the
hospitalrsquos culture
186
Question 1
Do we have a culture
plan that complements
our strategic plan
187
Question 3
Does our culture
tolerate behaviors not
consistent with our
values (eg gossip is
inconsistent with
integrity)
188
Question 4
Does our culture
tolerate management
by fear and
intimidation (despite
Demingrsquos warning)
189
Question 5
How do we collect and
share the stories that
help to transmit our
culture
190
Question 6
How do we invoke
rituals traditions
celebration and
executive visibility to
foster culture
191
Question 7
How do we screen out
cultural misfits and
inculcate new people
192
6 questions the
board should ask
about the
hospitalrsquos
workplace
attitudes
193
Question 1
How do we assess
employee engagement
how do we stack up
and how do we boost
it
194
Question 2
Is our culture
dominated by
emotional positivity or
is toxic emotional
negativity evident
195
This question can only
objectively be
answered by the Man
from Marshellip
196
Question 3
Have we established
our zero-tolerance
behaviors and do we
have the courage to
enforce those
standards
197
Question 4
How do we deal with
people in the Rutledge
Quadrant (good skills
bad attitude)
198
Question 5
How are our attitude
and behavior
expectations conveyed
to new employees (and
docs)
199
Question 6
Are we buying our own
press clippings
- Slide 1
- Slide 2
- Slide 3
- Slide 4
- Slide 5
- Slide 6
- Slide 7
- Slide 8
- Slide 9
- Slide 10
- Slide 11
- Slide 12
- Slide 13
- Slide 14
- Slide 15
- Slide 16
- Slide 17
- Slide 18
- Slide 19
- Slide 20
- Slide 21
- Slide 22
- Slide 23
- Slide 24
- Slide 25
- Slide 26
- Slide 27
- Slide 28
- Slide 29
- Slide 30
- Slide 31
- Slide 32
- Slide 33
- Slide 34
- Slide 35
- Slide 36
- Slide 37
- Slide 38
- Slide 39
- Slide 40
- Slide 41
- Slide 42
- Slide 43
- Slide 44
- Slide 45
- Slide 46
- Slide 47
- Slide 48
- Slide 49
- Slide 50
- Slide 51
- Slide 52
- Slide 53
- Slide 54
- Slide 55
- Slide 56
- Slide 57
- Slide 58
- Slide 59
- Slide 60
- Slide 61
- Slide 62
- Slide 63
- Slide 64
- Slide 65
- Slide 66
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- Slide 69
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- Slide 83
- Slide 84
- Slide 85
- Slide 86
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- Slide 88
- Slide 89
- Slide 90
- Slide 91
- Slide 92
- Slide 93
- Slide 94
- Slide 95
- Slide 96
- Slide 97
- Slide 98
- Slide 99
- Slide 100
- Slide 101
- Slide 102
- Slide 103
- Slide 104
- Slide 105
- Slide 106
- Slide 107
- Slide 108
- Slide 109
- Slide 110
- Slide 111
- Slide 112
- Slide 113
- Slide 114
- Slide 115
- Slide 116
- Slide 117
- Slide 118
- Slide 119
- Slide 120
- Slide 121
- Slide 122
- Slide 123
- Slide 124
- Slide 125
- Slide 126
- Slide 127
- Slide 128
- Slide 129
- Slide 130
- Slide 131
- Slide 132
- Slide 133
- Slide 134
- Slide 135
- Slide 136
- Slide 137
- Slide 138
- Slide 139
- Slide 140
- Slide 141
- Slide 142
- Slide 143
- Slide 144
- Slide 145
- Slide 146
- Slide 147
- Slide 148
- Slide 149
- Slide 150
- Tool 1 The Values Behaviors Outcomes Continuum
- Slide 152
- Slide 153
- Slide 154
- Slide 155
- Slide 156
- Slide 157
- Slide 158
- Slide 159
- Slide 160
- Slide 161
- Slide 162
- Slide 163
- Slide 164
- Slide 165
- Slide 166
- Slide 167
- Slide 168
- Slide 169
- Slide 170
- Slide 171
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- Slide 176
- Slide 177
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- Slide 179
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- Slide 181
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- Slide 187
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- Slide 189
- Slide 190
- Slide 191
- Slide 192
- Slide 193
- Slide 194
- Slide 195
- Slide 196
- Slide 197
- Slide 198
- Slide 199
-
![Page 116: Joe Tye Presentation for Georgia Hospital Association Trustee Conference, February 11, 2013](https://reader031.fdocuments.net/reader031/viewer/2022012918/544f4973af79593b028b7d1a/html5/thumbnails/116.jpg)
Tool 3
The 6-Word
Culture
Clarification
Exercise
This guy made a fortune with just 6 words
157
From a large
medical
products
company
158
Global company driven
by motivated
individuals
159
Great company often
own worst enemy
160
Process driven crisis
management creating
dysfunction
How can managers
working in the same
company have such
differing perspectives
162
Tool 4
The Culture Wheel to
spark thinking about the
why the what and the
how of cultural
transformation
Tool 5
The Florence Prescription
is a manifesto for
building a culture of
ownership on a
foundation of values
168
More than 400 hospitals and healthcare
organizations and over 100000 books
With The Florence Prescription you canhellip
Get everyone on the
same culture page
for just $5 a book
170
Part 2
Boardrsquos Role for
the Hospitalrsquos
Invisible
Architecturetrade
Micromanageme
nt
Abdication
172
What courageous followers (and
trustees) do
Challenge
Support
173
ldquoBoard members are
likely to wear rose tinted
glassesrdquoReport of the Center for Health Policy
and Research University of Iowa
174
21 questions the
board should ask
of the executive
team
175
8 questions the
board should ask
about the
hospitalrsquos core
values
176
Question 1
Why did we choose
these values and do
people buy into them
Do they even know
them
177
Question 2
Does our statement of
values have heart ndash is it
authentic ndash or is it
generic boilerplate
178
Question 3
How does our
statement of values
differentiate our
hospital in a
competitive
environment
179
Question 4
Are the values we have
chosen operationally
relevant Are the
societally relevant
180
Question 5
How often should we
revisit our values Is
now a good time for a
thorough review
181
Question 6
Do we have the
courage to enforce our
values with employees
medical staff board
and others
182
Question 7
Do execs use values to
instill the mental and
emotional toughness to
thrive in the
competitive healthcare
environment
183
Question 8
Should we do training
on values-based life
and leadership skills
(eg by joining the
Values Collaborative)
184
Date February 5 2013
Asheville NC
$149 per person
319-624-3889
185
7 questions the
board should ask
about the
hospitalrsquos culture
186
Question 1
Do we have a culture
plan that complements
our strategic plan
187
Question 3
Does our culture
tolerate behaviors not
consistent with our
values (eg gossip is
inconsistent with
integrity)
188
Question 4
Does our culture
tolerate management
by fear and
intimidation (despite
Demingrsquos warning)
189
Question 5
How do we collect and
share the stories that
help to transmit our
culture
190
Question 6
How do we invoke
rituals traditions
celebration and
executive visibility to
foster culture
191
Question 7
How do we screen out
cultural misfits and
inculcate new people
192
6 questions the
board should ask
about the
hospitalrsquos
workplace
attitudes
193
Question 1
How do we assess
employee engagement
how do we stack up
and how do we boost
it
194
Question 2
Is our culture
dominated by
emotional positivity or
is toxic emotional
negativity evident
195
This question can only
objectively be
answered by the Man
from Marshellip
196
Question 3
Have we established
our zero-tolerance
behaviors and do we
have the courage to
enforce those
standards
197
Question 4
How do we deal with
people in the Rutledge
Quadrant (good skills
bad attitude)
198
Question 5
How are our attitude
and behavior
expectations conveyed
to new employees (and
docs)
199
Question 6
Are we buying our own
press clippings
- Slide 1
- Slide 2
- Slide 3
- Slide 4
- Slide 5
- Slide 6
- Slide 7
- Slide 8
- Slide 9
- Slide 10
- Slide 11
- Slide 12
- Slide 13
- Slide 14
- Slide 15
- Slide 16
- Slide 17
- Slide 18
- Slide 19
- Slide 20
- Slide 21
- Slide 22
- Slide 23
- Slide 24
- Slide 25
- Slide 26
- Slide 27
- Slide 28
- Slide 29
- Slide 30
- Slide 31
- Slide 32
- Slide 33
- Slide 34
- Slide 35
- Slide 36
- Slide 37
- Slide 38
- Slide 39
- Slide 40
- Slide 41
- Slide 42
- Slide 43
- Slide 44
- Slide 45
- Slide 46
- Slide 47
- Slide 48
- Slide 49
- Slide 50
- Slide 51
- Slide 52
- Slide 53
- Slide 54
- Slide 55
- Slide 56
- Slide 57
- Slide 58
- Slide 59
- Slide 60
- Slide 61
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- Slide 86
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- Slide 88
- Slide 89
- Slide 90
- Slide 91
- Slide 92
- Slide 93
- Slide 94
- Slide 95
- Slide 96
- Slide 97
- Slide 98
- Slide 99
- Slide 100
- Slide 101
- Slide 102
- Slide 103
- Slide 104
- Slide 105
- Slide 106
- Slide 107
- Slide 108
- Slide 109
- Slide 110
- Slide 111
- Slide 112
- Slide 113
- Slide 114
- Slide 115
- Slide 116
- Slide 117
- Slide 118
- Slide 119
- Slide 120
- Slide 121
- Slide 122
- Slide 123
- Slide 124
- Slide 125
- Slide 126
- Slide 127
- Slide 128
- Slide 129
- Slide 130
- Slide 131
- Slide 132
- Slide 133
- Slide 134
- Slide 135
- Slide 136
- Slide 137
- Slide 138
- Slide 139
- Slide 140
- Slide 141
- Slide 142
- Slide 143
- Slide 144
- Slide 145
- Slide 146
- Slide 147
- Slide 148
- Slide 149
- Slide 150
- Tool 1 The Values Behaviors Outcomes Continuum
- Slide 152
- Slide 153
- Slide 154
- Slide 155
- Slide 156
- Slide 157
- Slide 158
- Slide 159
- Slide 160
- Slide 161
- Slide 162
- Slide 163
- Slide 164
- Slide 165
- Slide 166
- Slide 167
- Slide 168
- Slide 169
- Slide 170
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- Slide 186
- Slide 187
- Slide 188
- Slide 189
- Slide 190
- Slide 191
- Slide 192
- Slide 193
- Slide 194
- Slide 195
- Slide 196
- Slide 197
- Slide 198
- Slide 199
-
![Page 117: Joe Tye Presentation for Georgia Hospital Association Trustee Conference, February 11, 2013](https://reader031.fdocuments.net/reader031/viewer/2022012918/544f4973af79593b028b7d1a/html5/thumbnails/117.jpg)
This guy made a fortune with just 6 words
157
From a large
medical
products
company
158
Global company driven
by motivated
individuals
159
Great company often
own worst enemy
160
Process driven crisis
management creating
dysfunction
How can managers
working in the same
company have such
differing perspectives
162
Tool 4
The Culture Wheel to
spark thinking about the
why the what and the
how of cultural
transformation
Tool 5
The Florence Prescription
is a manifesto for
building a culture of
ownership on a
foundation of values
168
More than 400 hospitals and healthcare
organizations and over 100000 books
With The Florence Prescription you canhellip
Get everyone on the
same culture page
for just $5 a book
170
Part 2
Boardrsquos Role for
the Hospitalrsquos
Invisible
Architecturetrade
Micromanageme
nt
Abdication
172
What courageous followers (and
trustees) do
Challenge
Support
173
ldquoBoard members are
likely to wear rose tinted
glassesrdquoReport of the Center for Health Policy
and Research University of Iowa
174
21 questions the
board should ask
of the executive
team
175
8 questions the
board should ask
about the
hospitalrsquos core
values
176
Question 1
Why did we choose
these values and do
people buy into them
Do they even know
them
177
Question 2
Does our statement of
values have heart ndash is it
authentic ndash or is it
generic boilerplate
178
Question 3
How does our
statement of values
differentiate our
hospital in a
competitive
environment
179
Question 4
Are the values we have
chosen operationally
relevant Are the
societally relevant
180
Question 5
How often should we
revisit our values Is
now a good time for a
thorough review
181
Question 6
Do we have the
courage to enforce our
values with employees
medical staff board
and others
182
Question 7
Do execs use values to
instill the mental and
emotional toughness to
thrive in the
competitive healthcare
environment
183
Question 8
Should we do training
on values-based life
and leadership skills
(eg by joining the
Values Collaborative)
184
Date February 5 2013
Asheville NC
$149 per person
319-624-3889
185
7 questions the
board should ask
about the
hospitalrsquos culture
186
Question 1
Do we have a culture
plan that complements
our strategic plan
187
Question 3
Does our culture
tolerate behaviors not
consistent with our
values (eg gossip is
inconsistent with
integrity)
188
Question 4
Does our culture
tolerate management
by fear and
intimidation (despite
Demingrsquos warning)
189
Question 5
How do we collect and
share the stories that
help to transmit our
culture
190
Question 6
How do we invoke
rituals traditions
celebration and
executive visibility to
foster culture
191
Question 7
How do we screen out
cultural misfits and
inculcate new people
192
6 questions the
board should ask
about the
hospitalrsquos
workplace
attitudes
193
Question 1
How do we assess
employee engagement
how do we stack up
and how do we boost
it
194
Question 2
Is our culture
dominated by
emotional positivity or
is toxic emotional
negativity evident
195
This question can only
objectively be
answered by the Man
from Marshellip
196
Question 3
Have we established
our zero-tolerance
behaviors and do we
have the courage to
enforce those
standards
197
Question 4
How do we deal with
people in the Rutledge
Quadrant (good skills
bad attitude)
198
Question 5
How are our attitude
and behavior
expectations conveyed
to new employees (and
docs)
199
Question 6
Are we buying our own
press clippings
- Slide 1
- Slide 2
- Slide 3
- Slide 4
- Slide 5
- Slide 6
- Slide 7
- Slide 8
- Slide 9
- Slide 10
- Slide 11
- Slide 12
- Slide 13
- Slide 14
- Slide 15
- Slide 16
- Slide 17
- Slide 18
- Slide 19
- Slide 20
- Slide 21
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- Slide 24
- Slide 25
- Slide 26
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- Slide 28
- Slide 29
- Slide 30
- Slide 31
- Slide 32
- Slide 33
- Slide 34
- Slide 35
- Slide 36
- Slide 37
- Slide 38
- Slide 39
- Slide 40
- Slide 41
- Slide 42
- Slide 43
- Slide 44
- Slide 45
- Slide 46
- Slide 47
- Slide 48
- Slide 49
- Slide 50
- Slide 51
- Slide 52
- Slide 53
- Slide 54
- Slide 55
- Slide 56
- Slide 57
- Slide 58
- Slide 59
- Slide 60
- Slide 61
- Slide 62
- Slide 63
- Slide 64
- Slide 65
- Slide 66
- Slide 67
- Slide 68
- Slide 69
- Slide 70
- Slide 71
- Slide 72
- Slide 73
- Slide 74
- Slide 75
- Slide 76
- Slide 77
- Slide 78
- Slide 79
- Slide 80
- Slide 81
- Slide 82
- Slide 83
- Slide 84
- Slide 85
- Slide 86
- Slide 87
- Slide 88
- Slide 89
- Slide 90
- Slide 91
- Slide 92
- Slide 93
- Slide 94
- Slide 95
- Slide 96
- Slide 97
- Slide 98
- Slide 99
- Slide 100
- Slide 101
- Slide 102
- Slide 103
- Slide 104
- Slide 105
- Slide 106
- Slide 107
- Slide 108
- Slide 109
- Slide 110
- Slide 111
- Slide 112
- Slide 113
- Slide 114
- Slide 115
- Slide 116
- Slide 117
- Slide 118
- Slide 119
- Slide 120
- Slide 121
- Slide 122
- Slide 123
- Slide 124
- Slide 125
- Slide 126
- Slide 127
- Slide 128
- Slide 129
- Slide 130
- Slide 131
- Slide 132
- Slide 133
- Slide 134
- Slide 135
- Slide 136
- Slide 137
- Slide 138
- Slide 139
- Slide 140
- Slide 141
- Slide 142
- Slide 143
- Slide 144
- Slide 145
- Slide 146
- Slide 147
- Slide 148
- Slide 149
- Slide 150
- Tool 1 The Values Behaviors Outcomes Continuum
- Slide 152
- Slide 153
- Slide 154
- Slide 155
- Slide 156
- Slide 157
- Slide 158
- Slide 159
- Slide 160
- Slide 161
- Slide 162
- Slide 163
- Slide 164
- Slide 165
- Slide 166
- Slide 167
- Slide 168
- Slide 169
- Slide 170
- Slide 171
- Slide 172
- Slide 173
- Slide 174
- Slide 175
- Slide 176
- Slide 177
- Slide 178
- Slide 179
- Slide 180
- Slide 181
- Slide 182
- Slide 183
- Slide 184
- Slide 185
- Slide 186
- Slide 187
- Slide 188
- Slide 189
- Slide 190
- Slide 191
- Slide 192
- Slide 193
- Slide 194
- Slide 195
- Slide 196
- Slide 197
- Slide 198
- Slide 199
-
![Page 118: Joe Tye Presentation for Georgia Hospital Association Trustee Conference, February 11, 2013](https://reader031.fdocuments.net/reader031/viewer/2022012918/544f4973af79593b028b7d1a/html5/thumbnails/118.jpg)
157
From a large
medical
products
company
158
Global company driven
by motivated
individuals
159
Great company often
own worst enemy
160
Process driven crisis
management creating
dysfunction
How can managers
working in the same
company have such
differing perspectives
162
Tool 4
The Culture Wheel to
spark thinking about the
why the what and the
how of cultural
transformation
Tool 5
The Florence Prescription
is a manifesto for
building a culture of
ownership on a
foundation of values
168
More than 400 hospitals and healthcare
organizations and over 100000 books
With The Florence Prescription you canhellip
Get everyone on the
same culture page
for just $5 a book
170
Part 2
Boardrsquos Role for
the Hospitalrsquos
Invisible
Architecturetrade
Micromanageme
nt
Abdication
172
What courageous followers (and
trustees) do
Challenge
Support
173
ldquoBoard members are
likely to wear rose tinted
glassesrdquoReport of the Center for Health Policy
and Research University of Iowa
174
21 questions the
board should ask
of the executive
team
175
8 questions the
board should ask
about the
hospitalrsquos core
values
176
Question 1
Why did we choose
these values and do
people buy into them
Do they even know
them
177
Question 2
Does our statement of
values have heart ndash is it
authentic ndash or is it
generic boilerplate
178
Question 3
How does our
statement of values
differentiate our
hospital in a
competitive
environment
179
Question 4
Are the values we have
chosen operationally
relevant Are the
societally relevant
180
Question 5
How often should we
revisit our values Is
now a good time for a
thorough review
181
Question 6
Do we have the
courage to enforce our
values with employees
medical staff board
and others
182
Question 7
Do execs use values to
instill the mental and
emotional toughness to
thrive in the
competitive healthcare
environment
183
Question 8
Should we do training
on values-based life
and leadership skills
(eg by joining the
Values Collaborative)
184
Date February 5 2013
Asheville NC
$149 per person
319-624-3889
185
7 questions the
board should ask
about the
hospitalrsquos culture
186
Question 1
Do we have a culture
plan that complements
our strategic plan
187
Question 3
Does our culture
tolerate behaviors not
consistent with our
values (eg gossip is
inconsistent with
integrity)
188
Question 4
Does our culture
tolerate management
by fear and
intimidation (despite
Demingrsquos warning)
189
Question 5
How do we collect and
share the stories that
help to transmit our
culture
190
Question 6
How do we invoke
rituals traditions
celebration and
executive visibility to
foster culture
191
Question 7
How do we screen out
cultural misfits and
inculcate new people
192
6 questions the
board should ask
about the
hospitalrsquos
workplace
attitudes
193
Question 1
How do we assess
employee engagement
how do we stack up
and how do we boost
it
194
Question 2
Is our culture
dominated by
emotional positivity or
is toxic emotional
negativity evident
195
This question can only
objectively be
answered by the Man
from Marshellip
196
Question 3
Have we established
our zero-tolerance
behaviors and do we
have the courage to
enforce those
standards
197
Question 4
How do we deal with
people in the Rutledge
