Employee Engagement: Orientation Through Storytelling
•Als PPTX, PDF herunterladen•
0 gefällt mir•361 views
Erica Davis, PeaceHealth
Empfohlen
Weitere ähnliche Inhalte
Was ist angesagt?
Was ist angesagt? (18)
Andere mochten auch
Andere mochten auch (15)
Ähnlich wie Employee Engagement: Orientation Through Storytelling
Ähnlich wie Employee Engagement: Orientation Through Storytelling (20)
Mehr von Training Industry Conference & Expo
Mehr von Training Industry Conference & Expo (20)
Kürzlich hochgeladen
Kürzlich hochgeladen (20)
Employee Engagement: Orientation Through Storytelling
- 1. Orientation Through Storytelling Welcome! Before we get started… Share one thing you hope to learn today. Send a text to 22333 (enter PHPOLL as your message) to join the session. Once joined, simply text your response! OR Go to: pollev.com/phpoll
- 2. Employee Engagement: Orientation Through Storytelling E r i c a D a v i s , P r o g r a m M a n a g e r L e a r n i n g & L e a d e r s h i p D e v e l o p m e n t P e a c e H e a l t h V a n c o u v e r , W A
- 4. Your Turn • Find a partner • 5 min • Share the story of how you got your name or how you got a nickname
- 5. Why stories?
- 6. On this day, the ____________ of (insert day) _____________, _________(insert month) (insert year) I __________________________ (insert name) joined PeaceHealth as a caregiver in service to all those who come to us in their time of need. Caregivers: Our heroes!
- 7. How did we get there?
- 8. Before… • 6 versions • Different lengths of time • Transfers and rehires • Time and $ • Compliance issues • “How to get fired” • Lack of identity • Previous attempts = failed!
- 9. Creating a vision… Topics that portray our culture Relevant regardless of role or location Builds our story and creates connection to it Tells the “Why” Ability to communicate in all locations without variation in key messages Topics best delivered in person Orientation, NOT training Enduring and strategic vs. skill building and tactical Create excitement, engagement, and inspiration
- 12. Lessons Learned • Stakeholder input & buy-in • Support at all levels • Right team/resources • Measure progress, track metrics • See topics as part of larger story • Find ways for new employees to tell their story
- 13. “My stepdad attended orientation this past Monday. When he got home, he was so excited and pumped to be working for PeaceHealth. He told me it was the best orientation he had ever attended...most everyone felt the same... It made them feel good to see all caregivers being brought together regardless of their role in the organization. As his daughter, it was pretty amazing to see him so excited and motivated to work for us, simply from attending NCO.”
- 14. What is your organization’s story? • Once upon a time… • And every day… • But one day… • Because of that… • Because of that… • Until finally… • Every since then… • And the moral is…
- 15. Q & A Erica Davis edavis5@peacehealth.org 360-729-1496
- 16. Keep your heart happy.
Hinweis der Redaktion
- Encourage people to respond to PollEV, share results at start of session (switch to PollEv slide, don’t forget to activate poll!)
- Welcome! Provide a journey placemat to each participant Share PollEv results before this
- Welcome and intro – 3 min PeaceHealth Founded 1890 Regional health care org in three states: OR, WA, AK Serving mainly rural areas, providing critical care access 350,000 patients annually 10 medical centers, over 60 medical group sites, 12 laboratories, 16,000 caregivers, 800 physicians and providers FY16 hired over 7,000 caregivers and providers Provide orientation twice/month in five locations for caregivers and employed physicians = 120 orientations a year! My background – always had a passion for leadership development. In 2012, transitioned to this line of work FT after many years on operational side in for/non-profit orgs where I also led training and leadership dev work. Real estate, economic development, youth and family services, AmeriCorps programs, professional associations, mental health. Undergrad in Education and just finished MS in Leadership through Northeastern’s Center for Professional Studies in Boston (traveling there after conference to graduate!). 2 yrs @ PH - org effectiveness, OD, leadership development and L&D including leadership of our first non-clinical lean improvement project for new employee orientation. Our improvement team – 2 instructional designers (1.25 FTE), 1 program manager (me), 1 lean process coach (Liz), a sponsor, Management Guidance team (7 members, mostly sr leadership), and workshop team of about a dozen people for 2 days. Seven facilitators to train
- Intro and time to share – 6 min, 3 min each Debrief – 5 min Debrief – power of story, what was it like to tell the story of your name? What emotions did you experience? How about hearing another person’s story? Will that stick with you? What if the person had just shard with you some facts about their name?
