Culture Change RX

Send us a MessageIn this episode of Culture Change RX, Sue Tetzlaff explores the concept of being 'in the red' culturally within healthcare organizations, drawing parallels to financial health. She discusses key indicators of cultural health, the impact of employee disengagement, and the necessary components of a cultural turnaround. Emphasizing the importance of strong leadership and long-term commitment, Tetzlaff encourages organizations to assess their cultural status and take action to foster a thriving workplace environment.Data is essential for understanding cultural health and guiding improvements.Key indicators of cultural health include turnover rates and employee engagement scores.Active disengagement costs the U.S. economy significantly.Culturally in the red feels like negativity and disconnection.Cultural recoveries require strong leadership and clear diagnosis.Organizations should assess their cultural status regularly.A healthy culture attracts talent and improves patient care.Need help improving the culture, performance, and results of your healthcare organization? If so, let's talk:  https://www.capstoneleadership.net/contact-usAre we connected yet on LinkedIn? https://www.linkedin.com/in/suetetzlaff/Reach us at CapstoneLeadership.net or info@capstoneleadership.net

Send us a MessageIn this episode of Culture Change RX, Sue Tetzlaff explores the long-term nature of culture change within organizations, particularly in healthcare. Using analogies of soup and dye in water, she goes on to emphasize the importance of commitment, competency, and consistency in fostering a positive culture. Tetzlaff outlines four key elements necessary for effective culture change and warns against the pitfalls of short-term initiatives and always-changing directions that fail to create the desired positive and lasting impacts.A vibrant culture is distinctly different from a lukewarm one.Organizations often switch strategies too frequently, resulting in “starting over” again and again.Long-term commitment yields lasting culture change.The cumulative impact of every individual's contribution, competency, consistency, and long term commitment create the culture.Need help improving the culture, performance, and results of your healthcare organization? If so, let's talk:  https://www.capstoneleadership.net/contact-usAre we connected yet on LinkedIn? https://www.linkedin.com/in/suetetzlaff/Reach us at CapstoneLeadership.net or info@capstoneleadership.net

Send us a MessageIn this episode of Culture Change RX, Sue Tetzlaff explores the critical relationship between culture and strategy execution in healthcare organizations. She introduces a strategy execution matrix that categorizes organizations based on their planning and execution capabilities. The discussion emphasizes the importance of aligning culture with execution to achieve organizational growth and success. Sue shares insights on how organizations can avoid stagnation and recklessness in their execution efforts, highlighting the significance of disciplined planning and follow-through. The episode concludes with success stories and a call to action for organizations to assess their execution strategies.Planning + Execution is required to build momentum for future-focused improvement and growth.Great planning efforts combined with effective execution systems helps organizations build momentum and achieve long term growth and improvement.Overplanning without execution keeps organizations stuck or stagnant.Without effective planning and execution systems, organizations are highly consumed with maintaining the status quo of the current day-to-day operations.Taking action without strategic direction can waste resources and time, and lessen the likelihood of a long term return on investment.Consider the Strategy Execution Matrix in light of your organization's planning and execution efforts.Need help improving the culture, performance, and results of your healthcare organization? If so, let's talk:  https://www.capstoneleadership.net/contact-usAre we connected yet on LinkedIn? https://www.linkedin.com/in/suetetzlaff/Reach us at CapstoneLeadership.net or info@capstoneleadership.net

Send us a MessageIn this solo episode of Culture Change RX, Sue Tetzlaff discusses the importance of effective leadership in healthcare organizations. She emphasizes the need for leaders to focus on proactive leadership activities. By categorizing their time into three buckets—whirlwind, management, and leadership—leaders can better allocate their efforts to achieve meaningful results. The episode concludes with a call to narrow focus and leverage time for greater impact in leadership roles. Healthcare leaders often feel overwhelmed by the day-to-day chaos.Categorizing activities into “the three buckets” helps prioritize focus.Proactive leadership leads to better outcomes.Less is more when it comes to goals and improvement priorities.Narrowing focus can lead to greater organizational success.The chaos of work and any perceptions of underachieving affects personal life and well-being.Need help improving the culture, performance, and results of your healthcare organization? If so, let's talk:  https://www.capstoneleadership.net/contact-usAre we connected yet on LinkedIn? https://www.linkedin.com/in/suetetzlaff/13th Annual Healthcare Executive Forum - June 18 (afternoon) and June 19 (morning)High Reliability, Just Culture & Psychological Safety Made Simple focuses on breaking down these critical concepts into practical, actionable strategies tailored for senior leaders in small and rural healthcare settings.