Quadrant (good skills
bad attitude)
198
Question 5
How are our attitude
and behavior
expectations conveyed
to new employees (and
docs)
199
Question 6
Are we buying our own
press clippings
- Slide 1
- Slide 2
- Slide 3
- Slide 4
- Slide 5
- Slide 6
- Slide 7
- Slide 8
- Slide 9
- Slide 10
- Slide 11
- Slide 12
- Slide 13
- Slide 14
- Slide 15
- Slide 16
- Slide 17
- Slide 18
- Slide 19
- Slide 20
- Slide 21
- Slide 22
- Slide 23
- Slide 24
- Slide 25
- Slide 26
- Slide 27
- Slide 28
- Slide 29
- Slide 30
- Slide 31
- Slide 32
- Slide 33
- Slide 34
- Slide 35
- Slide 36
- Slide 37
- Slide 38
- Slide 39
- Slide 40
- Slide 41
- Slide 42
- Slide 43
- Slide 44
- Slide 45
- Slide 46
- Slide 47
- Slide 48
- Slide 49
- Slide 50
- Slide 51
- Slide 52
- Slide 53
- Slide 54
- Slide 55
- Slide 56
- Slide 57
- Slide 58
- Slide 59
- Slide 60
- Slide 61
- Slide 62
- Slide 63
- Slide 64
- Slide 65
- Slide 66
- Slide 67
- Slide 68
- Slide 69
- Slide 70
- Slide 71
- Slide 72
- Slide 73
- Slide 74
- Slide 75
- Slide 76
- Slide 77
- Slide 78
- Slide 79
- Slide 80
- Slide 81
- Slide 82
- Slide 83
- Slide 84
- Slide 85
- Slide 86
- Slide 87
- Slide 88
- Slide 89
- Slide 90
- Slide 91
- Slide 92
- Slide 93
- Slide 94
- Slide 95
- Slide 96
- Slide 97
- Slide 98
- Slide 99
- Slide 100
- Slide 101
- Slide 102
- Slide 103
- Slide 104
- Slide 105
- Slide 106
- Slide 107
- Slide 108
- Slide 109
- Slide 110
- Slide 111
- Slide 112
- Slide 113
- Slide 114
- Slide 115
- Slide 116
- Slide 117
- Slide 118
- Slide 119
- Slide 120
- Slide 121
- Slide 122
- Slide 123
- Slide 124
- Slide 125
- Slide 126
- Slide 127
- Slide 128
- Slide 129
- Slide 130
- Slide 131
- Slide 132
- Slide 133
- Slide 134
- Slide 135
- Slide 136
- Slide 137
- Slide 138
- Slide 139
- Slide 140
- Slide 141
- Slide 142
- Slide 143
- Slide 144
- Slide 145
- Slide 146
- Slide 147
- Slide 148
- Slide 149
- Slide 150
- Tool 1 The Values Behaviors Outcomes Continuum
- Slide 152
- Slide 153
- Slide 154
- Slide 155
- Slide 156
- Slide 157
- Slide 158
- Slide 159
- Slide 160
- Slide 161
- Slide 162
- Slide 163
- Slide 164
- Slide 165
- Slide 166
- Slide 167
- Slide 168
- Slide 169
- Slide 170
- Slide 171
- Slide 172
- Slide 173
- Slide 174
- Slide 175
- Slide 176
- Slide 177
- Slide 178
- Slide 179
- Slide 180
- Slide 181
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- Slide 184
- Slide 185
- Slide 186
- Slide 187
- Slide 188
- Slide 189
- Slide 190
- Slide 191
- Slide 192
- Slide 193
- Slide 194
- Slide 195
- Slide 196
- Slide 197
- Slide 198
- Slide 199
-
![Page 119: Joe Tye Presentation for Georgia Hospital Association Trustee Conference, February 11, 2013](https://reader031.fdocuments.net/reader031/viewer/2022012918/544f4973af79593b028b7d1a/html5/thumbnails/119.jpg)
158
Global company driven
by motivated
individuals
159
Great company often
own worst enemy
160
Process driven crisis
management creating
dysfunction
How can managers
working in the same
company have such
differing perspectives
162
Tool 4
The Culture Wheel to
spark thinking about the
why the what and the
how of cultural
transformation
Tool 5
The Florence Prescription
is a manifesto for
building a culture of
ownership on a
foundation of values
168
More than 400 hospitals and healthcare
organizations and over 100000 books
With The Florence Prescription you canhellip
Get everyone on the
same culture page
for just $5 a book
170
Part 2
Boardrsquos Role for
the Hospitalrsquos
Invisible
Architecturetrade
Micromanageme
nt
Abdication
172
What courageous followers (and
trustees) do
Challenge
Support
173
ldquoBoard members are
likely to wear rose tinted
glassesrdquoReport of the Center for Health Policy
and Research University of Iowa
174
21 questions the
board should ask
of the executive
team
175
8 questions the
board should ask
about the
hospitalrsquos core
values
176
Question 1
Why did we choose
these values and do
people buy into them
Do they even know
them
177
Question 2
Does our statement of
values have heart ndash is it
authentic ndash or is it
generic boilerplate
178
Question 3
How does our
statement of values
differentiate our
hospital in a
competitive
environment
179
Question 4
Are the values we have
chosen operationally
relevant Are the
societally relevant
180
Question 5
How often should we
revisit our values Is
now a good time for a
thorough review
181
Question 6
Do we have the
courage to enforce our
values with employees
medical staff board
and others
182
Question 7
Do execs use values to
instill the mental and
emotional toughness to
thrive in the
competitive healthcare
environment
183
Question 8
Should we do training
on values-based life
and leadership skills
(eg by joining the
Values Collaborative)
184
Date February 5 2013
Asheville NC
$149 per person
319-624-3889
185
7 questions the
board should ask
about the
hospitalrsquos culture
186
Question 1
Do we have a culture
plan that complements
our strategic plan
187
Question 3
Does our culture
tolerate behaviors not
consistent with our
values (eg gossip is
inconsistent with
integrity)
188
Question 4
Does our culture
tolerate management
by fear and
intimidation (despite
Demingrsquos warning)
189
Question 5
How do we collect and
share the stories that
help to transmit our
culture
190
Question 6
How do we invoke
rituals traditions
celebration and
executive visibility to
foster culture
191
Question 7
How do we screen out
cultural misfits and
inculcate new people
192
6 questions the
board should ask
about the
hospitalrsquos
workplace
attitudes
193
Question 1
How do we assess
employee engagement
how do we stack up
and how do we boost
it
194
Question 2
Is our culture
dominated by
emotional positivity or
is toxic emotional
negativity evident
195
This question can only
objectively be
answered by the Man
from Marshellip
196
Question 3
Have we established
our zero-tolerance
behaviors and do we
have the courage to
enforce those
standards
197
Question 4
How do we deal with
people in the Rutledge
Quadrant (good skills
bad attitude)
198
Question 5
How are our attitude
and behavior
expectations conveyed
to new employees (and
docs)
199
Question 6
Are we buying our own
press clippings
- Slide 1
- Slide 2
- Slide 3
- Slide 4
- Slide 5
- Slide 6
- Slide 7
- Slide 8
- Slide 9
- Slide 10
- Slide 11
- Slide 12
- Slide 13
- Slide 14
- Slide 15
- Slide 16
- Slide 17
- Slide 18
- Slide 19
- Slide 20
- Slide 21
- Slide 22
- Slide 23
- Slide 24
- Slide 25
- Slide 26
- Slide 27
- Slide 28
- Slide 29
- Slide 30
- Slide 31
- Slide 32
- Slide 33
- Slide 34
- Slide 35
- Slide 36
- Slide 37
- Slide 38
- Slide 39
- Slide 40
- Slide 41
- Slide 42
- Slide 43
- Slide 44
- Slide 45
- Slide 46
- Slide 47
- Slide 48
- Slide 49
- Slide 50
- Slide 51
- Slide 52
- Slide 53
- Slide 54
- Slide 55
- Slide 56
- Slide 57
- Slide 58
- Slide 59
- Slide 60
- Slide 61
- Slide 62
- Slide 63
- Slide 64
- Slide 65
- Slide 66
- Slide 67
- Slide 68
- Slide 69
- Slide 70
- Slide 71
- Slide 72
- Slide 73
- Slide 74
- Slide 75
- Slide 76
- Slide 77
- Slide 78
- Slide 79
- Slide 80
- Slide 81
- Slide 82
- Slide 83
- Slide 84
- Slide 85
- Slide 86
- Slide 87
- Slide 88
- Slide 89
- Slide 90
- Slide 91
- Slide 92
- Slide 93
- Slide 94
- Slide 95
- Slide 96
- Slide 97
- Slide 98
- Slide 99
- Slide 100
- Slide 101
- Slide 102
- Slide 103
- Slide 104
- Slide 105
- Slide 106
- Slide 107
- Slide 108
- Slide 109
- Slide 110
- Slide 111
- Slide 112
- Slide 113
- Slide 114
- Slide 115
- Slide 116
- Slide 117
- Slide 118
- Slide 119
- Slide 120
- Slide 121
- Slide 122
- Slide 123
- Slide 124
- Slide 125
- Slide 126
- Slide 127
- Slide 128
- Slide 129
- Slide 130
- Slide 131
- Slide 132
- Slide 133
- Slide 134
- Slide 135
- Slide 136
- Slide 137
- Slide 138
- Slide 139
- Slide 140
- Slide 141
- Slide 142
- Slide 143
- Slide 144
- Slide 145
- Slide 146
- Slide 147
- Slide 148
- Slide 149
- Slide 150
- Tool 1 The Values Behaviors Outcomes Continuum
- Slide 152
- Slide 153
- Slide 154
- Slide 155
- Slide 156
- Slide 157
- Slide 158
- Slide 159
- Slide 160
- Slide 161
- Slide 162
- Slide 163
- Slide 164
- Slide 165
- Slide 166
- Slide 167
- Slide 168
- Slide 169
- Slide 170
- Slide 171
- Slide 172
- Slide 173
- Slide 174
- Slide 175
- Slide 176
- Slide 177
- Slide 178
- Slide 179
- Slide 180
- Slide 181
- Slide 182
- Slide 183
- Slide 184
- Slide 185
- Slide 186
- Slide 187
- Slide 188
- Slide 189
- Slide 190
- Slide 191
- Slide 192
- Slide 193
- Slide 194
- Slide 195
- Slide 196
- Slide 197
- Slide 198
- Slide 199
-
![Page 120: Joe Tye Presentation for Georgia Hospital Association Trustee Conference, February 11, 2013](https://reader031.fdocuments.net/reader031/viewer/2022012918/544f4973af79593b028b7d1a/html5/thumbnails/120.jpg)
159
Great company often
own worst enemy
160
Process driven crisis
management creating
dysfunction
How can managers
working in the same
company have such
differing perspectives
162
Tool 4
The Culture Wheel to
spark thinking about the
why the what and the
how of cultural
transformation
Tool 5
The Florence Prescription
is a manifesto for
building a culture of
ownership on a
foundation of values
168
More than 400 hospitals and healthcare
organizations and over 100000 books
With The Florence Prescription you canhellip
Get everyone on the
same culture page
for just $5 a book
170
Part 2
Boardrsquos Role for
the Hospitalrsquos
Invisible
Architecturetrade
Micromanageme
nt
Abdication
172
What courageous followers (and
trustees) do
Challenge
Support
173
ldquoBoard members are
likely to wear rose tinted
glassesrdquoReport of the Center for Health Policy
and Research University of Iowa
174
21 questions the
board should ask
of the executive
team
175
8 questions the
board should ask
about the
hospitalrsquos core
values
176
Question 1
Why did we choose
these values and do
people buy into them
Do they even know
them
177
Question 2
Does our statement of
values have heart ndash is it
authentic ndash or is it
generic boilerplate
178
Question 3
How does our
statement of values
differentiate our
hospital in a
competitive
environment
179
Question 4
Are the values we have
chosen operationally
relevant Are the
societally relevant
180
Question 5
How often should we
revisit our values Is
now a good time for a
thorough review
181
Question 6
Do we have the
courage to enforce our
values with employees
medical staff board
and others
182
Question 7
Do execs use values to
instill the mental and
emotional toughness to
thrive in the
competitive healthcare
environment
183
Question 8
Should we do training
on values-based life
and leadership skills
(eg by joining the
Values Collaborative)
184
Date February 5 2013
Asheville NC
$149 per person
319-624-3889
185
7 questions the
board should ask
about the
hospitalrsquos culture
186
Question 1
Do we have a culture
plan that complements
our strategic plan
187
Question 3
Does our culture
tolerate behaviors not
consistent with our
values (eg gossip is
inconsistent with
integrity)
188
Question 4
Does our culture
tolerate management
by fear and
intimidation (despite
Demingrsquos warning)
189
Question 5
How do we collect and
share the stories that
help to transmit our
culture
190
Question 6
How do we invoke
rituals traditions
celebration and
executive visibility to
foster culture
191
Question 7
How do we screen out
cultural misfits and
inculcate new people
192
6 questions the
board should ask
about the
hospitalrsquos
workplace
attitudes
193
Question 1
How do we assess
employee engagement
how do we stack up
and how do we boost
it
194
Question 2
Is our culture
dominated by
emotional positivity or
is toxic emotional
negativity evident
195
This question can only
objectively be
answered by the Man
from Marshellip
196
Question 3
Have we established
our zero-tolerance
behaviors and do we
have the courage to
enforce those
standards
197
Question 4
How do we deal with
people in the Rutledge
Quadrant (good skills
bad attitude)
198
Question 5
How are our attitude
and behavior
expectations conveyed
to new employees (and
docs)
199
Question 6
Are we buying our own
press clippings
- Slide 1
- Slide 2
- Slide 3
- Slide 4
- Slide 5
- Slide 6
- Slide 7
- Slide 8
- Slide 9
- Slide 10
- Slide 11
- Slide 12
- Slide 13
- Slide 14
- Slide 15
- Slide 16
- Slide 17
- Slide 18
- Slide 19
- Slide 20
- Slide 21
- Slide 22
- Slide 23
- Slide 24
- Slide 25
- Slide 26
- Slide 27
- Slide 28
- Slide 29
- Slide 30
- Slide 31
- Slide 32
- Slide 33
- Slide 34
- Slide 35
- Slide 36
- Slide 37
- Slide 38
- Slide 39
- Slide 40
- Slide 41
- Slide 42
- Slide 43
- Slide 44
- Slide 45
- Slide 46
- Slide 47
- Slide 48
- Slide 49
- Slide 50
- Slide 51
- Slide 52
- Slide 53
- Slide 54
- Slide 55
- Slide 56
- Slide 57
- Slide 58
- Slide 59
- Slide 60
- Slide 61
- Slide 62
- Slide 63
- Slide 64
- Slide 65
- Slide 66
- Slide 67
- Slide 68
- Slide 69
- Slide 70
- Slide 71
- Slide 72
- Slide 73
- Slide 74
- Slide 75
- Slide 76
- Slide 77
- Slide 78
- Slide 79
- Slide 80
- Slide 81
- Slide 82
- Slide 83
- Slide 84
- Slide 85
- Slide 86
- Slide 87
- Slide 88
- Slide 89
- Slide 90
- Slide 91
- Slide 92
- Slide 93
- Slide 94
- Slide 95
- Slide 96
- Slide 97
- Slide 98
- Slide 99
- Slide 100
- Slide 101
- Slide 102
- Slide 103
- Slide 104
- Slide 105
- Slide 106
- Slide 107
- Slide 108
- Slide 109
- Slide 110
- Slide 111
- Slide 112
- Slide 113
- Slide 114
- Slide 115
- Slide 116
- Slide 117
- Slide 118
- Slide 119
- Slide 120
- Slide 121
- Slide 122
- Slide 123
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- Slide 125
- Slide 126
- Slide 127
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- Slide 129
- Slide 130
- Slide 131
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- Slide 134
- Slide 135
- Slide 136
- Slide 137
- Slide 138
- Slide 139
- Slide 140
- Slide 141
- Slide 142
- Slide 143
- Slide 144
- Slide 145
- Slide 146
- Slide 147
- Slide 148
- Slide 149
- Slide 150
- Tool 1 The Values Behaviors Outcomes Continuum
- Slide 152
- Slide 153
- Slide 154
- Slide 155
- Slide 156
- Slide 157
- Slide 158
- Slide 159
- Slide 160
- Slide 161
- Slide 162
- Slide 163
- Slide 164
- Slide 165
- Slide 166
- Slide 167
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- Slide 186
- Slide 187
- Slide 188
- Slide 189
- Slide 190
- Slide 191
- Slide 192
- Slide 193
- Slide 194
- Slide 195
- Slide 196
- Slide 197
- Slide 198
- Slide 199
-
![Page 121: Joe Tye Presentation for Georgia Hospital Association Trustee Conference, February 11, 2013](https://reader031.fdocuments.net/reader031/viewer/2022012918/544f4973af79593b028b7d1a/html5/thumbnails/121.jpg)
160
Process driven crisis
management creating
dysfunction
How can managers
working in the same
company have such
differing perspectives
162
Tool 4
The Culture Wheel to
spark thinking about the
why the what and the
how of cultural
transformation
Tool 5
The Florence Prescription
is a manifesto for
building a culture of
ownership on a
foundation of values
168
More than 400 hospitals and healthcare
organizations and over 100000 books
With The Florence Prescription you canhellip
Get everyone on the
same culture page
for just $5 a book
170
Part 2
Boardrsquos Role for
the Hospitalrsquos
Invisible
Architecturetrade
Micromanageme
nt
Abdication
172
What courageous followers (and
trustees) do
Challenge
Support
173
ldquoBoard members are
likely to wear rose tinted
glassesrdquoReport of the Center for Health Policy
and Research University of Iowa
174
21 questions the
board should ask
of the executive
team
175
8 questions the
board should ask
about the
hospitalrsquos core
values
176
Question 1
Why did we choose
these values and do
people buy into them
Do they even know
them
177
Question 2
Does our statement of
values have heart ndash is it
authentic ndash or is it
generic boilerplate
178
Question 3
How does our
statement of values
differentiate our
hospital in a
competitive
environment
179
Question 4
Are the values we have
chosen operationally
relevant Are the
societally relevant
180
Question 5
How often should we
revisit our values Is
now a good time for a
thorough review
181
Question 6
Do we have the
courage to enforce our
values with employees
medical staff board
and others
182
Question 7
Do execs use values to
instill the mental and
emotional toughness to
thrive in the
competitive healthcare
environment
183
Question 8
Should we do training
on values-based life
and leadership skills
(eg by joining the
Values Collaborative)
184
Date February 5 2013
Asheville NC
$149 per person
319-624-3889
185
7 questions the
board should ask
about the
hospitalrsquos culture
186
Question 1
Do we have a culture
plan that complements
our strategic plan
187
Question 3
Does our culture
tolerate behaviors not
consistent with our
values (eg gossip is
inconsistent with
integrity)
188
Question 4
Does our culture
tolerate management
by fear and
intimidation (despite
Demingrsquos warning)
189
Question 5
How do we collect and
share the stories that
help to transmit our
culture
190
Question 6
How do we invoke
rituals traditions
celebration and
executive visibility to
foster culture
191
Question 7
How do we screen out
cultural misfits and
inculcate new people
192
6 questions the
board should ask
about the
hospitalrsquos
workplace
attitudes
193
Question 1
How do we assess
employee engagement
how do we stack up
and how do we boost
it
194
Question 2
Is our culture
dominated by
emotional positivity or
is toxic emotional
negativity evident
195
This question can only
objectively be
answered by the Man
from Marshellip
196
Question 3
Have we established
our zero-tolerance
behaviors and do we
have the courage to
enforce those
standards
197
Question 4
How do we deal with
people in the Rutledge
Quadrant (good skills
bad attitude)
198
Question 5
How are our attitude
and behavior
expectations conveyed
to new employees (and
docs)
199
Question 6
Are we buying our own
press clippings
- Slide 1
- Slide 2
- Slide 3
- Slide 4
- Slide 5
- Slide 6
- Slide 7
- Slide 8
- Slide 9
- Slide 10
- Slide 11
- Slide 12
- Slide 13
- Slide 14
- Slide 15
- Slide 16
- Slide 17
- Slide 18
- Slide 19
- Slide 20
- Slide 21
- Slide 22
- Slide 23
- Slide 24
- Slide 25
- Slide 26
- Slide 27
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- Slide 29
- Slide 30
- Slide 31
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- Slide 33
- Slide 34
- Slide 35
- Slide 36
- Slide 37
- Slide 38
- Slide 39
- Slide 40
- Slide 41
- Slide 42
- Slide 43
- Slide 44
- Slide 45
- Slide 46
- Slide 47
- Slide 48
- Slide 49
- Slide 50
- Slide 51
- Slide 52
- Slide 53
- Slide 54
- Slide 55
- Slide 56
- Slide 57
- Slide 58
- Slide 59
- Slide 60
- Slide 61
- Slide 62
- Slide 63
- Slide 64
- Slide 65
- Slide 66
- Slide 67
- Slide 68
- Slide 69
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- Slide 71
- Slide 72
- Slide 73
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- Slide 75
- Slide 76
- Slide 77
- Slide 78
- Slide 79
- Slide 80
- Slide 81
- Slide 82
- Slide 83
- Slide 84
- Slide 85
- Slide 86
- Slide 87
- Slide 88
- Slide 89
- Slide 90
- Slide 91
- Slide 92
- Slide 93
- Slide 94
- Slide 95
- Slide 96
- Slide 97
- Slide 98
- Slide 99
- Slide 100
- Slide 101
