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Senior leadership team dysfunction in one or more of five specific areas can undermine the success and speed of leading organization-wide improvement and growth initiatives.

In this episode, Sue Tetzlaff and Courtney Kloehn discuss the critical importance of strengthening senior leadership teams within healthcare organizations. They explore the common dysfunctions that can hinder effective leadership and provide actionable tactics for improvement. The conversation emphasizes the need for cohesive teamwork, strategic focus, and continuous development to foster a positive organizational culture. Key categories for leadership improvement are identified, along with practical steps for ongoing enhancement of team dynamics.

• How senior leadership teams function collaboratively is crucial for stewarding successful organization-wide change initiatives.
• Diverse perspectives in leadership discussions strengthen decision-making.
• Empathy and understanding among team members enhance collaboration.
• Regularly scheduled meetings should focus on strategic rather than operational issues.
• Leadership practices must be role-modeled by executives to be effective.
• Building trust is essential for effective team dynamics.
• Facilitated conversations can help identify areas for improvement.
• Continuous monitoring of leadership effectiveness is necessary for growth.
• Creating a fun and engaging environment can enhance team collaboration.

Reach us at CapstoneLeadership.net or info@capstoneleadership.net

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In this episode of Culture Change RX, Sue Tetzlaff discusses the critical issue of misalignment within healthcare organizations. She shares insights from her experience founding Capstone Leadership Solutions and outlines a framework for achieving great strategies. The conversation emphasizes the importance of creating alignment through team structures, effective leadership, and achievement systems, while also addressing the barriers to change. Sue encourages healthcare leaders to adopt this framework to enhance organizational culture and performance and ultimately long term viability and success.

• Misalignment is a significant issue in healthcare organizations.
• Capstone’s framework for achieving great strategies includes an execution emphasis for creating alignment, ownership, and agility.
• Creating alignment involves engaging frontline employees in strategic priorities.
• Leadership systems must be unified to avoid misalignment.
• Achievement systems help in setting and achieving organizational goals.
• Change systems face common barriers that can hinder progress.
• A unified framework can eliminate guesswork in improvement efforts.
• Alignment enhances organizational effectiveness.

Access the past episode, The Formula Behind Your Hospital’s Future: Fading or Rocket Fuel? https://www.buzzsprout.com/2315930/episodes/17479922 referenced in this episode.

Need help improving the culture, performance, and results of your healthcare organization? If so, let’s talk.

Join Capstone Coaches and healthcare leaders from all around the country in our private Facebook group, Fans of the Framework.

Are we connected yet on LinkedIn?

Reach us at CapstoneLeadership.net or info@capstoneleadership.net

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Leverage the leadership practice of rounding to strengthen psychological safety, just culture, and high reliability.

In this episode, Sue Tetzlaff discusses the importance of high reliability, just culture, and psychological safety in healthcare leadership. She emphasizes the significance of strengthening relationships through rounding, effective questioning, and the need for follow-up to build trust within teams. The conversation highlights practical options for leaders to engage with their employees in conversations about the culture of safety and high reliability.

Access the resource document (3 Options for Psychological-Safety related Rounding Questions) referenced in this episode.

• Rounding is a proactive approach to leadership.
• Effective rounding can elevate psychological safety.
• Local leadership significantly impacts organizational culture.
• One option for rounding questions: Use employee surveys to inform rounding discussions.
• Another option for rounding questions: Amy Edmondson’s psychological safety assessment questions are adapted into a set of seven possible rounding questions.
• A third option for rounding questions: When the environment and/or relationship warrants it, specific “low-trust” rounding questions will be more appropriate for leaders to ask.
• Follow-up is key to building trust in relationships.

Need help improving the culture, performance, and results of your healthcare organization? If so, let’s talk.

Join Capstone Coaches and healthcare leaders from all around the country in our private Facebook group, Fans of the Framework.

Are we connected yet on LinkedIn?

Reach us at CapstoneLeadership.net or info@capstoneleadership.net