- Video – 3 min Debrief – 3 min So, why stories? Show Nancy Duarte clip Start at 2:33, end at 5:01 What did you hear? Why stories? Physical and emotional reaction Grabs our attention
- 5 min Who is the hero? We made our caregivers the hero and we guided them on their journey to become part of the PH family. It’s not about PH or the facilitator being the hero but about our new caregivers, why they came to PH, what touches them about working in health care. Meaning making – not about compliance and orientation to the role, but orientation to PH, to the culture of our org, our mission, history, heritage and values. What makes it sticky? Giving opportunities for caregivers to integrate this into their own story. Ways that we do it: Speed networking to energize the participants and focus on the gifts and talents they bring to the organization. Share personal journey timeline handout Visual explorer to connect with PH mission and values, gives caregivers opportunity to be known in NCO by their peers and tell their personal story, connect to our mission and values Ideal caregiver activity What happens – people cry! People share personal stories of why they got into health care (story of woman who’s mom is homeless and has mental health issues), people laugh, people connect with themselves, each other, the organization. People have an emotional experience that connects them to eachother and to the organization. The power of story!
- 5 min Gathered cross-functional team for a 2 day workshop Met with over 50 stakeholders and teams across the system to gather input and get buy-in Goal – make it sound like a story, a journey, vs being told random and unrelated bits of info. Each topic tied back into the next and there were references throughout about core aspects such as our mission, values, etc. Explained the WHY, behind why we were teaching each topic. Each section has an interactive component with 2-3 activity choices so the facilitator can adapt based upon class size and their own comfort level with different activities. We also had to adapt to some locations that have only a handful of caregivers at NCO and some that have as many as 80 at a time. Flexibility is key!
- 5 min Issues Six notebooks representing six different orientation stories. Different content, different lengths of time, different message often focused on the local hospital community’s identity vs on PeaceHealth as an organization. Overly focused on training vs. a simple orientation with many topics being “how to get fired!” Potential for e-learning with compliance topics (great accountability, learn at own pace) Transfers repeat NCO because it is not consistent in each location, redundancy and increased cost First major step in L&D to move toward system approach Previous attempts to standardize content without success Pressure locally to include preferred topics of local leadership Needs: Greater flexibility with onboarding In-person orientation with focus on high-touch, interactive components Mandatory/compliance topics moved to e-learning modules (no increase in total time for orientation) Consistency in training content Updating of content via central location & ownership
- 2 min We wanted caregivers to leave NCO feeling excited to start their new job, with a basic understanding of PH’s mission, vision, values, history and heritage, having built some relationships with other new caregivers. Feel welcome, inspired and included in the PH story. Key step was starting with a vision for the work and then going into the details. Utilized inclusion criteria to do so: Topics that portray our culture Relevant regardless of role or location Builds our story and creates connection to it Tells the “Why” Ability to communicate in all locations without variation in key messages Topics best delivered in person Orientation, NOT training Enduring and strategic vs. skill building and tactical Create excitement, engagement, and inspiration
- 2 min Talk about how we created buy-in from those who oversee compliance topics by leveraging e-learning in LMS. Not everything belongs in orientation. It involved making some tough decisions and sticking to our set criteria.
- 2 min Interactive graphic using Prezi presentation Use of dialogue, small groups, video, podcasts, images and an overall story to orient new caregivers Integrative ways for caregivers to tell their story throughout the day – Visual Explorer, etc. Share personal journey timeline handout Great outcomes – high ratings!
- 5 min Over 50 stakeholders interviewed, standardized presentation to each one, addressed concerns up front Support from highest level in org for project and CHRO on MGT from start Resources allotted for curriculum design and time for team to meet and do work sessions, training, etc. Measured progress through ongoing survey tool, gave us backing to make adjustment as needed (i.e. ethics content) and to validate use of elearning for compliance topics
- 1 min Share some success stories from survey
- 8 min for activity Take a moment to think about the story your organization has to tell. The story spine can help you get started. Use this as a take-away to go back to your organization and think about how this story is being told in orientation. If it’s currently not being told, how you can begin to tell it more fully?
- 5 min for Q and A