- Slide 102
- Slide 103
- Slide 104
- Slide 105
- Slide 106
- Slide 107
- Slide 108
- Slide 109
- Slide 110
- Slide 111
- Slide 112
- Slide 113
- Slide 114
- Slide 115
- Slide 116
- Slide 117
- Slide 118
- Slide 119
- Slide 120
- Slide 121
- Slide 122
- Slide 123
- Slide 124
- Slide 125
- Slide 126
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- Slide 128
- Slide 129
- Slide 130
- Slide 131
- Slide 132
- Slide 133
- Slide 134
- Slide 135
- Slide 136
- Slide 137
- Slide 138
- Slide 139
- Slide 140
- Slide 141
- Slide 142
- Slide 143
- Slide 144
- Slide 145
- Slide 146
- Slide 147
- Slide 148
- Slide 149
- Slide 150
- Tool 1 The Values Behaviors Outcomes Continuum
- Slide 152
- Slide 153
- Slide 154
- Slide 155
- Slide 156
- Slide 157
- Slide 158
- Slide 159
- Slide 160
- Slide 161
- Slide 162
- Slide 163
- Slide 164
- Slide 165
- Slide 166
- Slide 167
- Slide 168
- Slide 169
- Slide 170
- Slide 171
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- Slide 175
- Slide 176
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- Slide 179
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- Slide 185
- Slide 186
- Slide 187
- Slide 188
- Slide 189
- Slide 190
- Slide 191
- Slide 192
- Slide 193
- Slide 194
- Slide 195
- Slide 196
- Slide 197
- Slide 198
- Slide 199
-
![Page 122: Joe Tye Presentation for Georgia Hospital Association Trustee Conference, February 11, 2013](https://reader031.fdocuments.net/reader031/viewer/2022012918/544f4973af79593b028b7d1a/html5/thumbnails/122.jpg)
How can managers
working in the same
company have such
differing perspectives
162
Tool 4
The Culture Wheel to
spark thinking about the
why the what and the
how of cultural
transformation
Tool 5
The Florence Prescription
is a manifesto for
building a culture of
ownership on a
foundation of values
168
More than 400 hospitals and healthcare
organizations and over 100000 books
With The Florence Prescription you canhellip
Get everyone on the
same culture page
for just $5 a book
170
Part 2
Boardrsquos Role for
the Hospitalrsquos
Invisible
Architecturetrade
Micromanageme
nt
Abdication
172
What courageous followers (and
trustees) do
Challenge
Support
173
ldquoBoard members are
likely to wear rose tinted
glassesrdquoReport of the Center for Health Policy
and Research University of Iowa
174
21 questions the
board should ask
of the executive
team
175
8 questions the
board should ask
about the
hospitalrsquos core
values
176
Question 1
Why did we choose
these values and do
people buy into them
Do they even know
them
177
Question 2
Does our statement of
values have heart ndash is it
authentic ndash or is it
generic boilerplate
178
Question 3
How does our
statement of values
differentiate our
hospital in a
competitive
environment
179
Question 4
Are the values we have
chosen operationally
relevant Are the
societally relevant
180
Question 5
How often should we
revisit our values Is
now a good time for a
thorough review
181
Question 6
Do we have the
courage to enforce our
values with employees
medical staff board
and others
182
Question 7
Do execs use values to
instill the mental and
emotional toughness to
thrive in the
competitive healthcare
environment
183
Question 8
Should we do training
on values-based life
and leadership skills
(eg by joining the
Values Collaborative)
184
Date February 5 2013
Asheville NC
$149 per person
319-624-3889
185
7 questions the
board should ask
about the
hospitalrsquos culture
186
Question 1
Do we have a culture
plan that complements
our strategic plan
187
Question 3
Does our culture
tolerate behaviors not
consistent with our
values (eg gossip is
inconsistent with
integrity)
188
Question 4
Does our culture
tolerate management
by fear and
intimidation (despite
Demingrsquos warning)
189
Question 5
How do we collect and
share the stories that
help to transmit our
culture
190
Question 6
How do we invoke
rituals traditions
celebration and
executive visibility to
foster culture
191
Question 7
How do we screen out
cultural misfits and
inculcate new people
192
6 questions the
board should ask
about the
hospitalrsquos
workplace
attitudes
193
Question 1
How do we assess
employee engagement
how do we stack up
and how do we boost
it
194
Question 2
Is our culture
dominated by
emotional positivity or
is toxic emotional
negativity evident
195
This question can only
objectively be
answered by the Man
from Marshellip
196
Question 3
Have we established
our zero-tolerance
behaviors and do we
have the courage to
enforce those
standards
197
Question 4
How do we deal with
people in the Rutledge
Quadrant (good skills
bad attitude)
198
Question 5
How are our attitude
and behavior
expectations conveyed
to new employees (and
docs)
199
Question 6
Are we buying our own
press clippings
- Slide 1
- Slide 2
- Slide 3
- Slide 4
- Slide 5
- Slide 6
- Slide 7
- Slide 8
- Slide 9
- Slide 10
- Slide 11
- Slide 12
- Slide 13
- Slide 14
- Slide 15
- Slide 16
- Slide 17
- Slide 18
- Slide 19
- Slide 20
- Slide 21
- Slide 22
- Slide 23
- Slide 24
- Slide 25
- Slide 26
- Slide 27
- Slide 28
- Slide 29
- Slide 30
- Slide 31
- Slide 32
- Slide 33
- Slide 34
- Slide 35
- Slide 36
- Slide 37
- Slide 38
- Slide 39
- Slide 40
- Slide 41
- Slide 42
- Slide 43
- Slide 44
- Slide 45
- Slide 46
- Slide 47
- Slide 48
- Slide 49
- Slide 50
- Slide 51
- Slide 52
- Slide 53
- Slide 54
- Slide 55
- Slide 56
- Slide 57
- Slide 58
- Slide 59
- Slide 60
- Slide 61
- Slide 62
- Slide 63
- Slide 64
- Slide 65
- Slide 66
- Slide 67
- Slide 68
- Slide 69
- Slide 70
- Slide 71
- Slide 72
- Slide 73
- Slide 74
- Slide 75
- Slide 76
- Slide 77
- Slide 78
- Slide 79
- Slide 80
- Slide 81
- Slide 82
- Slide 83
- Slide 84
- Slide 85
- Slide 86
- Slide 87
- Slide 88
- Slide 89
- Slide 90
- Slide 91
- Slide 92
- Slide 93
- Slide 94
- Slide 95
- Slide 96
- Slide 97
- Slide 98
- Slide 99
- Slide 100
- Slide 101
- Slide 102
- Slide 103
- Slide 104
- Slide 105
- Slide 106
- Slide 107
- Slide 108
- Slide 109
- Slide 110
- Slide 111
- Slide 112
- Slide 113
- Slide 114
- Slide 115
- Slide 116
- Slide 117
- Slide 118
- Slide 119
- Slide 120
- Slide 121
- Slide 122
- Slide 123
- Slide 124
- Slide 125
- Slide 126
- Slide 127
- Slide 128
- Slide 129
- Slide 130
- Slide 131
- Slide 132
- Slide 133
- Slide 134
- Slide 135
- Slide 136
- Slide 137
- Slide 138
- Slide 139
- Slide 140
- Slide 141
- Slide 142
- Slide 143
- Slide 144
- Slide 145
- Slide 146
- Slide 147
- Slide 148
- Slide 149
- Slide 150
- Tool 1 The Values Behaviors Outcomes Continuum
- Slide 152
- Slide 153
- Slide 154
- Slide 155
- Slide 156
- Slide 157
- Slide 158
- Slide 159
- Slide 160
- Slide 161
- Slide 162
- Slide 163
- Slide 164
- Slide 165
- Slide 166
- Slide 167
- Slide 168
- Slide 169
- Slide 170
- Slide 171
- Slide 172
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- Slide 174
- Slide 175
- Slide 176
- Slide 177
- Slide 178
- Slide 179
- Slide 180
- Slide 181
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- Slide 184
- Slide 185
- Slide 186
- Slide 187
- Slide 188
- Slide 189
- Slide 190
- Slide 191
- Slide 192
- Slide 193
- Slide 194
- Slide 195
- Slide 196
- Slide 197
- Slide 198
- Slide 199
-
![Page 123: Joe Tye Presentation for Georgia Hospital Association Trustee Conference, February 11, 2013](https://reader031.fdocuments.net/reader031/viewer/2022012918/544f4973af79593b028b7d1a/html5/thumbnails/123.jpg)
162
Tool 4
The Culture Wheel to
spark thinking about the
why the what and the
how of cultural
transformation
Tool 5
The Florence Prescription
is a manifesto for
building a culture of
ownership on a
foundation of values
168
More than 400 hospitals and healthcare
organizations and over 100000 books
With The Florence Prescription you canhellip
Get everyone on the
same culture page
for just $5 a book
170
Part 2
Boardrsquos Role for
the Hospitalrsquos
Invisible
Architecturetrade
Micromanageme
nt
Abdication
172
What courageous followers (and
trustees) do
Challenge
Support
173
ldquoBoard members are
likely to wear rose tinted
glassesrdquoReport of the Center for Health Policy
and Research University of Iowa
174
21 questions the
board should ask
of the executive
team
175
8 questions the
board should ask
about the
hospitalrsquos core
values
176
Question 1
Why did we choose
these values and do
people buy into them
Do they even know
them
177
Question 2
Does our statement of
values have heart ndash is it
authentic ndash or is it
generic boilerplate
178
Question 3
How does our
statement of values
differentiate our
hospital in a
competitive
environment
179
Question 4
Are the values we have
chosen operationally
relevant Are the
societally relevant
180
Question 5
How often should we
revisit our values Is
now a good time for a
thorough review
181
Question 6
Do we have the
courage to enforce our
values with employees
medical staff board
and others
182
Question 7
Do execs use values to
instill the mental and
emotional toughness to
thrive in the
competitive healthcare
environment
183
Question 8
Should we do training
on values-based life
and leadership skills
(eg by joining the
Values Collaborative)
184
Date February 5 2013
Asheville NC
$149 per person
319-624-3889
185
7 questions the
board should ask
about the
hospitalrsquos culture
186
Question 1
Do we have a culture
plan that complements
our strategic plan
187
Question 3
Does our culture
tolerate behaviors not
consistent with our
values (eg gossip is
inconsistent with
integrity)
188
Question 4
Does our culture
tolerate management
by fear and
intimidation (despite
Demingrsquos warning)
189
Question 5
How do we collect and
share the stories that
help to transmit our
culture
190
Question 6
How do we invoke
rituals traditions
celebration and
executive visibility to
foster culture
191
Question 7
How do we screen out
cultural misfits and
inculcate new people
192
6 questions the
board should ask
about the
hospitalrsquos
workplace
attitudes
193
Question 1
How do we assess
employee engagement
how do we stack up
and how do we boost
it
194
Question 2
Is our culture
dominated by
emotional positivity or
is toxic emotional
negativity evident
195
This question can only
objectively be
answered by the Man
from Marshellip
196
Question 3
Have we established
our zero-tolerance
behaviors and do we
have the courage to
enforce those
standards
197
Question 4
How do we deal with
people in the Rutledge
Quadrant (good skills
bad attitude)
198
Question 5
How are our attitude
and behavior
expectations conveyed
to new employees (and
docs)
199
Question 6
Are we buying our own
press clippings
- Slide 1
- Slide 2
- Slide 3
- Slide 4
- Slide 5
- Slide 6
- Slide 7
- Slide 8
- Slide 9
- Slide 10
- Slide 11
- Slide 12
- Slide 13
- Slide 14
- Slide 15
- Slide 16
- Slide 17
- Slide 18
- Slide 19
- Slide 20
- Slide 21
- Slide 22
- Slide 23
- Slide 24
- Slide 25
- Slide 26
- Slide 27
- Slide 28
- Slide 29
- Slide 30
- Slide 31
- Slide 32
- Slide 33
- Slide 34
- Slide 35
- Slide 36
- Slide 37
- Slide 38
- Slide 39
- Slide 40
- Slide 41
- Slide 42
- Slide 43
- Slide 44
- Slide 45
- Slide 46
- Slide 47
- Slide 48
- Slide 49
- Slide 50
- Slide 51
- Slide 52
- Slide 53
- Slide 54
- Slide 55
- Slide 56
- Slide 57
- Slide 58
- Slide 59
- Slide 60
- Slide 61
- Slide 62
- Slide 63
- Slide 64
- Slide 65
- Slide 66
- Slide 67
- Slide 68
- Slide 69
- Slide 70
- Slide 71
- Slide 72
- Slide 73
- Slide 74
- Slide 75
- Slide 76
- Slide 77
- Slide 78
- Slide 79
- Slide 80
- Slide 81
- Slide 82
- Slide 83
- Slide 84
- Slide 85
- Slide 86
- Slide 87
- Slide 88
- Slide 89
- Slide 90
- Slide 91
- Slide 92
- Slide 93
- Slide 94
- Slide 95
- Slide 96
- Slide 97
- Slide 98
- Slide 99
- Slide 100
- Slide 101
- Slide 102
- Slide 103
- Slide 104
- Slide 105
- Slide 106
- Slide 107
- Slide 108
- Slide 109
- Slide 110
- Slide 111
- Slide 112
- Slide 113
- Slide 114
- Slide 115
- Slide 116
- Slide 117
- Slide 118
- Slide 119
- Slide 120
- Slide 121
- Slide 122
- Slide 123
- Slide 124
- Slide 125
- Slide 126
- Slide 127
- Slide 128
- Slide 129
- Slide 130
- Slide 131
- Slide 132
- Slide 133
- Slide 134
- Slide 135
- Slide 136
- Slide 137
- Slide 138
- Slide 139
- Slide 140
- Slide 141
- Slide 142
- Slide 143
- Slide 144
- Slide 145
- Slide 146
- Slide 147
- Slide 148
- Slide 149
- Slide 150
- Tool 1 The Values Behaviors Outcomes Continuum
- Slide 152
- Slide 153
- Slide 154
- Slide 155
- Slide 156
- Slide 157
- Slide 158
- Slide 159
- Slide 160
- Slide 161
- Slide 162
- Slide 163
- Slide 164
- Slide 165
- Slide 166
- Slide 167
- Slide 168
- Slide 169
- Slide 170
- Slide 171
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- Slide 173
- Slide 174
- Slide 175
- Slide 176
- Slide 177
- Slide 178
- Slide 179
- Slide 180
- Slide 181
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- Slide 185
- Slide 186
- Slide 187
- Slide 188
- Slide 189
- Slide 190
- Slide 191
- Slide 192
- Slide 193
- Slide 194
- Slide 195
- Slide 196
- Slide 197
- Slide 198
- Slide 199
-
![Page 124: Joe Tye Presentation for Georgia Hospital Association Trustee Conference, February 11, 2013](https://reader031.fdocuments.net/reader031/viewer/2022012918/544f4973af79593b028b7d1a/html5/thumbnails/124.jpg)
Tool 5
The Florence Prescription
is a manifesto for
building a culture of
ownership on a
foundation of values
168
More than 400 hospitals and healthcare
organizations and over 100000 books
With The Florence Prescription you canhellip
Get everyone on the
same culture page
for just $5 a book
170
Part 2
Boardrsquos Role for
the Hospitalrsquos
Invisible
Architecturetrade
Micromanageme
nt
Abdication
172
What courageous followers (and
trustees) do
Challenge
Support
173
ldquoBoard members are
likely to wear rose tinted
glassesrdquoReport of the Center for Health Policy
and Research University of Iowa
174
21 questions the
board should ask
of the executive
team
175
8 questions the
board should ask
about the
hospitalrsquos core
values
176
Question 1
Why did we choose
these values and do
people buy into them
Do they even know
them
177
Question 2
Does our statement of
values have heart ndash is it
authentic ndash or is it
generic boilerplate
178
Question 3
How does our
statement of values
differentiate our
hospital in a
competitive
environment
179
Question 4
Are the values we have
chosen operationally
relevant Are the
societally relevant
180
Question 5
How often should we
revisit our values Is
now a good time for a
thorough review
181
Question 6
Do we have the
courage to enforce our
values with employees
medical staff board
and others
182
Question 7
Do execs use values to
instill the mental and
emotional toughness to
thrive in the
competitive healthcare
environment
183
Question 8
Should we do training
on values-based life
and leadership skills
(eg by joining the
Values Collaborative)
184
Date February 5 2013
Asheville NC
$149 per person
319-624-3889
185
7 questions the
board should ask
about the
hospitalrsquos culture
186
Question 1
Do we have a culture
plan that complements
our strategic plan
187
Question 3
Does our culture
tolerate behaviors not
consistent with our
values (eg gossip is
inconsistent with
integrity)
188
Question 4
Does our culture
tolerate management
by fear and
intimidation (despite
Demingrsquos warning)
189
Question 5
How do we collect and
share the stories that
help to transmit our
culture
190
Question 6
How do we invoke
rituals traditions
celebration and
executive visibility to
foster culture
191
Question 7
How do we screen out
cultural misfits and
inculcate new people
192
6 questions the
board should ask
about the
hospitalrsquos
workplace
attitudes
193
Question 1
How do we assess
employee engagement
how do we stack up
and how do we boost
it
194
Question 2
Is our culture
dominated by
emotional positivity or
is toxic emotional
negativity evident
195
This question can only
objectively be
answered by the Man
from Marshellip
196
Question 3
Have we established
our zero-tolerance
behaviors and do we
have the courage to
enforce those
standards
197
Question 4
How do we deal with
people in the Rutledge
Quadrant (good skills
bad attitude)
198
Question 5
How are our attitude
and behavior
expectations conveyed
to new employees (and
docs)
199
Question 6
Are we buying our own
press clippings
- Slide 1
- Slide 2
- Slide 3
- Slide 4
- Slide 5
- Slide 6
- Slide 7
- Slide 8
- Slide 9
- Slide 10
- Slide 11
- Slide 12
- Slide 13
- Slide 14
- Slide 15
- Slide 16
- Slide 17
- Slide 18
- Slide 19
- Slide 20
- Slide 21
- Slide 22
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- Slide 54
- Slide 55
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- Slide 81
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- Slide 97
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- Slide 100
- Slide 101
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- Slide 140
- Slide 141
- Slide 142
- Slide 143
- Slide 144
- Slide 145
- Slide 146
- Slide 147
- Slide 148
- Slide 149
- Slide 150
- Tool 1 The Values Behaviors Outcomes Continuum
- Slide 152
- Slide 153
- Slide 154
- Slide 155
- Slide 156
- Slide 157
- Slide 158
- Slide 159
- Slide 160
- Slide 161
- Slide 162
- Slide 163
- Slide 164
- Slide 165
- Slide 166
- Slide 167
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- Slide 185
- Slide 186
- Slide 187
- Slide 188
- Slide 189
- Slide 190
- Slide 191
- Slide 192
- Slide 193
- Slide 194
- Slide 195
- Slide 196
- Slide 197
- Slide 198
- Slide 199
-
![Page 125: Joe Tye Presentation for Georgia Hospital Association Trustee Conference, February 11, 2013](https://reader031.fdocuments.net/reader031/viewer/2022012918/544f4973af79593b028b7d1a/html5/thumbnails/125.jpg)
168
More than 400 hospitals and healthcare
organizations and over 100000 books
With The Florence Prescription you canhellip
Get everyone on the
same culture page
for just $5 a book
170
Part 2
Boardrsquos Role for
the Hospitalrsquos
Invisible
Architecturetrade
Micromanageme
nt
Abdication
172
What courageous followers (and
trustees) do
Challenge
Support
173
ldquoBoard members are
likely to wear rose tinted
glassesrdquoReport of the Center for Health Policy
and Research University of Iowa
174
21 questions the
board should ask
of the executive
team
175
8 questions the
board should ask
about the
hospitalrsquos core
values
176
Question 1
Why did we choose
these values and do
people buy into them
Do they even know
them
177
Question 2
Does our statement of
values have heart ndash is it
authentic ndash or is it
generic boilerplate
178
Question 3
How does our
statement of values
differentiate our
hospital in a
competitive
environment
179
Question 4
Are the values we have
chosen operationally
relevant Are the
societally relevant
180
Question 5
How often should we
revisit our values Is
now a good time for a
thorough review
181
Question 6
Do we have the
courage to enforce our
values with employees
medical staff board
and others
182
Question 7
Do execs use values to
instill the mental and
emotional toughness to
thrive in the
competitive healthcare
environment
183
Question 8
Should we do training
on values-based life
and leadership skills
(eg by joining the
Values Collaborative)
184
Date February 5 2013
Asheville NC
$149 per person
319-624-3889
185
7 questions the
board should ask
about the
hospitalrsquos culture
186
Question 1
Do we have a culture
plan that complements
our strategic plan
187
Question 3
Does our culture
tolerate behaviors not
consistent with our
values (eg gossip is
inconsistent with
integrity)
188
Question 4
Does our culture
tolerate management
by fear and
intimidation (despite
Demingrsquos warning)
189
Question 5
How do we collect and
share the stories that
help to transmit our
culture
190
Question 6
How do we invoke
rituals traditions
celebration and
executive visibility to
foster culture
191
Question 7
How do we screen out
cultural misfits and
inculcate new people
192
6 questions the
board should ask
about the
hospitalrsquos
workplace
attitudes
193
Question 1
How do we assess
employee engagement
how do we stack up
and how do we boost
it
194
Question 2
Is our culture
dominated by
emotional positivity or
is toxic emotional
negativity evident
195
This question can only
objectively be
answered by the Man
from Marshellip
196
Question 3
Have we established
our zero-tolerance
behaviors and do we
have the courage to
enforce those
standards
197
Question 4
How do we deal with
people in the Rutledge
Quadrant (good skills
bad attitude)
198
Question 5
How are our attitude
and behavior
expectations conveyed
to new employees (and
docs)
199
Question 6
Are we buying our own
press clippings
- Slide 1
- Slide 2
- Slide 3
- Slide 4
- Slide 5
- Slide 6
- Slide 7
- Slide 8
- Slide 9
- Slide 10
- Slide 11
- Slide 12
- Slide 13
- Slide 14
- Slide 15
- Slide 16
- Slide 17
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- Slide 97
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- Slide 135
- Slide 136
- Slide 137
- Slide 138
- Slide 139
- Slide 140
- Slide 141
- Slide 142
- Slide 143
- Slide 144
- Slide 145
- Slide 146
- Slide 147
- Slide 148
- Slide 149
- Slide 150
- Tool 1 The Values Behaviors Outcomes Continuum
- Slide 152
- Slide 153
- Slide 154
- Slide 155
- Slide 156
- Slide 157
- Slide 158
- Slide 159
- Slide 160
- Slide 161
- Slide 162
- Slide 163
- Slide 164
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- Slide 189
- Slide 190
- Slide 191
- Slide 192
- Slide 193
- Slide 194
- Slide 195
- Slide 196
- Slide 197
- Slide 198
- Slide 199
-
![Page 126: Joe Tye Presentation for Georgia Hospital Association Trustee Conference, February 11, 2013](https://reader031.fdocuments.net/reader031/viewer/2022012918/544f4973af79593b028b7d1a/html5/thumbnails/126.jpg)
With The Florence Prescription you canhellip
Get everyone on the
same culture page
for just $5 a book
170
Part 2
Boardrsquos Role for
the Hospitalrsquos
Invisible
Architecturetrade
Micromanageme
nt
Abdication
172
What courageous followers (and
trustees) do
Challenge
Support
173
ldquoBoard members are
likely to wear rose tinted
glassesrdquoReport of the Center for Health Policy
and Research University of Iowa
174
21 questions the
board should ask
of the executive
team
175
8 questions the
board should ask
about the
hospitalrsquos core
values
176
Question 1
Why did we choose
these values and do
people buy into them
Do they even know
them
177
Question 2
Does our statement of
values have heart ndash is it
authentic ndash or is it
generic boilerplate
178
Question 3
How does our
statement of values
differentiate our
hospital in a
competitive
environment
179
Question 4
Are the values we have
chosen operationally
relevant Are the
societally relevant
180
Question 5
How often should we
revisit our values Is
now a good time for a
thorough review
181
Question 6
Do we have the
courage to enforce our
values with employees
medical staff board
and others
182
Question 7
Do execs use values to
instill the mental and
emotional toughness to
thrive in the
competitive healthcare
environment
183
Question 8
Should we do training
on values-based life
and leadership skills
(eg by joining the
Values Collaborative)
184
Date February 5 2013
Asheville NC
$149 per person
319-624-3889
185
7 questions the
board should ask
about the
hospitalrsquos culture
186
Question 1
Do we have a culture
plan that complements
our strategic plan
187
Question 3
Does our culture
tolerate behaviors not
consistent with our
values (eg gossip is
inconsistent with
integrity)
188
Question 4
Does our culture
tolerate management
by fear and
intimidation (despite
Demingrsquos warning)
189
Question 5
How do we collect and
share the stories that
help to transmit our
culture
190
Question 6
How do we invoke
rituals traditions
celebration and
executive visibility to
foster culture
191
Question 7
How do we screen out
cultural misfits and
inculcate new people
192
6 questions the
board should ask
about the
hospitalrsquos
workplace
attitudes
193
Question 1
How do we assess
employee engagement
how do we stack up
and how do we boost
it
194
Question 2
Is our culture
dominated by
emotional positivity or
is toxic emotional
negativity evident
195
This question can only
objectively be
answered by the Man
from Marshellip
196
Question 3
Have we established
our zero-tolerance
behaviors and do we
have the courage to
enforce those
standards
197
Question 4
How do we deal with
people in the Rutledge
Quadrant (good skills
bad attitude)
198
Question 5
How are our attitude
and behavior
expectations conveyed
to new employees (and
docs)
199
Question 6
Are we buying our own
press clippings
- Slide 1
- Slide 2
- Slide 3
- Slide 4
- Slide 5
- Slide 6
- Slide 7
- Slide 8
- Slide 9
- Slide 10
- Slide 11
- Slide 12
- Slide 13
- Slide 14
- Slide 15
- Slide 16
- Slide 17
- Slide 18
- Slide 19
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- Slide 97
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- Slide 111
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- Slide 117
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- Slide 120
- Slide 121
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- Slide 137
- Slide 138
- Slide 139
- Slide 140
- Slide 141
- Slide 142
- Slide 143
- Slide 144
- Slide 145
- Slide 146
- Slide 147
- Slide 148
- Slide 149
- Slide 150
- Tool 1 The Values Behaviors Outcomes Continuum
- Slide 152
- Slide 153
- Slide 154
- Slide 155
- Slide 156
- Slide 157
- Slide 158
- Slide 159
- Slide 160
- Slide 161
- Slide 162
- Slide 163
- Slide 164
- Slide 165
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- Slide 186
- Slide 187
- Slide 188
- Slide 189
- Slide 190
- Slide 191
- Slide 192
- Slide 193
- Slide 194
- Slide 195
- Slide 196
- Slide 197
- Slide 198
- Slide 199
-
![Page 127: Joe Tye Presentation for Georgia Hospital Association Trustee Conference, February 11, 2013](https://reader031.fdocuments.net/reader031/viewer/2022012918/544f4973af79593b028b7d1a/html5/thumbnails/127.jpg)
170
Part 2
Boardrsquos Role for
the Hospitalrsquos
Invisible
Architecturetrade
Micromanageme
nt
Abdication
172
What courageous followers (and
trustees) do
Challenge
Support
173
ldquoBoard members are
likely to wear rose tinted
glassesrdquoReport of the Center for Health Policy
and Research University of Iowa
174
21 questions the
board should ask
of the executive
team
175
8 questions the
board should ask
about the
hospitalrsquos core
values
176
Question 1
Why did we choose
these values and do
people buy into them
Do they even know
them
177
Question 2
Does our statement of
values have heart ndash is it
authentic ndash or is it
generic boilerplate
178
Question 3
How does our
statement of values
differentiate our
hospital in a
competitive
environment
179
Question 4
Are the values we have
chosen operationally
relevant Are the
societally relevant
180
Question 5
How often should we
revisit our values Is
now a good time for a
thorough review
181
Question 6
Do we have the
courage to enforce our
values with employees
medical staff board
and others
182
Question 7
Do execs use values to
instill the mental and
emotional toughness to
thrive in the
competitive healthcare
environment
183
Question 8
Should we do training
on values-based life
and leadership skills
(eg by joining the
Values Collaborative)
184
Date February 5 2013
Asheville NC
$149 per person
319-624-3889
185
7 questions the
board should ask
about the
hospitalrsquos culture
186
Question 1
Do we have a culture
plan that complements
our strategic plan
187
Question 3
Does our culture
tolerate behaviors not
consistent with our
values (eg gossip is
inconsistent with
integrity)
188
Question 4
Does our culture
tolerate management
by fear and
intimidation (despite
Demingrsquos warning)
189
Question 5
How do we collect and
share the stories that
help to transmit our
culture
190
Question 6
How do we invoke
rituals traditions
celebration and
executive visibility to
foster culture
191
Question 7
How do we screen out
cultural misfits and
inculcate new people
192
6 questions the
board should ask
about the
hospitalrsquos
workplace
attitudes
193
Question 1
How do we assess
employee engagement
how do we stack up
and how do we boost
it
194
Question 2
Is our culture
dominated by
emotional positivity or
is toxic emotional
negativity evident
195
This question can only
objectively be
answered by the Man
from Marshellip
196
Question 3
Have we established
our zero-tolerance
behaviors and do we
have the courage to
enforce those
standards
197
Question 4
How do we deal with
people in the Rutledge
Quadrant (good skills
bad attitude)
198
Question 5
How are our attitude
and behavior
expectations conveyed
to new employees (and
docs)
199
Question 6
Are we buying our own
press clippings
- Slide 1
- Slide 2
- Slide 3
- Slide 4
- Slide 5
- Slide 6
- Slide 7
- Slide 8
- Slide 9
- Slide 10
- Slide 11
- Slide 12
- Slide 13
- Slide 14
- Slide 15
- Slide 16
- Slide 17
- Slide 18
- Slide 19
- Slide 20
- Slide 21
- Slide 22
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- Slide 35
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- Slide 41
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- Slide 90
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- Slide 92
- Slide 93
- Slide 94
- Slide 95
- Slide 96
- Slide 97
- Slide 98
- Slide 99
- Slide 100
- Slide 101
- Slide 102
- Slide 103
- Slide 104
- Slide 105
- Slide 106
- Slide 107
- Slide 108
- Slide 109
- Slide 110
- Slide 111
- Slide 112
- Slide 113
- Slide 114
- Slide 115
- Slide 116
- Slide 117
- Slide 118
- Slide 119
- Slide 120
- Slide 121
- Slide 122
- Slide 123
- Slide 124
- Slide 125
- Slide 126
- Slide 127
- Slide 128
- Slide 129
- Slide 130
- Slide 131
- Slide 132
- Slide 133
- Slide 134
- Slide 135
- Slide 136
- Slide 137
- Slide 138
- Slide 139
- Slide 140
- Slide 141
- Slide 142
- Slide 143
- Slide 144
- Slide 145
- Slide 146
- Slide 147
- Slide 148
- Slide 149
- Slide 150
- Tool 1 The Values Behaviors Outcomes Continuum
- Slide 152
- Slide 153
- Slide 154
- Slide 155
- Slide 156
- Slide 157
- Slide 158
- Slide 159
- Slide 160
- Slide 161
- Slide 162
- Slide 163
- Slide 164
- Slide 165
- Slide 166
- Slide 167
- Slide 168
- Slide 169
- Slide 170
- Slide 171
- Slide 172
- Slide 173
- Slide 174
- Slide 175
- Slide 176
- Slide 177
- Slide 178
- Slide 179
- Slide 180
- Slide 181
- Slide 182
- Slide 183
- Slide 184
- Slide 185
- Slide 186
- Slide 187
- Slide 188
- Slide 189
- Slide 190
- Slide 191
- Slide 192
- Slide 193
- Slide 194
- Slide 195
- Slide 196
- Slide 197
- Slide 198
- Slide 199
-
![Page 128: Joe Tye Presentation for Georgia Hospital Association Trustee Conference, February 11, 2013](https://reader031.fdocuments.net/reader031/viewer/2022012918/544f4973af79593b028b7d1a/html5/thumbnails/128.jpg)
Micromanageme
nt
Abdication
172
What courageous followers (and
trustees) do
Challenge
Support
173
ldquoBoard members are
likely to wear rose tinted
glassesrdquoReport of the Center for Health Policy
and Research University of Iowa
174
21 questions the
board should ask
of the executive
team
175
8 questions the
board should ask
about the
hospitalrsquos core
values
176
Question 1
Why did we choose
these values and do
people buy into them
Do they even know
them
177
Question 2
Does our statement of
values have heart ndash is it
authentic ndash or is it
generic boilerplate
178
Question 3
How does our
statement of values
differentiate our
hospital in a
competitive
environment
179
Question 4
Are the values we have
chosen operationally
relevant Are the
societally relevant
180
Question 5
How often should we
revisit our values Is
now a good time for a
thorough review
181
Question 6
Do we have the
courage to enforce our
values with employees
medical staff board
and others
182
Question 7
Do execs use values to
instill the mental and
emotional toughness to
thrive in the
competitive healthcare
environment
183
Question 8
Should we do training
on values-based life
and leadership skills
(eg by joining the
Values Collaborative)
184
Date February 5 2013
Asheville NC
$149 per person
319-624-3889
185
7 questions the
board should ask
about the
hospitalrsquos culture
186
Question 1
Do we have a culture
plan that complements
our strategic plan
187
Question 3
Does our culture
tolerate behaviors not
consistent with our
values (eg gossip is
inconsistent with
integrity)
188
Question 4
Does our culture
tolerate management
by fear and
intimidation (despite
Demingrsquos warning)
189
Question 5
How do we collect and
share the stories that
help to transmit our
culture
190
Question 6
How do we invoke
rituals traditions
celebration and
executive visibility to
foster culture
191
Question 7
How do we screen out
cultural misfits and
inculcate new people
192
6 questions the
board should ask
about the
hospitalrsquos
workplace
attitudes
193
Question 1
How do we assess
employee engagement
how do we stack up
and how do we boost
it
194
Question 2
Is our culture
dominated by
emotional positivity or
is toxic emotional
negativity evident
195
This question can only
objectively be
answered by the Man
from Marshellip
196
Question 3
Have we established
our zero-tolerance
behaviors and do we
have the courage to
enforce those
standards
197
Question 4
How do we deal with
people in the Rutledge
Quadrant (good skills
bad attitude)
198
Question 5
How are our attitude
and behavior
expectations conveyed
to new employees (and
docs)
199
Question 6
Are we buying our own
press clippings
- Slide 1
- Slide 2
- Slide 3
- Slide 4
- Slide 5
- Slide 6
- Slide 7
- Slide 8
- Slide 9
- Slide 10
- Slide 11
- Slide 12
- Slide 13
- Slide 14
- Slide 15
- Slide 16
- Slide 17
- Slide 18
- Slide 19
- Slide 20
- Slide 21
- Slide 22
- Slide 23
- Slide 24
- Slide 25
- Slide 26
- Slide 27
- Slide 28
- Slide 29
- Slide 30
- Slide 31
- Slide 32
- Slide 33
- Slide 34
- Slide 35
- Slide 36
- Slide 37
- Slide 38
- Slide 39
- Slide 40
- Slide 41
- Slide 42
- Slide 43
- Slide 44
- Slide 45
- Slide 46
- Slide 47
- Slide 48
- Slide 49
- Slide 50
- Slide 51
- Slide 52
- Slide 53
- Slide 54
- Slide 55
- Slide 56
- Slide 57
- Slide 58
- Slide 59
- Slide 60
- Slide 61
- Slide 62
- Slide 63
- Slide 64
- Slide 65
- Slide 66
- Slide 67
- Slide 68
- Slide 69
- Slide 70
- Slide 71
- Slide 72
- Slide 73
- Slide 74
- Slide 75
- Slide 76
- Slide 77
- Slide 78
- Slide 79
- Slide 80
- Slide 81
- Slide 82
- Slide 83
- Slide 84
- Slide 85
- Slide 86
- Slide 87
- Slide 88
- Slide 89
- Slide 90
- Slide 91
- Slide 92
- Slide 93
- Slide 94
- Slide 95
- Slide 96
- Slide 97
- Slide 98
- Slide 99
- Slide 100
- Slide 101
- Slide 102
- Slide 103
- Slide 104
- Slide 105
- Slide 106
- Slide 107
- Slide 108
- Slide 109
- Slide 110
- Slide 111
- Slide 112
- Slide 113
- Slide 114
- Slide 115
- Slide 116
- Slide 117
- Slide 118
- Slide 119
- Slide 120
- Slide 121
- Slide 122
- Slide 123
- Slide 124
- Slide 125
- Slide 126
- Slide 127
- Slide 128
- Slide 129
- Slide 130
- Slide 131
- Slide 132
- Slide 133
- Slide 134
- Slide 135
- Slide 136
- Slide 137
- Slide 138
- Slide 139
- Slide 140
- Slide 141
- Slide 142
- Slide 143
- Slide 144
- Slide 145
- Slide 146
- Slide 147
- Slide 148
- Slide 149
- Slide 150
- Tool 1 The Values Behaviors Outcomes Continuum
- Slide 152
- Slide 153
- Slide 154
- Slide 155
- Slide 156
- Slide 157
- Slide 158
- Slide 159
- Slide 160
- Slide 161
- Slide 162
- Slide 163
- Slide 164
- Slide 165
- Slide 166
- Slide 167
- Slide 168
- Slide 169
- Slide 170
- Slide 171
- Slide 172
- Slide 173
- Slide 174
- Slide 175
- Slide 176
- Slide 177
- Slide 178
- Slide 179
- Slide 180
- Slide 181
- Slide 182
- Slide 183
- Slide 184
- Slide 185
- Slide 186
- Slide 187
- Slide 188
- Slide 189
- Slide 190
- Slide 191
- Slide 192
- Slide 193
- Slide 194
- Slide 195
- Slide 196
- Slide 197
- Slide 198
- Slide 199
-
![Page 129: Joe Tye Presentation for Georgia Hospital Association Trustee Conference, February 11, 2013](https://reader031.fdocuments.net/reader031/viewer/2022012918/544f4973af79593b028b7d1a/html5/thumbnails/129.jpg)
172
What courageous followers (and
trustees) do
Challenge
Support
173
ldquoBoard members are
likely to wear rose tinted
glassesrdquoReport of the Center for Health Policy
and Research University of Iowa
174
21 questions the
board should ask
of the executive
team
175
8 questions the
board should ask
about the
hospitalrsquos core
values
176
Question 1
Why did we choose
these values and do
people buy into them
Do they even know
them
177
Question 2
Does our statement of
values have heart ndash is it
authentic ndash or is it
generic boilerplate
178
Question 3
How does our
statement of values
differentiate our
hospital in a
competitive
environment
179
Question 4
Are the values we have
chosen operationally
relevant Are the
societally relevant
180
Question 5
How often should we
revisit our values Is
now a good time for a
thorough review
181
Question 6
Do we have the
courage to enforce our
values with employees
medical staff board
and others
182
Question 7
Do execs use values to
instill the mental and
emotional toughness to
thrive in the
competitive healthcare
environment
183
Question 8
Should we do training
on values-based life
and leadership skills
(eg by joining the
Values Collaborative)
184
Date February 5 2013
Asheville NC
$149 per person
319-624-3889
185
7 questions the
board should ask
about the
hospitalrsquos culture
186
Question 1
Do we have a culture
plan that complements
our strategic plan
187
Question 3
Does our culture
tolerate behaviors not
consistent with our
values (eg gossip is
inconsistent with
integrity)
188
Question 4
Does our culture
tolerate management
by fear and
intimidation (despite
Demingrsquos warning)
189
Question 5
How do we collect and
share the stories that
help to transmit our
culture
190
Question 6
How do we invoke
rituals traditions
celebration and
executive visibility to
foster culture
191
Question 7
How do we screen out
cultural misfits and
inculcate new people
192
6 questions the
board should ask
about the
hospitalrsquos
workplace
attitudes
193
Question 1
How do we assess
employee engagement
how do we stack up
and how do we boost
it
194
Question 2
Is our culture
dominated by
emotional positivity or
is toxic emotional
negativity evident
195
This question can only
objectively be
answered by the Man
from Marshellip
196
Question 3
Have we established
our zero-tolerance
behaviors and do we
have the courage to
enforce those
standards
197
Question 4
How do we deal with
people in the Rutledge
Quadrant (good skills
bad attitude)
198
Question 5
How are our attitude
and behavior
expectations conveyed
to new employees (and
docs)
199
Question 6
Are we buying our own
press clippings
- Slide 1
- Slide 2
- Slide 3
- Slide 4
- Slide 5
- Slide 6
- Slide 7
- Slide 8
- Slide 9
- Slide 10
- Slide 11
- Slide 12
- Slide 13
- Slide 14
- Slide 15
- Slide 16
- Slide 17
- Slide 18
- Slide 19
- Slide 20
- Slide 21
- Slide 22
- Slide 23
- Slide 24
- Slide 25
- Slide 26
- Slide 27
- Slide 28
- Slide 29
- Slide 30
- Slide 31
- Slide 32
- Slide 33
- Slide 34
- Slide 35
- Slide 36
- Slide 37
- Slide 38
- Slide 39
- Slide 40
- Slide 41
- Slide 42
- Slide 43
- Slide 44
- Slide 45
- Slide 46
- Slide 47
- Slide 48
- Slide 49
- Slide 50
- Slide 51
- Slide 52
- Slide 53
- Slide 54
- Slide 55
- Slide 56
- Slide 57
- Slide 58
- Slide 59
- Slide 60
- Slide 61
- Slide 62
- Slide 63
- Slide 64
- Slide 65
- Slide 66
- Slide 67
- Slide 68
- Slide 69
- Slide 70
- Slide 71
- Slide 72
- Slide 73
- Slide 74
- Slide 75
- Slide 76
- Slide 77
- Slide 78
- Slide 79
- Slide 80
- Slide 81
- Slide 82
- Slide 83
- Slide 84
- Slide 85
- Slide 86
- Slide 87
- Slide 88
- Slide 89
- Slide 90
- Slide 91
- Slide 92
- Slide 93
- Slide 94
- Slide 95
- Slide 96
- Slide 97
- Slide 98
- Slide 99
- Slide 100
- Slide 101
- Slide 102
- Slide 103
- Slide 104
- Slide 105
- Slide 106
- Slide 107
- Slide 108
- Slide 109
- Slide 110
- Slide 111
- Slide 112
- Slide 113
- Slide 114
- Slide 115
- Slide 116
- Slide 117
- Slide 118
- Slide 119
- Slide 120
- Slide 121
- Slide 122
- Slide 123
- Slide 124
- Slide 125
- Slide 126
- Slide 127
- Slide 128
- Slide 129
- Slide 130
- Slide 131
- Slide 132
- Slide 133
- Slide 134
- Slide 135
- Slide 136
- Slide 137
- Slide 138
- Slide 139
- Slide 140
- Slide 141
- Slide 142
- Slide 143
- Slide 144
- Slide 145
- Slide 146
- Slide 147
- Slide 148
- Slide 149
- Slide 150
- Tool 1 The Values Behaviors Outcomes Continuum
- Slide 152
- Slide 153
- Slide 154
- Slide 155
- Slide 156
- Slide 157
- Slide 158
- Slide 159
- Slide 160
- Slide 161
- Slide 162
- Slide 163
- Slide 164
- Slide 165
- Slide 166
- Slide 167
- Slide 168
- Slide 169
- Slide 170
- Slide 171
- Slide 172
- Slide 173
- Slide 174
- Slide 175
- Slide 176
- Slide 177
- Slide 178
- Slide 179
- Slide 180
- Slide 181
- Slide 182
- Slide 183
- Slide 184
- Slide 185
- Slide 186
- Slide 187
- Slide 188
- Slide 189
- Slide 190
- Slide 191
- Slide 192
- Slide 193
- Slide 194
- Slide 195
- Slide 196
- Slide 197
- Slide 198
- Slide 199
-
![Page 130: Joe Tye Presentation for Georgia Hospital Association Trustee Conference, February 11, 2013](https://reader031.fdocuments.net/reader031/viewer/2022012918/544f4973af79593b028b7d1a/html5/thumbnails/130.jpg)
173
ldquoBoard members are
likely to wear rose tinted
glassesrdquoReport of the Center for Health Policy
and Research University of Iowa
174
21 questions the
board should ask
of the executive
team
175
8 questions the
board should ask
about the
hospitalrsquos core
values
176
Question 1
Why did we choose
these values and do
people buy into them
Do they even know
them
177
Question 2
Does our statement of
values have heart ndash is it
authentic ndash or is it
generic boilerplate
178
Question 3
How does our
statement of values
differentiate our
hospital in a
competitive
environment
179
Question 4
Are the values we have
chosen operationally
relevant Are the
societally relevant
180
Question 5
How often should we
revisit our values Is
now a good time for a
thorough review
181
Question 6
Do we have the
courage to enforce our
values with employees
medical staff board
and others
182
Question 7
Do execs use values to
instill the mental and
emotional toughness to
thrive in the
competitive healthcare
environment
183
Question 8
Should we do training
on values-based life
and leadership skills
(eg by joining the
Values Collaborative)
184
Date February 5 2013
Asheville NC
$149 per person
319-624-3889
185
7 questions the
board should ask
about the
hospitalrsquos culture
186
Question 1
Do we have a culture
plan that complements
our strategic plan
187
Question 3
Does our culture
tolerate behaviors not
consistent with our
values (eg gossip is
inconsistent with
integrity)
188
Question 4
Does our culture
tolerate management
by fear and
intimidation (despite
Demingrsquos warning)
189
Question 5
How do we collect and
share the stories that
help to transmit our
culture
190
Question 6
How do we invoke
rituals traditions
celebration and
executive visibility to
foster culture
191
Question 7
How do we screen out
cultural misfits and
inculcate new people
192
6 questions the
board should ask
about the
hospitalrsquos
workplace
attitudes
193
Question 1
How do we assess
employee engagement
how do we stack up
and how do we boost
it
194
Question 2
Is our culture
dominated by
emotional positivity or
is toxic emotional
negativity evident
195
This question can only
objectively be
answered by the Man
from Marshellip
196
Question 3
Have we established
our zero-tolerance
behaviors and do we
have the courage to
enforce those
standards
197
Question 4
How do we deal with
people in the Rutledge
Quadrant (good skills
bad attitude)
198
Question 5
How are our attitude
and behavior
expectations conveyed
to new employees (and
docs)
199
Question 6
Are we buying our own
press clippings
- Slide 1
- Slide 2
- Slide 3
- Slide 4
- Slide 5
- Slide 6
- Slide 7
- Slide 8
- Slide 9
- Slide 10
- Slide 11
- Slide 12
- Slide 13
- Slide 14
- Slide 15
- Slide 16
- Slide 17
- Slide 18
- Slide 19
- Slide 20
- Slide 21
- Slide 22
- Slide 23
- Slide 24
- Slide 25
- Slide 26
- Slide 27
- Slide 28
- Slide 29
- Slide 30
- Slide 31
- Slide 32
- Slide 33
- Slide 34
- Slide 35
- Slide 36
- Slide 37
- Slide 38
- Slide 39
- Slide 40
- Slide 41
- Slide 42
- Slide 43
- Slide 44
- Slide 45
- Slide 46
- Slide 47
- Slide 48
- Slide 49
- Slide 50
- Slide 51
- Slide 52
- Slide 53
- Slide 54
- Slide 55
- Slide 56
- Slide 57
- Slide 58
- Slide 59
- Slide 60
- Slide 61
- Slide 62
- Slide 63
- Slide 64
- Slide 65
- Slide 66
- Slide 67
- Slide 68
- Slide 69
- Slide 70
- Slide 71
- Slide 72
- Slide 73
- Slide 74
- Slide 75
- Slide 76
- Slide 77
- Slide 78
- Slide 79
- Slide 80
- Slide 81
- Slide 82
- Slide 83
- Slide 84
- Slide 85
- Slide 86
- Slide 87
- Slide 88
- Slide 89
- Slide 90
- Slide 91
- Slide 92
- Slide 93
- Slide 94
- Slide 95
- Slide 96
- Slide 97
- Slide 98
- Slide 99
- Slide 100
- Slide 101
- Slide 102
- Slide 103
- Slide 104
- Slide 105
- Slide 106
- Slide 107
- Slide 108
- Slide 109
- Slide 110
- Slide 111
- Slide 112
- Slide 113
- Slide 114
- Slide 115
- Slide 116
- Slide 117
- Slide 118
- Slide 119
- Slide 120
- Slide 121
- Slide 122
- Slide 123
- Slide 124
- Slide 125
- Slide 126
- Slide 127
- Slide 128
- Slide 129
- Slide 130
- Slide 131
- Slide 132
- Slide 133
- Slide 134
- Slide 135
- Slide 136
- Slide 137
- Slide 138
- Slide 139
- Slide 140
- Slide 141
- Slide 142
- Slide 143
- Slide 144
- Slide 145
- Slide 146
- Slide 147
- Slide 148
- Slide 149
- Slide 150
- Tool 1 The Values Behaviors Outcomes Continuum
- Slide 152
- Slide 153
- Slide 154
- Slide 155
- Slide 156
- Slide 157
- Slide 158
- Slide 159
- Slide 160
- Slide 161
- Slide 162
- Slide 163
- Slide 164
- Slide 165
- Slide 166
- Slide 167
- Slide 168
- Slide 169
- Slide 170
- Slide 171
- Slide 172
- Slide 173
- Slide 174
- Slide 175
- Slide 176
- Slide 177
- Slide 178
- Slide 179
- Slide 180
- Slide 181
- Slide 182
- Slide 183
- Slide 184
- Slide 185
- Slide 186
- Slide 187
- Slide 188
- Slide 189
- Slide 190
- Slide 191
- Slide 192
- Slide 193
- Slide 194
- Slide 195
- Slide 196
- Slide 197
- Slide 198
- Slide 199
-
![Page 131: Joe Tye Presentation for Georgia Hospital Association Trustee Conference, February 11, 2013](https://reader031.fdocuments.net/reader031/viewer/2022012918/544f4973af79593b028b7d1a/html5/thumbnails/131.jpg)
174
21 questions the
board should ask
of the executive
team
175
8 questions the
board should ask
about the
hospitalrsquos core
values
176
Question 1
Why did we choose
these values and do
people buy into them
Do they even know
them
177
Question 2
Does our statement of
values have heart ndash is it
authentic ndash or is it
generic boilerplate
178
Question 3
How does our
statement of values
differentiate our
hospital in a
competitive
environment
179
Question 4
Are the values we have
chosen operationally
relevant Are the
societally relevant
180
Question 5
How often should we
revisit our values Is
now a good time for a
thorough review
181
Question 6
Do we have the
courage to enforce our
values with employees
medical staff board
and others
182
Question 7
Do execs use values to
instill the mental and
emotional toughness to
thrive in the
competitive healthcare
environment
183
Question 8
Should we do training
on values-based life
and leadership skills
(eg by joining the
Values Collaborative)
184
Date February 5 2013
Asheville NC
$149 per person
319-624-3889
185
7 questions the
board should ask
about the
hospitalrsquos culture
186
Question 1
Do we have a culture
plan that complements
our strategic plan
187
Question 3
Does our culture
tolerate behaviors not
consistent with our
values (eg gossip is
inconsistent with
integrity)
188
Question 4
Does our culture
tolerate management
by fear and
intimidation (despite
Demingrsquos warning)
189
Question 5
How do we collect and
share the stories that
help to transmit our
culture
190
Question 6
How do we invoke
rituals traditions
celebration and
executive visibility to
foster culture
191
Question 7
How do we screen out
cultural misfits and
inculcate new people
192
6 questions the
board should ask
about the
hospitalrsquos
workplace
attitudes
193
Question 1
How do we assess
employee engagement
how do we stack up
and how do we boost
it
194
Question 2
Is our culture
dominated by
emotional positivity or
is toxic emotional
negativity evident
195
This question can only
objectively be
answered by the Man
from Marshellip
196
Question 3
Have we established
our zero-tolerance
behaviors and do we
have the courage to
enforce those
standards
197
Question 4
How do we deal with
people in the Rutledge
Quadrant (good skills
bad attitude)
198
Question 5
How are our attitude
and behavior
expectations conveyed
to new employees (and
docs)
199
Question 6
Are we buying our own
press clippings
- Slide 1
- Slide 2
- Slide 3
- Slide 4
- Slide 5
- Slide 6
- Slide 7
- Slide 8
- Slide 9
- Slide 10
- Slide 11
- Slide 12
- Slide 13
- Slide 14
- Slide 15
- Slide 16
- Slide 17
- Slide 18
- Slide 19
- Slide 20
- Slide 21
- Slide 22
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- Slide 25
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- Slide 93
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- Slide 97
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- Slide 99
- Slide 100
- Slide 101
- Slide 102
- Slide 103
- Slide 104
- Slide 105
- Slide 106
- Slide 107
- Slide 108
- Slide 109
- Slide 110
- Slide 111
- Slide 112
- Slide 113
- Slide 114
- Slide 115
- Slide 116
- Slide 117
- Slide 118
- Slide 119
- Slide 120
- Slide 121
- Slide 122
- Slide 123
- Slide 124
- Slide 125
- Slide 126
- Slide 127
- Slide 128
- Slide 129
- Slide 130
- Slide 131
- Slide 132
- Slide 133
- Slide 134
- Slide 135
- Slide 136
- Slide 137
- Slide 138
- Slide 139
- Slide 140
- Slide 141
- Slide 142
- Slide 143
- Slide 144
- Slide 145
- Slide 146
- Slide 147
- Slide 148
- Slide 149
- Slide 150
- Tool 1 The Values Behaviors Outcomes Continuum
- Slide 152
- Slide 153
- Slide 154
- Slide 155
- Slide 156
- Slide 157
- Slide 158
- Slide 159
- Slide 160
- Slide 161
- Slide 162
- Slide 163
- Slide 164
- Slide 165
- Slide 166
- Slide 167
- Slide 168
- Slide 169
- Slide 170
- Slide 171
- Slide 172
- Slide 173
- Slide 174
- Slide 175
- Slide 176
- Slide 177
- Slide 178
- Slide 179
- Slide 180
- Slide 181
- Slide 182
- Slide 183
- Slide 184
- Slide 185
- Slide 186
- Slide 187
- Slide 188
- Slide 189
- Slide 190
- Slide 191
- Slide 192
- Slide 193
- Slide 194
- Slide 195
- Slide 196
- Slide 197
- Slide 198
- Slide 199
-
![Page 132: Joe Tye Presentation for Georgia Hospital Association Trustee Conference, February 11, 2013](https://reader031.fdocuments.net/reader031/viewer/2022012918/544f4973af79593b028b7d1a/html5/thumbnails/132.jpg)
175
8 questions the
board should ask
about the
hospitalrsquos core
values
176
Question 1
Why did we choose
these values and do
people buy into them
Do they even know
them
177
Question 2
Does our statement of
values have heart ndash is it
authentic ndash or is it
generic boilerplate
178
Question 3
How does our
statement of values
differentiate our
hospital in a
competitive
environment
179
Question 4
Are the values we have
chosen operationally
relevant Are the
societally relevant
180
Question 5
How often should we
revisit our values Is
now a good time for a
thorough review
181
Question 6
Do we have the
courage to enforce our
values with employees
medical staff board
and others
182
Question 7
Do execs use values to
instill the mental and
emotional toughness to
thrive in the
competitive healthcare
environment
183
Question 8
Should we do training
on values-based life
and leadership skills
(eg by joining the
Values Collaborative)
184
Date February 5 2013
Asheville NC
$149 per person
319-624-3889
185
7 questions the
board should ask
about the
hospitalrsquos culture
186
Question 1
Do we have a culture
plan that complements
our strategic plan
187
Question 3
Does our culture
tolerate behaviors not
consistent with our
values (eg gossip is
inconsistent with
integrity)
188
Question 4
Does our culture
tolerate management
by fear and
intimidation (despite
Demingrsquos warning)
189
Question 5
How do we collect and
share the stories that
help to transmit our
culture
190
Question 6
How do we invoke
rituals traditions
celebration and
executive visibility to
foster culture
191
Question 7
How do we screen out
cultural misfits and
inculcate new people
192
6 questions the
board should ask
about the
hospitalrsquos
workplace
attitudes
193
Question 1
How do we assess
employee engagement
how do we stack up
and how do we boost
it
194
Question 2
Is our culture
dominated by
emotional positivity or
is toxic emotional
negativity evident
195
This question can only
objectively be
answered by the Man
from Marshellip
196
Question 3
Have we established
our zero-tolerance
behaviors and do we
have the courage to
enforce those
standards
197
Question 4
How do we deal with
people in the Rutledge
Quadrant (good skills
bad attitude)
198
Question 5
How are our attitude
and behavior
expectations conveyed
to new employees (and
docs)
199
Question 6
Are we buying our own
press clippings
- Slide 1
- Slide 2
- Slide 3
- Slide 4
- Slide 5
- Slide 6
- Slide 7
- Slide 8
- Slide 9
- Slide 10
- Slide 11
- Slide 12
- Slide 13
- Slide 14
- Slide 15
- Slide 16
- Slide 17
- Slide 18
- Slide 19
- Slide 20
- Slide 21
- Slide 22
- Slide 23
- Slide 24
- Slide 25
- Slide 26
- Slide 27
- Slide 28
- Slide 29
- Slide 30
- Slide 31
- Slide 32
- Slide 33
- Slide 34
- Slide 35
- Slide 36
- Slide 37
- Slide 38
- Slide 39
- Slide 40
- Slide 41
- Slide 42
- Slide 43
- Slide 44
- Slide 45
- Slide 46
- Slide 47
- Slide 48
- Slide 49
- Slide 50
- Slide 51
- Slide 52
- Slide 53
- Slide 54
- Slide 55
- Slide 56
- Slide 57
- Slide 58
- Slide 59
- Slide 60
- Slide 61
- Slide 62
- Slide 63
- Slide 64
- Slide 65
- Slide 66
- Slide 67
- Slide 68
- Slide 69
- Slide 70
- Slide 71
- Slide 72
- Slide 73
- Slide 74
- Slide 75
- Slide 76
- Slide 77
- Slide 78
- Slide 79
- Slide 80
- Slide 81
- Slide 82
- Slide 83
- Slide 84
- Slide 85
- Slide 86
- Slide 87
- Slide 88
- Slide 89
- Slide 90
- Slide 91
- Slide 92
- Slide 93
- Slide 94
- Slide 95
- Slide 96
- Slide 97
- Slide 98
- Slide 99
- Slide 100
- Slide 101
- Slide 102
- Slide 103
- Slide 104
- Slide 105
- Slide 106
- Slide 107
- Slide 108
- Slide 109
- Slide 110
- Slide 111
- Slide 112
- Slide 113
- Slide 114
- Slide 115
- Slide 116
- Slide 117
- Slide 118
- Slide 119
- Slide 120
- Slide 121
- Slide 122
- Slide 123
- Slide 124
- Slide 125
- Slide 126
- Slide 127
- Slide 128
- Slide 129
- Slide 130
- Slide 131
- Slide 132
- Slide 133
- Slide 134
- Slide 135
- Slide 136
- Slide 137
- Slide 138
- Slide 139
- Slide 140
- Slide 141
- Slide 142
- Slide 143
- Slide 144
- Slide 145
- Slide 146
- Slide 147
- Slide 148
- Slide 149
- Slide 150
- Tool 1 The Values Behaviors Outcomes Continuum
- Slide 152
- Slide 153
- Slide 154
- Slide 155
- Slide 156
- Slide 157
- Slide 158
- Slide 159
- Slide 160
- Slide 161
- Slide 162
- Slide 163
- Slide 164
- Slide 165
- Slide 166
- Slide 167
- Slide 168
- Slide 169
- Slide 170
- Slide 171
- Slide 172
- Slide 173
- Slide 174
- Slide 175
- Slide 176
- Slide 177
- Slide 178
- Slide 179
- Slide 180
- Slide 181
- Slide 182
- Slide 183
- Slide 184
- Slide 185
- Slide 186
- Slide 187
- Slide 188
- Slide 189
- Slide 190
- Slide 191
- Slide 192
- Slide 193
- Slide 194
- Slide 195
- Slide 196
- Slide 197
- Slide 198
- Slide 199
-
![Page 133: Joe Tye Presentation for Georgia Hospital Association Trustee Conference, February 11, 2013](https://reader031.fdocuments.net/reader031/viewer/2022012918/544f4973af79593b028b7d1a/html5/thumbnails/133.jpg)
176
Question 1
Why did we choose
these values and do
people buy into them
Do they even know
them
177
Question 2
Does our statement of
values have heart ndash is it
authentic ndash or is it
generic boilerplate
178
Question 3
How does our
statement of values
differentiate our
hospital in a
competitive
environment
179
Question 4
Are the values we have
chosen operationally
relevant Are the
societally relevant
180
Question 5
How often should we
revisit our values Is
now a good time for a
thorough review
181
Question 6
Do we have the
courage to enforce our
values with employees
medical staff board
and others
182
Question 7
Do execs use values to
instill the mental and
emotional toughness to
thrive in the
competitive healthcare
environment
183
Question 8
Should we do training
on values-based life
and leadership skills
(eg by joining the
Values Collaborative)
184
Date February 5 2013
Asheville NC
$149 per person
319-624-3889
185
7 questions the
board should ask
about the
hospitalrsquos culture
186
Question 1
Do we have a culture
plan that complements
our strategic plan
187
Question 3
Does our culture
tolerate behaviors not
consistent with our
values (eg gossip is
inconsistent with
integrity)
188
Question 4
Does our culture
tolerate management
by fear and
intimidation (despite
Demingrsquos warning)
189
Question 5
How do we collect and
share the stories that
help to transmit our
culture
190
Question 6
How do we invoke
rituals traditions
celebration and
executive visibility to
foster culture
191
Question 7
How do we screen out
cultural misfits and
inculcate new people
192
6 questions the
board should ask
about the
hospitalrsquos
workplace
attitudes
193
Question 1
How do we assess
employee engagement
how do we stack up
and how do we boost
it
194
Question 2
Is our culture
dominated by
emotional positivity or
is toxic emotional
negativity evident
195
This question can only
objectively be
answered by the Man
from Marshellip
196
Question 3
Have we established
our zero-tolerance
behaviors and do we
have the courage to
enforce those
standards
197
Question 4
How do we deal with
people in the Rutledge
Quadrant (good skills
bad attitude)
198
Question 5
How are our attitude
and behavior
expectations conveyed
to new employees (and
docs)
199
Question 6
Are we buying our own
press clippings
- Slide 1
- Slide 2
- Slide 3
- Slide 4
- Slide 5
- Slide 6
- Slide 7
- Slide 8
- Slide 9
- Slide 10
- Slide 11
- Slide 12
- Slide 13
- Slide 14
- Slide 15
- Slide 16
- Slide 17
- Slide 18
- Slide 19
- Slide 20
- Slide 21
- Slide 22
- Slide 23
- Slide 24
- Slide 25
- Slide 26
- Slide 27
- Slide 28
- Slide 29
- Slide 30
- Slide 31
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- Slide 33
- Slide 34
- Slide 35
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- Slide 37
- Slide 38
- Slide 39
- Slide 40
- Slide 41
- Slide 42
- Slide 43
- Slide 44
- Slide 45
- Slide 46
- Slide 47
- Slide 48
- Slide 49
- Slide 50
- Slide 51
- Slide 52
- Slide 53
- Slide 54
- Slide 55
- Slide 56
- Slide 57
- Slide 58
- Slide 59
- Slide 60
- Slide 61
- Slide 62
- Slide 63
- Slide 64
- Slide 65
- Slide 66
- Slide 67
- Slide 68
- Slide 69
- Slide 70
- Slide 71
- Slide 72
- Slide 73
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- Slide 75
- Slide 76
- Slide 77
- Slide 78
- Slide 79
- Slide 80
- Slide 81
- Slide 82
- Slide 83
- Slide 84
- Slide 85
- Slide 86
- Slide 87
- Slide 88
- Slide 89
- Slide 90
- Slide 91
- Slide 92
- Slide 93
- Slide 94
- Slide 95
- Slide 96
- Slide 97
- Slide 98
- Slide 99
- Slide 100
- Slide 101
- Slide 102
- Slide 103
- Slide 104
- Slide 105
- Slide 106
- Slide 107
- Slide 108
- Slide 109
- Slide 110
- Slide 111
- Slide 112
- Slide 113
- Slide 114
- Slide 115
- Slide 116
- Slide 117
- Slide 118
- Slide 119
- Slide 120
- Slide 121
- Slide 122
- Slide 123
- Slide 124
- Slide 125
- Slide 126
- Slide 127
- Slide 128
- Slide 129
- Slide 130
- Slide 131
- Slide 132
- Slide 133
- Slide 134
- Slide 135
- Slide 136
- Slide 137
- Slide 138
- Slide 139
- Slide 140
- Slide 141
- Slide 142
- Slide 143
- Slide 144
- Slide 145
- Slide 146
- Slide 147
- Slide 148
- Slide 149
- Slide 150
- Tool 1 The Values Behaviors Outcomes Continuum
- Slide 152
- Slide 153
- Slide 154
- Slide 155
- Slide 156
- Slide 157
- Slide 158
- Slide 159
- Slide 160
- Slide 161
- Slide 162
- Slide 163
- Slide 164
- Slide 165
- Slide 166
- Slide 167
- Slide 168
- Slide 169
- Slide 170
- Slide 171
- Slide 172
- Slide 173
- Slide 174
- Slide 175
- Slide 176
- Slide 177
- Slide 178
- Slide 179
- Slide 180
- Slide 181
- Slide 182
- Slide 183
- Slide 184
- Slide 185
- Slide 186
- Slide 187
- Slide 188
- Slide 189
- Slide 190
- Slide 191
- Slide 192
- Slide 193
- Slide 194
- Slide 195
- Slide 196
- Slide 197
- Slide 198
- Slide 199
-
![Page 134: Joe Tye Presentation for Georgia Hospital Association Trustee Conference, February 11, 2013](https://reader031.fdocuments.net/reader031/viewer/2022012918/544f4973af79593b028b7d1a/html5/thumbnails/134.jpg)
177
Question 2
Does our statement of
values have heart ndash is it
authentic ndash or is it
generic boilerplate
178
Question 3
How does our
statement of values
differentiate our
hospital in a
competitive
environment
179
Question 4
Are the values we have
chosen operationally
relevant Are the
societally relevant
180
Question 5
How often should we
revisit our values Is
now a good time for a
thorough review
181
Question 6
Do we have the
courage to enforce our
values with employees
medical staff board
and others
182
Question 7
Do execs use values to
instill the mental and
emotional toughness to
thrive in the
competitive healthcare
environment
183
Question 8
Should we do training
on values-based life
and leadership skills
(eg by joining the
Values Collaborative)
184
Date February 5 2013
Asheville NC
$149 per person
319-624-3889
185
7 questions the
board should ask
about the
hospitalrsquos culture
186
Question 1
Do we have a culture
plan that complements
our strategic plan
187
Question 3
Does our culture
tolerate behaviors not
consistent with our
values (eg gossip is
inconsistent with
integrity)
188
Question 4
Does our culture
tolerate management
by fear and
intimidation (despite
Demingrsquos warning)
189
Question 5
How do we collect and
share the stories that
help to transmit our
culture
190
Question 6
How do we invoke
rituals traditions
celebration and
executive visibility to
foster culture
191
Question 7
How do we screen out
cultural misfits and
inculcate new people
192
6 questions the
board should ask
about the
hospitalrsquos
workplace
attitudes
193
Question 1
How do we assess
employee engagement
how do we stack up
and how do we boost
it
194
Question 2
Is our culture
dominated by
emotional positivity or
is toxic emotional
negativity evident
195
This question can only
objectively be
answered by the Man
from Marshellip
196
Question 3
Have we established
our zero-tolerance
behaviors and do we
have the courage to
enforce those
standards
197
Question 4
How do we deal with
people in the Rutledge
Quadrant (good skills
bad attitude)
198
Question 5
How are our attitude
and behavior
expectations conveyed
to new employees (and
docs)
199
Question 6
Are we buying our own
press clippings
- Slide 1
- Slide 2
- Slide 3
- Slide 4
- Slide 5
- Slide 6
- Slide 7
- Slide 8
- Slide 9
- Slide 10
- Slide 11
- Slide 12
- Slide 13
- Slide 14
- Slide 15
- Slide 16
- Slide 17
- Slide 18
- Slide 19
- Slide 20
- Slide 21
- Slide 22
- Slide 23
- Slide 24
- Slide 25
- Slide 26
- Slide 27
- Slide 28
- Slide 29
- Slide 30
- Slide 31
- Slide 32
- Slide 33
- Slide 34
- Slide 35
- Slide 36
- Slide 37
- Slide 38
- Slide 39
- Slide 40
- Slide 41
- Slide 42
- Slide 43
- Slide 44
- Slide 45
- Slide 46
- Slide 47
- Slide 48
- Slide 49
- Slide 50
- Slide 51
- Slide 52
- Slide 53
- Slide 54
- Slide 55
- Slide 56
- Slide 57
- Slide 58
- Slide 59
- Slide 60
- Slide 61
- Slide 62
- Slide 63
- Slide 64
- Slide 65
- Slide 66
- Slide 67
- Slide 68
- Slide 69
- Slide 70
- Slide 71
- Slide 72
- Slide 73
- Slide 74
- Slide 75
- Slide 76
- Slide 77
- Slide 78
- Slide 79
- Slide 80
- Slide 81
- Slide 82
- Slide 83
- Slide 84
- Slide 85
- Slide 86
- Slide 87
- Slide 88
- Slide 89
- Slide 90
- Slide 91
- Slide 92
- Slide 93
- Slide 94
- Slide 95
- Slide 96
- Slide 97
- Slide 98
- Slide 99
- Slide 100
- Slide 101
- Slide 102
- Slide 103
- Slide 104
- Slide 105
- Slide 106
- Slide 107
- Slide 108
- Slide 109
- Slide 110
- Slide 111
- Slide 112
- Slide 113
- Slide 114
- Slide 115
- Slide 116
- Slide 117
- Slide 118
- Slide 119
- Slide 120
- Slide 121
- Slide 122
- Slide 123
- Slide 124
- Slide 125
- Slide 126
- Slide 127
- Slide 128
- Slide 129
- Slide 130
- Slide 131
- Slide 132
- Slide 133
- Slide 134
- Slide 135
- Slide 136
- Slide 137
- Slide 138
- Slide 139
- Slide 140
- Slide 141
- Slide 142
- Slide 143
- Slide 144
- Slide 145
- Slide 146
- Slide 147
- Slide 148
- Slide 149
- Slide 150
- Tool 1 The Values Behaviors Outcomes Continuum
- Slide 152
- Slide 153
- Slide 154
- Slide 155
- Slide 156
- Slide 157
- Slide 158
- Slide 159
- Slide 160
- Slide 161
- Slide 162
- Slide 163
- Slide 164
- Slide 165
- Slide 166
- Slide 167
- Slide 168
- Slide 169
- Slide 170
- Slide 171
- Slide 172
- Slide 173
- Slide 174
- Slide 175
- Slide 176
- Slide 177
- Slide 178
- Slide 179
- Slide 180
- Slide 181
- Slide 182
- Slide 183
- Slide 184
- Slide 185
- Slide 186
- Slide 187
- Slide 188
- Slide 189
- Slide 190
- Slide 191
- Slide 192
- Slide 193
- Slide 194
- Slide 195
- Slide 196
- Slide 197
- Slide 198
- Slide 199
-
![Page 135: Joe Tye Presentation for Georgia Hospital Association Trustee Conference, February 11, 2013](https://reader031.fdocuments.net/reader031/viewer/2022012918/544f4973af79593b028b7d1a/html5/thumbnails/135.jpg)
178
Question 3
How does our
statement of values
differentiate our
hospital in a
competitive
environment
179
Question 4
Are the values we have
chosen operationally
relevant Are the
societally relevant
180
Question 5
How often should we
revisit our values Is
now a good time for a
thorough review
181
Question 6
Do we have the
courage to enforce our
values with employees
medical staff board
and others
182
Question 7
Do execs use values to
instill the mental and
emotional toughness to
thrive in the
competitive healthcare
environment
183
Question 8
Should we do training
on values-based life
and leadership skills
(eg by joining the
Values Collaborative)
184
Date February 5 2013
Asheville NC
$149 per person
319-624-3889
185
7 questions the
board should ask
about the
hospitalrsquos culture
186
Question 1
Do we have a culture
plan that complements
our strategic plan
187
Question 3
Does our culture
tolerate behaviors not
consistent with our
values (eg gossip is
inconsistent with
integrity)
188
Question 4
Does our culture
tolerate management
by fear and
intimidation (despite
Demingrsquos warning)
189
Question 5
How do we collect and
share the stories that
help to transmit our
culture
190
Question 6
How do we invoke
rituals traditions
celebration and
executive visibility to
foster culture
191
Question 7
How do we screen out
cultural misfits and
inculcate new people
192
6 questions the
board should ask
about the
hospitalrsquos
workplace
attitudes
193
Question 1
How do we assess
employee engagement
how do we stack up
and how do we boost
it
194
Question 2
Is our culture
dominated by
emotional positivity or
is toxic emotional
negativity evident
195
This question can only
objectively be
answered by the Man
from Marshellip
196
Question 3
Have we established
our zero-tolerance
behaviors and do we
have the courage to
enforce those
standards
197
Question 4
How do we deal with
people in the Rutledge
Quadrant (good skills
bad attitude)
198
Question 5
How are our attitude
and behavior
expectations conveyed
to new employees (and
docs)
199
Question 6
Are we buying our own
press clippings
- Slide 1
- Slide 2
- Slide 3
- Slide 4
- Slide 5
- Slide 6
- Slide 7
- Slide 8
- Slide 9
- Slide 10
- Slide 11
- Slide 12
- Slide 13
- Slide 14
- Slide 15
- Slide 16
- Slide 17
- Slide 18
- Slide 19
- Slide 20
- Slide 21
- Slide 22
- Slide 23
- Slide 24
- Slide 25
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- Slide 27
- Slide 28
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- Slide 31
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- Slide 60
- Slide 61
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- Slide 65
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- Slide 75
- Slide 76
- Slide 77
- Slide 78
- Slide 79
- Slide 80
- Slide 81
- Slide 82
- Slide 83
- Slide 84
- Slide 85
- Slide 86
- Slide 87
- Slide 88
- Slide 89
- Slide 90
- Slide 91
- Slide 92
- Slide 93
- Slide 94
- Slide 95
- Slide 96
- Slide 97
- Slide 98
- Slide 99
- Slide 100
- Slide 101
- Slide 102
- Slide 103
- Slide 104
- Slide 105
- Slide 106
- Slide 107
- Slide 108
- Slide 109
- Slide 110
- Slide 111
- Slide 112
- Slide 113
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- Slide 115
- Slide 116
- Slide 117
- Slide 118
- Slide 119
- Slide 120
- Slide 121
- Slide 122
- Slide 123
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- Slide 125
- Slide 126
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- Slide 140
- Slide 141
- Slide 142
- Slide 143
- Slide 144
- Slide 145
- Slide 146
- Slide 147
- Slide 148
- Slide 149
- Slide 150
- Tool 1 The Values Behaviors Outcomes Continuum
- Slide 152
- Slide 153
- Slide 154
- Slide 155
- Slide 156
- Slide 157
- Slide 158
- Slide 159
- Slide 160
- Slide 161
- Slide 162
- Slide 163
- Slide 164
- Slide 165
- Slide 166
- Slide 167
- Slide 168
- Slide 169
- Slide 170
- Slide 171
- Slide 172
- Slide 173
- Slide 174
- Slide 175
- Slide 176
- Slide 177
- Slide 178
- Slide 179
- Slide 180
- Slide 181
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- Slide 184
- Slide 185
- Slide 186
- Slide 187
- Slide 188
- Slide 189
- Slide 190
- Slide 191
- Slide 192
- Slide 193
- Slide 194
- Slide 195
- Slide 196
- Slide 197
- Slide 198
- Slide 199
-
![Page 136: Joe Tye Presentation for Georgia Hospital Association Trustee Conference, February 11, 2013](https://reader031.fdocuments.net/reader031/viewer/2022012918/544f4973af79593b028b7d1a/html5/thumbnails/136.jpg)
179
Question 4
Are the values we have
chosen operationally
relevant Are the
societally relevant
180
Question 5
How often should we
revisit our values Is
now a good time for a
thorough review
181
Question 6
Do we have the
courage to enforce our
values with employees
medical staff board
and others
182
Question 7
Do execs use values to
instill the mental and
emotional toughness to
thrive in the
competitive healthcare
environment
183
Question 8
Should we do training
on values-based life
and leadership skills
(eg by joining the
Values Collaborative)
184
Date February 5 2013
Asheville NC
$149 per person
319-624-3889
185
7 questions the
board should ask
about the
hospitalrsquos culture
186
Question 1
Do we have a culture
plan that complements
our strategic plan
187
Question 3
Does our culture
tolerate behaviors not
consistent with our
values (eg gossip is
inconsistent with
integrity)
188
Question 4
Does our culture
tolerate management
by fear and
intimidation (despite
Demingrsquos warning)
189
Question 5
How do we collect and
share the stories that
help to transmit our
culture
190
Question 6
How do we invoke
rituals traditions
celebration and
executive visibility to
foster culture
191
Question 7
How do we screen out
cultural misfits and
inculcate new people
192
6 questions the
board should ask
about the
hospitalrsquos
workplace
attitudes
193
Question 1
How do we assess
employee engagement
how do we stack up
and how do we boost
it
194
Question 2
Is our culture
dominated by
emotional positivity or
is toxic emotional
negativity evident
195
This question can only
objectively be
answered by the Man
from Marshellip
196
Question 3
Have we established
our zero-tolerance
behaviors and do we
have the courage to
enforce those
standards
197
Question 4
How do we deal with
people in the Rutledge
Quadrant (good skills
bad attitude)
198
Question 5
How are our attitude
and behavior
expectations conveyed
to new employees (and
docs)
199
Question 6
Are we buying our own
press clippings
- Slide 1
- Slide 2
- Slide 3
- Slide 4
- Slide 5
- Slide 6
- Slide 7
- Slide 8
- Slide 9
- Slide 10
- Slide 11
- Slide 12
- Slide 13
- Slide 14
- Slide 15
- Slide 16
- Slide 17
- Slide 18
- Slide 19
- Slide 20
- Slide 21
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- Slide 24
- Slide 25
- Slide 26
- Slide 27
- Slide 28
- Slide 29
- Slide 30
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- Slide 33
- Slide 34
- Slide 35
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- Slide 37
- Slide 38
- Slide 39
- Slide 40
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- Slide 42
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- Slide 44
- Slide 45
- Slide 46
- Slide 47
- Slide 48
- Slide 49
- Slide 50
- Slide 51
- Slide 52
- Slide 53
- Slide 54
- Slide 55
- Slide 56
- Slide 57
- Slide 58
- Slide 59
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- Slide 66
- Slide 67
- Slide 68
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- Slide 71
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- Slide 85
- Slide 86
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- Slide 89
- Slide 90
- Slide 91
- Slide 92
- Slide 93
- Slide 94
- Slide 95
- Slide 96
- Slide 97
- Slide 98
- Slide 99
- Slide 100
- Slide 101
- Slide 102
- Slide 103
- Slide 104
- Slide 105
- Slide 106
- Slide 107
- Slide 108
- Slide 109
- Slide 110
- Slide 111
- Slide 112
- Slide 113
- Slide 114
- Slide 115
- Slide 116
- Slide 117
- Slide 118
- Slide 119
- Slide 120
- Slide 121
- Slide 122
- Slide 123
- Slide 124
- Slide 125
- Slide 126
- Slide 127
- Slide 128
- Slide 129
- Slide 130
- Slide 131
- Slide 132
- Slide 133
- Slide 134
- Slide 135
- Slide 136
- Slide 137
- Slide 138
- Slide 139
- Slide 140
- Slide 141
- Slide 142
- Slide 143
- Slide 144
- Slide 145
- Slide 146
- Slide 147
- Slide 148
- Slide 149
- Slide 150
- Tool 1 The Values Behaviors Outcomes Continuum
- Slide 152
- Slide 153
- Slide 154
- Slide 155
- Slide 156
- Slide 157
- Slide 158
- Slide 159
- Slide 160
- Slide 161
- Slide 162
- Slide 163
- Slide 164
- Slide 165
- Slide 166
- Slide 167
- Slide 168
- Slide 169
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- Slide 187
- Slide 188
- Slide 189
- Slide 190
- Slide 191
- Slide 192
- Slide 193
- Slide 194
- Slide 195
- Slide 196
- Slide 197
- Slide 198
- Slide 199
-
![Page 137: Joe Tye Presentation for Georgia Hospital Association Trustee Conference, February 11, 2013](https://reader031.fdocuments.net/reader031/viewer/2022012918/544f4973af79593b028b7d1a/html5/thumbnails/137.jpg)
180
Question 5
How often should we
revisit our values Is
now a good time for a
thorough review
181
Question 6
Do we have the
courage to enforce our
values with employees
medical staff board
and others
182
Question 7
Do execs use values to
instill the mental and
emotional toughness to
thrive in the
competitive healthcare
environment
183
Question 8
Should we do training
on values-based life
and leadership skills
(eg by joining the
Values Collaborative)
184
Date February 5 2013
Asheville NC
$149 per person
319-624-3889
185
7 questions the
board should ask
about the
hospitalrsquos culture
186
Question 1
Do we have a culture
plan that complements
our strategic plan
187
Question 3
Does our culture
tolerate behaviors not
consistent with our
values (eg gossip is
inconsistent with
integrity)
188
Question 4
Does our culture
tolerate management
by fear and
intimidation (despite
Demingrsquos warning)
189
Question 5
How do we collect and
share the stories that
help to transmit our
culture
190
Question 6
How do we invoke
rituals traditions
celebration and
executive visibility to
foster culture
191
Question 7
How do we screen out
cultural misfits and
inculcate new people
192
6 questions the
board should ask
about the
hospitalrsquos
workplace
attitudes
193
Question 1
How do we assess
employee engagement
how do we stack up
and how do we boost
it
194
Question 2
Is our culture
dominated by
emotional positivity or
is toxic emotional
negativity evident
195
This question can only
objectively be
answered by the Man
from Marshellip
196
Question 3
Have we established
our zero-tolerance
behaviors and do we
have the courage to
enforce those
standards
197
Question 4
How do we deal with
people in the Rutledge
Quadrant (good skills
bad attitude)
198
Question 5
How are our attitude
and behavior
expectations conveyed
to new employees (and
docs)
199
Question 6
Are we buying our own
press clippings
- Slide 1
- Slide 2
- Slide 3
- Slide 4
- Slide 5
- Slide 6
- Slide 7
- Slide 8
- Slide 9
- Slide 10
- Slide 11
- Slide 12
- Slide 13
- Slide 14
- Slide 15
- Slide 16
- Slide 17
- Slide 18
- Slide 19
- Slide 20
- Slide 21
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- Slide 35
- Slide 36
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- Slide 40
- Slide 41
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- Slide 44
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- Slide 46
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- Slide 49
- Slide 50
- Slide 51
- Slide 52
- Slide 53
- Slide 54
- Slide 55
- Slide 56
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- Slide 76
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- Slide 78
- Slide 79
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- Slide 83
- Slide 84
- Slide 85
- Slide 86
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- Slide 88
- Slide 89
- Slide 90
- Slide 91
- Slide 92
- Slide 93
- Slide 94
- Slide 95
- Slide 96
- Slide 97
- Slide 98
- Slide 99
- Slide 100
- Slide 101
- Slide 102
- Slide 103
- Slide 104
- Slide 105
- Slide 106
- Slide 107
- Slide 108
- Slide 109
- Slide 110
- Slide 111
- Slide 112
- Slide 113
- Slide 114
- Slide 115
- Slide 116
- Slide 117
- Slide 118
- Slide 119
- Slide 120
- Slide 121
- Slide 122
- Slide 123
- Slide 124
- Slide 125
- Slide 126
- Slide 127
- Slide 128
- Slide 129
- Slide 130
- Slide 131
- Slide 132
- Slide 133
- Slide 134
- Slide 135
- Slide 136
- Slide 137
- Slide 138
- Slide 139
- Slide 140
- Slide 141
- Slide 142
- Slide 143
- Slide 144
- Slide 145
- Slide 146
- Slide 147
- Slide 148
- Slide 149
- Slide 150
- Tool 1 The Values Behaviors Outcomes Continuum
- Slide 152
- Slide 153
- Slide 154
- Slide 155
- Slide 156
- Slide 157
- Slide 158
- Slide 159
- Slide 160
- Slide 161
- Slide 162
- Slide 163
- Slide 164
- Slide 165
- Slide 166
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- Slide 180
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- Slide 184
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- Slide 187
- Slide 188
- Slide 189
- Slide 190
- Slide 191
- Slide 192
- Slide 193
- Slide 194
- Slide 195
- Slide 196
- Slide 197
- Slide 198
- Slide 199
-
![Page 138: Joe Tye Presentation for Georgia Hospital Association Trustee Conference, February 11, 2013](https://reader031.fdocuments.net/reader031/viewer/2022012918/544f4973af79593b028b7d1a/html5/thumbnails/138.jpg)
181
Question 6
Do we have the
courage to enforce our
values with employees
medical staff board
and others
182
Question 7
Do execs use values to
instill the mental and
emotional toughness to
thrive in the
competitive healthcare
environment
183
Question 8
Should we do training
on values-based life
and leadership skills
(eg by joining the
Values Collaborative)
184
Date February 5 2013
Asheville NC
$149 per person
319-624-3889
185
7 questions the
board should ask
about the
hospitalrsquos culture
186
Question 1
Do we have a culture
plan that complements
our strategic plan
187
Question 3
Does our culture
tolerate behaviors not
consistent with our
values (eg gossip is
inconsistent with
integrity)
188
Question 4
Does our culture
tolerate management
by fear and
intimidation (despite
Demingrsquos warning)
189
Question 5
How do we collect and
share the stories that
help to transmit our
culture
190
Question 6
How do we invoke
rituals traditions
celebration and
executive visibility to
foster culture
191
Question 7
How do we screen out
cultural misfits and
inculcate new people
192
6 questions the
board should ask
about the
hospitalrsquos
workplace
attitudes
193
Question 1
How do we assess
employee engagement
how do we stack up
and how do we boost
it
194
Question 2
Is our culture
dominated by
emotional positivity or
is toxic emotional
negativity evident
195
This question can only
objectively be
answered by the Man
from Marshellip
196
Question 3
Have we established
our zero-tolerance
behaviors and do we
have the courage to
enforce those
standards
197
Question 4
How do we deal with
people in the Rutledge
Quadrant (good skills
bad attitude)
198
Question 5
How are our attitude
and behavior
expectations conveyed
to new employees (and
docs)
199
Question 6
Are we buying our own
press clippings
- Slide 1
- Slide 2
- Slide 3
- Slide 4
- Slide 5
- Slide 6
- Slide 7
- Slide 8
- Slide 9
- Slide 10
- Slide 11
- Slide 12
- Slide 13
- Slide 14
- Slide 15
- Slide 16
- Slide 17
- Slide 18
- Slide 19
- Slide 20
- Slide 21
- Slide 22
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- Slide 24
- Slide 25
- Slide 26
- Slide 27
- Slide 28
- Slide 29
- Slide 30
- Slide 31
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- Slide 33
- Slide 34
- Slide 35
- Slide 36
- Slide 37
- Slide 38
- Slide 39
- Slide 40
- Slide 41
- Slide 42
- Slide 43
- Slide 44
- Slide 45
- Slide 46
- Slide 47
- Slide 48
- Slide 49
- Slide 50
- Slide 51
- Slide 52
- Slide 53
- Slide 54
- Slide 55
- Slide 56
- Slide 57
- Slide 58
- Slide 59
- Slide 60
- Slide 61
- Slide 62
- Slide 63
- Slide 64
- Slide 65
- Slide 66
- Slide 67
- Slide 68
- Slide 69
- Slide 70
- Slide 71
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- Slide 76
- Slide 77
- Slide 78
- Slide 79
- Slide 80
- Slide 81
- Slide 82
- Slide 83
- Slide 84
- Slide 85
- Slide 86
- Slide 87
- Slide 88
- Slide 89
- Slide 90
- Slide 91
- Slide 92
- Slide 93
- Slide 94
- Slide 95
- Slide 96
- Slide 97
- Slide 98
- Slide 99
- Slide 100
- Slide 101
- Slide 102
- Slide 103
- Slide 104
- Slide 105
- Slide 106
- Slide 107
- Slide 108
- Slide 109
- Slide 110
- Slide 111
- Slide 112
- Slide 113
- Slide 114
- Slide 115
- Slide 116
- Slide 117
- Slide 118
- Slide 119
- Slide 120
- Slide 121
- Slide 122
- Slide 123
- Slide 124
- Slide 125
- Slide 126
- Slide 127
- Slide 128
- Slide 129
- Slide 130
- Slide 131
- Slide 132
- Slide 133
- Slide 134
- Slide 135
- Slide 136
- Slide 137
- Slide 138
- Slide 139
- Slide 140
- Slide 141
- Slide 142
- Slide 143
- Slide 144
- Slide 145
- Slide 146
- Slide 147
- Slide 148
- Slide 149
- Slide 150
- Tool 1 The Values Behaviors Outcomes Continuum
- Slide 152
- Slide 153
- Slide 154
- Slide 155
- Slide 156
- Slide 157
- Slide 158
- Slide 159
- Slide 160
- Slide 161
- Slide 162
- Slide 163
- Slide 164
- Slide 165
- Slide 166
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- Slide 189
- Slide 190
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- Slide 192
- Slide 193
- Slide 194
- Slide 195
- Slide 196
- Slide 197
- Slide 198
- Slide 199
-
![Page 139: Joe Tye Presentation for Georgia Hospital Association Trustee Conference, February 11, 2013](https://reader031.fdocuments.net/reader031/viewer/2022012918/544f4973af79593b028b7d1a/html5/thumbnails/139.jpg)
182
Question 7
Do execs use values to
instill the mental and
emotional toughness to
thrive in the
competitive healthcare
environment
183
Question 8
Should we do training
on values-based life
and leadership skills
(eg by joining the
Values Collaborative)
184
Date February 5 2013
Asheville NC
$149 per person
319-624-3889
185
7 questions the
board should ask
about the
hospitalrsquos culture
186
Question 1
Do we have a culture
plan that complements
our strategic plan
187
Question 3
Does our culture
tolerate behaviors not
consistent with our
values (eg gossip is
inconsistent with
integrity)
188
Question 4
Does our culture
tolerate management
by fear and
intimidation (despite
Demingrsquos warning)
189
Question 5
How do we collect and
share the stories that
help to transmit our
culture
190
Question 6
How do we invoke
rituals traditions
celebration and
executive visibility to
foster culture
191
Question 7
How do we screen out
cultural misfits and
inculcate new people
192
6 questions the
board should ask
about the
hospitalrsquos
workplace
attitudes
193
Question 1
How do we assess
employee engagement
how do we stack up
and how do we boost
it
194
Question 2
Is our culture
dominated by
emotional positivity or
is toxic emotional
negativity evident
195
This question can only
objectively be
answered by the Man
from Marshellip
196
Question 3
Have we established
our zero-tolerance
behaviors and do we
have the courage to
enforce those
standards
197
Question 4
How do we deal with
people in the Rutledge
Quadrant (good skills
bad attitude)
198
Question 5
How are our attitude
and behavior
expectations conveyed
to new employees (and
docs)
199
Question 6
Are we buying our own
press clippings
- Slide 1
- Slide 2
- Slide 3
- Slide 4
- Slide 5
- Slide 6
- Slide 7
- Slide 8
- Slide 9
- Slide 10
- Slide 11
- Slide 12
- Slide 13
- Slide 14
- Slide 15
- Slide 16
- Slide 17
- Slide 18
- Slide 19
- Slide 20
- Slide 21
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- Slide 25
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- Slide 113
- Slide 114
- Slide 115
- Slide 116
- Slide 117
- Slide 118
- Slide 119
- Slide 120
- Slide 121
- Slide 122
- Slide 123
- Slide 124
- Slide 125
- Slide 126
- Slide 127
- Slide 128
- Slide 129
- Slide 130
- Slide 131
- Slide 132
- Slide 133
- Slide 134
- Slide 135
- Slide 136
- Slide 137
- Slide 138
- Slide 139
- Slide 140
- Slide 141
- Slide 142
- Slide 143
- Slide 144
- Slide 145
- Slide 146
- Slide 147
- Slide 148
- Slide 149
- Slide 150
- Tool 1 The Values Behaviors Outcomes Continuum
- Slide 152
- Slide 153
- Slide 154
- Slide 155
- Slide 156
- Slide 157
- Slide 158
- Slide 159
- Slide 160
- Slide 161
- Slide 162
- Slide 163
- Slide 164
- Slide 165
- Slide 166
- Slide 167
- Slide 168
- Slide 169
- Slide 170
- Slide 171
- Slide 172
- Slide 173
- Slide 174
- Slide 175
- Slide 176
- Slide 177
- Slide 178
- Slide 179
- Slide 180
- Slide 181
- Slide 182
- Slide 183
- Slide 184
- Slide 185
- Slide 186
- Slide 187
- Slide 188
- Slide 189
- Slide 190
- Slide 191
- Slide 192
- Slide 193
- Slide 194
- Slide 195
- Slide 196
- Slide 197
- Slide 198
- Slide 199
-
![Page 140: Joe Tye Presentation for Georgia Hospital Association Trustee Conference, February 11, 2013](https://reader031.fdocuments.net/reader031/viewer/2022012918/544f4973af79593b028b7d1a/html5/thumbnails/140.jpg)
183
Question 8
Should we do training
on values-based life
and leadership skills
(eg by joining the
Values Collaborative)
184
Date February 5 2013
Asheville NC
$149 per person
319-624-3889
185
7 questions the
board should ask
about the
hospitalrsquos culture
186
Question 1
Do we have a culture
plan that complements
our strategic plan
187
Question 3
Does our culture
tolerate behaviors not
consistent with our
values (eg gossip is
inconsistent with
integrity)
188
Question 4
Does our culture
tolerate management
by fear and
intimidation (despite
Demingrsquos warning)
189
Question 5
How do we collect and
share the stories that
help to transmit our
culture
190
Question 6
How do we invoke
rituals traditions
celebration and
executive visibility to
foster culture
191
Question 7
How do we screen out
cultural misfits and
inculcate new people
192
6 questions the
board should ask
about the
hospitalrsquos
workplace
attitudes
193
Question 1
How do we assess
employee engagement
how do we stack up
and how do we boost
it
194
Question 2
Is our culture
dominated by
emotional positivity or
is toxic emotional
negativity evident
195
This question can only
objectively be
answered by the Man
from Marshellip
196
Question 3
Have we established
our zero-tolerance
behaviors and do we
have the courage to
enforce those
standards
197
Question 4
How do we deal with
people in the Rutledge
Quadrant (good skills
bad attitude)
198
Question 5
How are our attitude
and behavior
expectations conveyed
to new employees (and
docs)
199
Question 6
Are we buying our own
press clippings
- Slide 1
- Slide 2
- Slide 3
- Slide 4
- Slide 5
- Slide 6
- Slide 7
- Slide 8
- Slide 9
- Slide 10
- Slide 11
- Slide 12
- Slide 13
- Slide 14
- Slide 15
- Slide 16
- Slide 17
- Slide 18
- Slide 19
- Slide 20
- Slide 21
- Slide 22
- Slide 23
- Slide 24
- Slide 25
- Slide 26
- Slide 27
- Slide 28
- Slide 29
- Slide 30
- Slide 31
- Slide 32
- Slide 33
- Slide 34
- Slide 35
- Slide 36
- Slide 37
- Slide 38
- Slide 39
- Slide 40
- Slide 41
- Slide 42
- Slide 43
- Slide 44
- Slide 45
- Slide 46
- Slide 47
- Slide 48
- Slide 49
- Slide 50
- Slide 51
- Slide 52
- Slide 53
- Slide 54
- Slide 55
- Slide 56
- Slide 57
- Slide 58
- Slide 59
- Slide 60
- Slide 61
- Slide 62
- Slide 63
- Slide 64
- Slide 65
- Slide 66
- Slide 67
- Slide 68
- Slide 69
- Slide 70
- Slide 71
- Slide 72
- Slide 73
- Slide 74
- Slide 75
- Slide 76
- Slide 77
- Slide 78
- Slide 79
- Slide 80
- Slide 81
- Slide 82
- Slide 83
- Slide 84
- Slide 85
- Slide 86
- Slide 87
- Slide 88
- Slide 89
- Slide 90
- Slide 91
- Slide 92
- Slide 93
- Slide 94
- Slide 95
- Slide 96
- Slide 97
- Slide 98
- Slide 99
- Slide 100
- Slide 101
- Slide 102
- Slide 103
- Slide 104
- Slide 105
- Slide 106
- Slide 107
- Slide 108
- Slide 109
- Slide 110
- Slide 111
- Slide 112
- Slide 113
- Slide 114
- Slide 115
- Slide 116
- Slide 117
- Slide 118
- Slide 119
- Slide 120
- Slide 121
- Slide 122
- Slide 123
- Slide 124
- Slide 125
- Slide 126
- Slide 127
- Slide 128
- Slide 129
- Slide 130
- Slide 131
- Slide 132
- Slide 133
- Slide 134
- Slide 135
- Slide 136
- Slide 137
- Slide 138
- Slide 139
- Slide 140
- Slide 141
- Slide 142
- Slide 143
- Slide 144
- Slide 145
- Slide 146
- Slide 147
- Slide 148
- Slide 149
- Slide 150
- Tool 1 The Values Behaviors Outcomes Continuum
- Slide 152
- Slide 153
- Slide 154
- Slide 155
- Slide 156
- Slide 157
- Slide 158
- Slide 159
- Slide 160
- Slide 161
- Slide 162
- Slide 163
- Slide 164
- Slide 165
- Slide 166
- Slide 167
- Slide 168
- Slide 169
- Slide 170
- Slide 171
- Slide 172
- Slide 173
- Slide 174
- Slide 175
- Slide 176
- Slide 177
- Slide 178
- Slide 179
- Slide 180
- Slide 181
- Slide 182
- Slide 183
- Slide 184
- Slide 185
- Slide 186
- Slide 187
- Slide 188
- Slide 189
- Slide 190
- Slide 191
- Slide 192
- Slide 193
- Slide 194
- Slide 195
- Slide 196
- Slide 197
- Slide 198
- Slide 199
-
![Page 141: Joe Tye Presentation for Georgia Hospital Association Trustee Conference, February 11, 2013](https://reader031.fdocuments.net/reader031/viewer/2022012918/544f4973af79593b028b7d1a/html5/thumbnails/141.jpg)
184
Date February 5 2013
Asheville NC
$149 per person
319-624-3889
185
7 questions the
board should ask
about the
hospitalrsquos culture
186
Question 1
Do we have a culture
plan that complements
our strategic plan
187
Question 3
Does our culture
tolerate behaviors not
consistent with our
values (eg gossip is
inconsistent with
integrity)
188
Question 4
Does our culture
tolerate management
by fear and
intimidation (despite
Demingrsquos warning)
189
Question 5
How do we collect and
share the stories that
help to transmit our
culture
190
Question 6
How do we invoke
rituals traditions
celebration and
executive visibility to
foster culture
191
Question 7
How do we screen out
cultural misfits and
inculcate new people
192
6 questions the
board should ask
about the
hospitalrsquos
workplace
attitudes
193
Question 1
How do we assess
employee engagement
how do we stack up
and how do we boost
it
194
Question 2
Is our culture
dominated by
emotional positivity or
is toxic emotional
negativity evident
195
This question can only
objectively be
answered by the Man
from Marshellip
196
Question 3
Have we established
our zero-tolerance
behaviors and do we
have the courage to
enforce those
standards
197
Question 4
How do we deal with
people in the Rutledge
Quadrant (good skills
bad attitude)
198
Question 5
How are our attitude
and behavior
expectations conveyed
to new employees (and
docs)
199
Question 6
Are we buying our own
press clippings
- Slide 1
- Slide 2
- Slide 3
- Slide 4
- Slide 5
- Slide 6
- Slide 7
- Slide 8
- Slide 9
- Slide 10
- Slide 11
- Slide 12
- Slide 13
- Slide 14
- Slide 15
- Slide 16
- Slide 17
- Slide 18
- Slide 19
- Slide 20
- Slide 21
- Slide 22
- Slide 23
- Slide 24
- Slide 25
- Slide 26
- Slide 27
- Slide 28
- Slide 29
- Slide 30
- Slide 31
- Slide 32
- Slide 33
- Slide 34
- Slide 35
- Slide 36
- Slide 37
- Slide 38
- Slide 39
- Slide 40
- Slide 41
- Slide 42
- Slide 43
- Slide 44
- Slide 45
- Slide 46
- Slide 47
- Slide 48
- Slide 49
- Slide 50
- Slide 51
- Slide 52
- Slide 53
- Slide 54
- Slide 55
- Slide 56
- Slide 57
- Slide 58
- Slide 59
- Slide 60
- Slide 61
- Slide 62
- Slide 63
- Slide 64
- Slide 65
- Slide 66
- Slide 67
- Slide 68
- Slide 69
- Slide 70
- Slide 71
- Slide 72
- Slide 73
- Slide 74
- Slide 75
- Slide 76
- Slide 77
- Slide 78
- Slide 79
- Slide 80
- Slide 81
- Slide 82
- Slide 83
- Slide 84
- Slide 85
- Slide 86
- Slide 87
- Slide 88
- Slide 89
- Slide 90
- Slide 91
- Slide 92
- Slide 93
- Slide 94
- Slide 95
- Slide 96
- Slide 97
- Slide 98
- Slide 99
- Slide 100
- Slide 101
- Slide 102
- Slide 103
- Slide 104
- Slide 105
- Slide 106
- Slide 107
- Slide 108
- Slide 109
- Slide 110
- Slide 111
- Slide 112
- Slide 113
- Slide 114
- Slide 115
- Slide 116
- Slide 117
- Slide 118
- Slide 119
- Slide 120
- Slide 121
- Slide 122
- Slide 123
- Slide 124
- Slide 125
- Slide 126
- Slide 127
- Slide 128
- Slide 129
- Slide 130
- Slide 131
- Slide 132
- Slide 133
- Slide 134
- Slide 135
- Slide 136
- Slide 137
- Slide 138
- Slide 139
- Slide 140
- Slide 141
- Slide 142
- Slide 143
- Slide 144
- Slide 145
- Slide 146
- Slide 147
- Slide 148
- Slide 149
- Slide 150
- Tool 1 The Values Behaviors Outcomes Continuum
- Slide 152
- Slide 153
- Slide 154
- Slide 155
- Slide 156
- Slide 157
- Slide 158
- Slide 159
- Slide 160
- Slide 161
- Slide 162
- Slide 163
- Slide 164
- Slide 165
- Slide 166
- Slide 167
- Slide 168
- Slide 169
- Slide 170
- Slide 171
- Slide 172
- Slide 173
- Slide 174
- Slide 175
- Slide 176
- Slide 177
- Slide 178
- Slide 179
- Slide 180
- Slide 181
- Slide 182
- Slide 183
- Slide 184
- Slide 185
- Slide 186
- Slide 187
- Slide 188
- Slide 189
- Slide 190
- Slide 191
- Slide 192
- Slide 193
- Slide 194
- Slide 195
- Slide 196
- Slide 197
- Slide 198
- Slide 199
-
![Page 142: Joe Tye Presentation for Georgia Hospital Association Trustee Conference, February 11, 2013](https://reader031.fdocuments.net/reader031/viewer/2022012918/544f4973af79593b028b7d1a/html5/thumbnails/142.jpg)
185
7 questions the
board should ask
about the
hospitalrsquos culture
186
Question 1
Do we have a culture
plan that complements
our strategic plan
187
Question 3
Does our culture
tolerate behaviors not
consistent with our
values (eg gossip is
inconsistent with
integrity)
188
Question 4
Does our culture
tolerate management
by fear and
intimidation (despite
Demingrsquos warning)
189
Question 5
How do we collect and
share the stories that
help to transmit our
culture
190
Question 6
How do we invoke
rituals traditions
celebration and
executive visibility to
foster culture
191
Question 7
How do we screen out
cultural misfits and
inculcate new people
192
6 questions the
board should ask
about the
hospitalrsquos
workplace
attitudes
193
Question 1
How do we assess
employee engagement
how do we stack up
and how do we boost
it
194
Question 2
Is our culture
dominated by
emotional positivity or
is toxic emotional
negativity evident
195
This question can only
objectively be
answered by the Man
from Marshellip
196
Question 3
Have we established
our zero-tolerance
behaviors and do we
have the courage to
enforce those
standards
197
Question 4
How do we deal with
people in the Rutledge
Quadrant (good skills
bad attitude)
198
Question 5
How are our attitude
and behavior
expectations conveyed
to new employees (and
docs)
199
Question 6
Are we buying our own
press clippings
- Slide 1
- Slide 2
- Slide 3
- Slide 4
- Slide 5
- Slide 6
- Slide 7
- Slide 8
- Slide 9
- Slide 10
- Slide 11
- Slide 12
- Slide 13
- Slide 14
- Slide 15
- Slide 16
- Slide 17
- Slide 18
- Slide 19
- Slide 20
- Slide 21
- Slide 22
- Slide 23
- Slide 24
- Slide 25
- Slide 26
- Slide 27
- Slide 28
- Slide 29
- Slide 30
- Slide 31
- Slide 32
- Slide 33
- Slide 34
- Slide 35
- Slide 36
- Slide 37
- Slide 38
- Slide 39
- Slide 40
- Slide 41
- Slide 42
- Slide 43
- Slide 44
- Slide 45
- Slide 46
- Slide 47
- Slide 48
- Slide 49
- Slide 50
- Slide 51
- Slide 52
- Slide 53
- Slide 54
- Slide 55
- Slide 56
- Slide 57
- Slide 58
- Slide 59
- Slide 60
- Slide 61
- Slide 62
- Slide 63
- Slide 64
- Slide 65
- Slide 66
- Slide 67
- Slide 68
- Slide 69
- Slide 70
- Slide 71
- Slide 72
- Slide 73
- Slide 74
- Slide 75
- Slide 76
- Slide 77
- Slide 78
- Slide 79
- Slide 80
- Slide 81
- Slide 82
- Slide 83
- Slide 84
- Slide 85
- Slide 86
- Slide 87
- Slide 88
- Slide 89
- Slide 90
- Slide 91
- Slide 92
- Slide 93
- Slide 94
- Slide 95
- Slide 96
- Slide 97
- Slide 98
- Slide 99
- Slide 100
- Slide 101
- Slide 102
- Slide 103
- Slide 104
- Slide 105
- Slide 106
- Slide 107
- Slide 108
- Slide 109
- Slide 110
- Slide 111
- Slide 112
- Slide 113
- Slide 114
- Slide 115
- Slide 116
- Slide 117
- Slide 118
- Slide 119
- Slide 120
- Slide 121
- Slide 122
- Slide 123
- Slide 124
- Slide 125
- Slide 126
- Slide 127
- Slide 128
- Slide 129
- Slide 130
- Slide 131
- Slide 132
- Slide 133
- Slide 134
- Slide 135
- Slide 136
- Slide 137
- Slide 138
- Slide 139
- Slide 140
- Slide 141
- Slide 142
- Slide 143
- Slide 144
- Slide 145
- Slide 146
- Slide 147
- Slide 148
- Slide 149
- Slide 150
- Tool 1 The Values Behaviors Outcomes Continuum
- Slide 152
- Slide 153
- Slide 154
- Slide 155
- Slide 156
- Slide 157
- Slide 158
- Slide 159
- Slide 160
- Slide 161
- Slide 162
- Slide 163
- Slide 164
- Slide 165
- Slide 166
- Slide 167
- Slide 168
- Slide 169
- Slide 170
- Slide 171
- Slide 172
- Slide 173
- Slide 174
- Slide 175
- Slide 176
- Slide 177
- Slide 178
- Slide 179
- Slide 180
- Slide 181
- Slide 182
- Slide 183
- Slide 184
- Slide 185
- Slide 186
- Slide 187
- Slide 188
- Slide 189
- Slide 190
- Slide 191
- Slide 192
- Slide 193
- Slide 194
- Slide 195
- Slide 196
- Slide 197
- Slide 198
- Slide 199
-
![Page 143: Joe Tye Presentation for Georgia Hospital Association Trustee Conference, February 11, 2013](https://reader031.fdocuments.net/reader031/viewer/2022012918/544f4973af79593b028b7d1a/html5/thumbnails/143.jpg)
186
Question 1
Do we have a culture
plan that complements
our strategic plan
187
Question 3
Does our culture
tolerate behaviors not
consistent with our
values (eg gossip is
inconsistent with
integrity)
188
Question 4
Does our culture
tolerate management
by fear and
intimidation (despite
Demingrsquos warning)
189
Question 5
How do we collect and
share the stories that
help to transmit our
culture
190
Question 6
How do we invoke
rituals traditions
celebration and
executive visibility to
foster culture
191
Question 7
How do we screen out
cultural misfits and
inculcate new people
192
6 questions the
board should ask
about the
hospitalrsquos
workplace
attitudes
193
Question 1
How do we assess
employee engagement
how do we stack up
and how do we boost
it
194
Question 2
Is our culture
dominated by
emotional positivity or
is toxic emotional
negativity evident
195
This question can only
objectively be
answered by the Man
from Marshellip
196
Question 3
Have we established
our zero-tolerance
behaviors and do we
have the courage to
enforce those
standards
197
Question 4
How do we deal with
people in the Rutledge
Quadrant (good skills
bad attitude)
198
Question 5
How are our attitude
and behavior
expectations conveyed
to new employees (and
docs)
199
Question 6
Are we buying our own
press clippings
- Slide 1
- Slide 2
- Slide 3
- Slide 4
- Slide 5
- Slide 6
- Slide 7
- Slide 8
- Slide 9
- Slide 10
- Slide 11
- Slide 12
- Slide 13
- Slide 14
- Slide 15
- Slide 16
- Slide 17
- Slide 18
- Slide 19
- Slide 20
- Slide 21
- Slide 22
- Slide 23
- Slide 24
- Slide 25
- Slide 26
- Slide 27
- Slide 28
- Slide 29
- Slide 30
- Slide 31
- Slide 32
- Slide 33
- Slide 34
- Slide 35
- Slide 36
- Slide 37
- Slide 38
- Slide 39
- Slide 40
- Slide 41
- Slide 42
- Slide 43
- Slide 44
- Slide 45
- Slide 46
- Slide 47
- Slide 48
- Slide 49
- Slide 50
- Slide 51
- Slide 52
- Slide 53
- Slide 54
- Slide 55
- Slide 56
- Slide 57
- Slide 58
- Slide 59
- Slide 60
- Slide 61
- Slide 62
- Slide 63
- Slide 64
- Slide 65
- Slide 66
- Slide 67
- Slide 68
- Slide 69
- Slide 70
- Slide 71
- Slide 72
- Slide 73
- Slide 74
- Slide 75
- Slide 76
- Slide 77
- Slide 78
- Slide 79
- Slide 80
- Slide 81
- Slide 82
- Slide 83
- Slide 84
- Slide 85
- Slide 86
- Slide 87
- Slide 88
- Slide 89
- Slide 90
- Slide 91
- Slide 92
- Slide 93
- Slide 94
- Slide 95
- Slide 96
- Slide 97
- Slide 98
- Slide 99
- Slide 100
- Slide 101
- Slide 102
- Slide 103
- Slide 104
- Slide 105
- Slide 106
- Slide 107
- Slide 108
- Slide 109
- Slide 110
- Slide 111
- Slide 112
- Slide 113
- Slide 114
- Slide 115
- Slide 116
- Slide 117
- Slide 118
- Slide 119
- Slide 120
- Slide 121
- Slide 122
- Slide 123
- Slide 124
- Slide 125
- Slide 126
- Slide 127
- Slide 128
- Slide 129
- Slide 130
- Slide 131
- Slide 132
- Slide 133
- Slide 134
- Slide 135
- Slide 136
- Slide 137
- Slide 138
- Slide 139
- Slide 140
- Slide 141
- Slide 142
- Slide 143
- Slide 144
- Slide 145
- Slide 146
- Slide 147
- Slide 148
- Slide 149
- Slide 150
- Tool 1 The Values Behaviors Outcomes Continuum
- Slide 152
- Slide 153
- Slide 154
- Slide 155
- Slide 156
- Slide 157
- Slide 158
- Slide 159
- Slide 160
- Slide 161
- Slide 162
- Slide 163
- Slide 164
- Slide 165
- Slide 166
- Slide 167
- Slide 168
- Slide 169
- Slide 170
- Slide 171
- Slide 172
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- Slide 174
- Slide 175
- Slide 176
- Slide 177
- Slide 178
- Slide 179
- Slide 180
- Slide 181
- Slide 182
- Slide 183
- Slide 184
- Slide 185
- Slide 186
- Slide 187
- Slide 188
- Slide 189
- Slide 190
- Slide 191
- Slide 192
- Slide 193
- Slide 194
- Slide 195
- Slide 196
- Slide 197
- Slide 198
- Slide 199
-
![Page 144: Joe Tye Presentation for Georgia Hospital Association Trustee Conference, February 11, 2013](https://reader031.fdocuments.net/reader031/viewer/2022012918/544f4973af79593b028b7d1a/html5/thumbnails/144.jpg)
187
Question 3
Does our culture
tolerate behaviors not
consistent with our
values (eg gossip is
inconsistent with
integrity)
188
Question 4
Does our culture
tolerate management
by fear and
intimidation (despite
Demingrsquos warning)
189
Question 5
How do we collect and
share the stories that
help to transmit our
culture
190
Question 6
How do we invoke
rituals traditions
celebration and
executive visibility to
foster culture
191
Question 7
How do we screen out
cultural misfits and
inculcate new people
192
6 questions the
board should ask
about the
hospitalrsquos
workplace
attitudes
193
Question 1
How do we assess
employee engagement
how do we stack up
and how do we boost
it
194
Question 2
Is our culture
dominated by
emotional positivity or
is toxic emotional
negativity evident
195
This question can only
objectively be
answered by the Man
from Marshellip
196
Question 3
Have we established
our zero-tolerance
behaviors and do we
have the courage to
enforce those
standards
197
Question 4
How do we deal with
people in the Rutledge
Quadrant (good skills
bad attitude)
198
Question 5
How are our attitude
and behavior
expectations conveyed
to new employees (and
docs)
199
Question 6
Are we buying our own
press clippings
- Slide 1
- Slide 2
- Slide 3
- Slide 4
- Slide 5
- Slide 6
- Slide 7
- Slide 8
- Slide 9
- Slide 10
- Slide 11
- Slide 12
- Slide 13
- Slide 14
- Slide 15
- Slide 16
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- Slide 150
- Tool 1 The Values Behaviors Outcomes Continuum
- Slide 152
- Slide 153
- Slide 154
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- Slide 158
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-
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188
Question 4
Does our culture
tolerate management
by fear and
intimidation (despite
Demingrsquos warning)
189
Question 5
How do we collect and
share the stories that
help to transmit our
culture
190
Question 6
How do we invoke
rituals traditions
celebration and
executive visibility to
foster culture
191
Question 7
How do we screen out
cultural misfits and
inculcate new people
192
6 questions the
board should ask
about the
hospitalrsquos
workplace
attitudes
193
Question 1
How do we assess
employee engagement
how do we stack up
and how do we boost
it
194
Question 2
Is our culture
dominated by
emotional positivity or
is toxic emotional
negativity evident
195
This question can only
objectively be
answered by the Man
from Marshellip
196
Question 3
Have we established
our zero-tolerance
behaviors and do we
have the courage to
enforce those
standards
197
Question 4
How do we deal with
people in the Rutledge
Quadrant (good skills
bad attitude)
198
Question 5
How are our attitude
and behavior
expectations conveyed
to new employees (and
docs)
199
Question 6
Are we buying our own
press clippings
- Slide 1
- Slide 2
- Slide 3
- Slide 4
- Slide 5
- Slide 6
- Slide 7
- Slide 8
- Slide 9
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- Slide 141
- Slide 142
- Slide 143
- Slide 144
- Slide 145
- Slide 146
- Slide 147
- Slide 148
- Slide 149
- Slide 150
- Tool 1 The Values Behaviors Outcomes Continuum
- Slide 152
- Slide 153
- Slide 154
- Slide 155
- Slide 156
- Slide 157
- Slide 158
- Slide 159
- Slide 160
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-
![Page 146: Joe Tye Presentation for Georgia Hospital Association Trustee Conference, February 11, 2013](https://reader031.fdocuments.net/reader031/viewer/2022012918/544f4973af79593b028b7d1a/html5/thumbnails/146.jpg)
189
Question 5
How do we collect and
share the stories that
help to transmit our
culture
190
Question 6
How do we invoke
rituals traditions
celebration and
executive visibility to
foster culture
191
Question 7
How do we screen out
cultural misfits and
inculcate new people
192
6 questions the
board should ask
about the
hospitalrsquos
workplace
attitudes
193
Question 1
How do we assess
employee engagement
how do we stack up
and how do we boost
it
194
Question 2
Is our culture
dominated by
emotional positivity or
is toxic emotional
negativity evident
195
This question can only
objectively be
answered by the Man
from Marshellip
196
Question 3
Have we established
our zero-tolerance
behaviors and do we
have the courage to
enforce those
standards
197
Question 4
How do we deal with
people in the Rutledge
Quadrant (good skills
bad attitude)
198
Question 5
How are our attitude
and behavior
expectations conveyed
to new employees (and
docs)
199
Question 6
Are we buying our own
press clippings
- Slide 1
- Slide 2
- Slide 3
- Slide 4
- Slide 5
- Slide 6
- Slide 7
- Slide 8
- Slide 9
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- Slide 142
- Slide 143
- Slide 144
- Slide 145
- Slide 146
- Slide 147
- Slide 148
- Slide 149
- Slide 150
- Tool 1 The Values Behaviors Outcomes Continuum
- Slide 152
- Slide 153
- Slide 154
- Slide 155
- Slide 156
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- Slide 158
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- Slide 160
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-
![Page 147: Joe Tye Presentation for Georgia Hospital Association Trustee Conference, February 11, 2013](https://reader031.fdocuments.net/reader031/viewer/2022012918/544f4973af79593b028b7d1a/html5/thumbnails/147.jpg)
190
Question 6
How do we invoke
rituals traditions
celebration and
executive visibility to
foster culture
191
Question 7
How do we screen out
cultural misfits and
inculcate new people
192
6 questions the
board should ask
about the
hospitalrsquos
workplace
attitudes
193
Question 1
How do we assess
employee engagement
how do we stack up
and how do we boost
it
194
Question 2
Is our culture
dominated by
emotional positivity or
is toxic emotional
negativity evident
195
This question can only
objectively be
answered by the Man
from Marshellip
196
Question 3
Have we established
our zero-tolerance
behaviors and do we
have the courage to
enforce those
standards
197
Question 4
How do we deal with
people in the Rutledge
Quadrant (good skills
bad attitude)
198
Question 5
How are our attitude
and behavior
expectations conveyed
to new employees (and
docs)
199
Question 6
Are we buying our own
press clippings
- Slide 1
- Slide 2
- Slide 3
- Slide 4
- Slide 5
- Slide 6
- Slide 7
- Slide 8
- Slide 9
- Slide 10
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- Slide 142
- Slide 143
- Slide 144
- Slide 145
- Slide 146
- Slide 147
- Slide 148
- Slide 149
- Slide 150
- Tool 1 The Values Behaviors Outcomes Continuum
- Slide 152
- Slide 153
- Slide 154
- Slide 155
- Slide 156
- Slide 157
- Slide 158
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-
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191
Question 7
How do we screen out
cultural misfits and
inculcate new people
192
6 questions the
board should ask
about the
hospitalrsquos
workplace
attitudes
193
Question 1
How do we assess
employee engagement
how do we stack up
and how do we boost
it
194
Question 2
Is our culture
dominated by
emotional positivity or
is toxic emotional
negativity evident
195
This question can only
objectively be
answered by the Man
from Marshellip
196
Question 3
Have we established
our zero-tolerance
behaviors and do we
have the courage to
enforce those
standards
197
Question 4
How do we deal with
people in the Rutledge
Quadrant (good skills
bad attitude)
198
Question 5
How are our attitude
and behavior
expectations conveyed
to new employees (and
docs)
199
Question 6
Are we buying our own
press clippings
- Slide 1
- Slide 2
- Slide 3
- Slide 4
- Slide 5
- Slide 6
- Slide 7
- Slide 8
- Slide 9
- Slide 10
- Slide 11
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- Slide 142
- Slide 143
- Slide 144
- Slide 145
- Slide 146
- Slide 147
- Slide 148
- Slide 149
- Slide 150
- Tool 1 The Values Behaviors Outcomes Continuum
- Slide 152
- Slide 153
- Slide 154
- Slide 155
- Slide 156
- Slide 157
- Slide 158
- Slide 159
- Slide 160
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-
![Page 149: Joe Tye Presentation for Georgia Hospital Association Trustee Conference, February 11, 2013](https://reader031.fdocuments.net/reader031/viewer/2022012918/544f4973af79593b028b7d1a/html5/thumbnails/149.jpg)
192
6 questions the
board should ask
about the
hospitalrsquos
workplace
attitudes
193
Question 1
How do we assess
employee engagement
how do we stack up
and how do we boost
it
194
Question 2
Is our culture
dominated by
emotional positivity or
is toxic emotional
negativity evident
195
This question can only
objectively be
answered by the Man
from Marshellip
196
Question 3
Have we established
our zero-tolerance
behaviors and do we
have the courage to
enforce those
standards
197
Question 4
How do we deal with
people in the Rutledge
Quadrant (good skills
bad attitude)
198
Question 5
How are our attitude
and behavior
expectations conveyed
to new employees (and
docs)
199
Question 6
Are we buying our own
press clippings
- Slide 1
- Slide 2
- Slide 3
- Slide 4
- Slide 5
- Slide 6
- Slide 7
- Slide 8
- Slide 9
- Slide 10
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193
Question 1
How do we assess
employee engagement
how do we stack up
and how do we boost
it
194
Question 2
Is our culture
dominated by
emotional positivity or
is toxic emotional
negativity evident
195
This question can only
objectively be
answered by the Man
from Marshellip
196
Question 3
Have we established
our zero-tolerance
behaviors and do we
have the courage to
enforce those
standards
197
Question 4
How do we deal with
people in the Rutledge
Quadrant (good skills
bad attitude)
198
Question 5
How are our attitude
and behavior
expectations conveyed
to new employees (and
docs)
199
Question 6
Are we buying our own
press clippings
- Slide 1
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- Tool 1 The Values Behaviors Outcomes Continuum
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194
Question 2
Is our culture
dominated by
emotional positivity or
is toxic emotional
negativity evident
195
This question can only
objectively be
answered by the Man
from Marshellip
196
Question 3
Have we established
our zero-tolerance
behaviors and do we
have the courage to
enforce those
standards
197
Question 4
How do we deal with
people in the Rutledge
Quadrant (good skills
bad attitude)
198
Question 5
How are our attitude
and behavior
expectations conveyed
to new employees (and
docs)
199
Question 6
Are we buying our own
press clippings
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- Tool 1 The Values Behaviors Outcomes Continuum
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195
This question can only
objectively be
answered by the Man
from Marshellip
196
Question 3
Have we established
our zero-tolerance
behaviors and do we
have the courage to
enforce those
standards
197
Question 4
How do we deal with
people in the Rutledge
Quadrant (good skills
bad attitude)
198
Question 5
How are our attitude
and behavior
expectations conveyed
to new employees (and
docs)
199
Question 6
Are we buying our own
press clippings
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- Tool 1 The Values Behaviors Outcomes Continuum
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196
Question 3
Have we established
our zero-tolerance
behaviors and do we
have the courage to
enforce those
standards
197
Question 4
How do we deal with
people in the Rutledge
Quadrant (good skills
bad attitude)
198
Question 5
How are our attitude
and behavior
expectations conveyed
to new employees (and
docs)
199
Question 6
Are we buying our own
press clippings
- Slide 1
- Slide 2
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- Tool 1 The Values Behaviors Outcomes Continuum
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197
Question 4
How do we deal with
people in the Rutledge
Quadrant (good skills
bad attitude)
198
Question 5
How are our attitude
and behavior
expectations conveyed
to new employees (and
docs)
199
Question 6
Are we buying our own
press clippings
- Slide 1
- Slide 2
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198
Question 5
How are our attitude
and behavior
expectations conveyed
to new employees (and
docs)
199
Question 6
Are we buying our own
press clippings
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199
Question 6
Are we buying our own
press clippings
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