Send us a MessageIn this solo episode of Culture Change RX, Sue Tetzlaff discusses the importance of cycles in healthcare organizations, emphasizing the need for a structured framework and execution systems to achieve long-term improvement and transformation. She highlights how continuous systems and cycles can lead to sustained growth and better results, ultimately strengthening healthcare organizations and their communities.The execution of plans is crucial for organizational improvement and growth.Continuous systems and cycles prevent the need for constant restarting.Regular cycles of goal setting and action planning enhances team performance.Leadership development efforts can be aligned to a continuous learning process.Embedding cycles in systems fosters a culture of continuous progress.Strengthening healthcare organizations strengthens communities.Need help improving the culture, performance, and results of your healthcare organization? If so, let's talk:  https://www.capstoneleadership.net/contact-usAre we connected yet on LinkedIn? https://www.linkedin.com/in/suetetzlaff/13th Annual Healthcare Executive Forum - June 18 (afternoon) and June 19 (morning)High Reliability, Just Culture & Psychological Safety Made Simple focuses on breaking down these critical concepts into practical, actionable strategies tailored for senior leaders in small and rural healthcare settings.

Send us a MessageCulture Change RX host Sue Tetzlaff converses with guest Christen Tenbusch of Covenant Healthcare about employee engagement examples and impact. They discuss the evolution of employee experience and patient experience, the empowerment of staff through focus groups, and the significance of creating a safe space for dialogue. Christin shares insights on flipping the hierarchy to empower staff, the impact of language in leadership, and the challenges of recruitment and retention in the healthcare sector. The conversation also touches on effective onboarding strategies and the necessity of engaging the C-suite in these initiatives to foster a positive organizational culture.Engaging employees is crucial for improving patient experience.Focus groups empower staff and enhance their engagement.Creating a safe space for dialogue fosters trust and communication.Flipping the hierarchy allows frontline staff to guide decisions.Language matters; changing terms can improve buy-in from staff.Behavior standards that are employee created are met with better acceptance.Growth and development opportunities are essential for retention.Recruitment challenges persist, especially in nursing and entry-level positions.Onboarding processes that include a phased approach can meet each new employees' unique needs.13th Annual Healthcare Executive Forum - June 18 (afternoon) and June 19 (morning)High Reliability, Just Culture & Psychological Safety Made Simple focuses on breaking down these critical concepts into practical, actionable strategies tailored for senior leaders in small and rural healthcare settings.

Send us a MessageIn this solo episode of Culture Change RX, Sue Tetzlaff discusses the complexities of leading change within healthcare organizations. She emphasizes the importance of understanding resistance, effective communication, and the need for a structured approach to change management. Sue shares practical tactics for leaders to implement, including anticipating resistance, communicating the reasons behind changes, and the necessity of studying and adjusting post-implementation. The conversation highlights the significance of creating an agile culture to combat change fatigue and achieve high reliability in healthcare settings.Leading change is a core leadership practiceResistance is a natural part of the change process.Anticipate and prepare for resistance to change.Effective communication includes addressing the why behind changes.Celebrate successes and learn from those who adapt well to change.The “study and adjust” phase is crucial for successful change implementation.Creating an agile culture helps reduce change resistance and fatigue.Need help improving the culture, performance, and results of your healthcare organization? If so, let's talk:  https://www.capstoneleadership.net/contact-usAre we connected yet on LinkedIn? https://www.linkedin.com/in/suetetzlaff/13th Annual Healthcare Executive Forum - June 18 (afternoon) and June 19 (morning)High Reliability, Just Culture & Psychological Safety Made Simple focuses on breaking down these critical concepts into practical, actionable strategies tailored for senior leaders in small and rural healthcare settings.

Send us a MessageIn this episode of Culture Change RX, Sue and Jess Nuutinen discuss the impact of crises on healthcare innovation, particularly during the COVID-19 pandemic. Jess shares her experiences as a nurse and leader, highlighting the importance of adaptability, teamwork, and community support in navigating challenges. They explore how partnerships and innovative solutions emerged from necessity, and the ongoing need for healthcare to embrace change, engage staff, and improve patient care.Innovation often arises from necessity during crises.Partnerships with local organizations can enhance healthcare delivery.Rapid changes in healthcare require effective communication and teamwork.Staff engagement is crucial for successful implementation of new practices.Sustaining innovations post-crisis and post-change is essential for future success.Leadership plays a vital role in fostering a culture of innovation and engagement.Rural healthcare faces unique challenges that require tailored solutions.Connect with Jess Nuutinen:By emailOn LinkedInAt Frontier Strategy PartnersBlog (shared governance)13th Annual Healthcare Executive Forum - June 18 (afternoon) and June 19 (morning)High Reliability, Just Culture & Psychological Safety Made Simple focuses on breaking down these critical concepts into practical, actionable strategies tailored for senior leaders in small and rural healthcare settings.

Send us a MessageIn this solo episode of Culture Change RX, Sue Tetzlaff discusses the critical role of behaviors in workplace culture, particularly within healthcare organizations. She shares insights from her experiences facilitating discussions on creating a 'utopia' in healthcare, emphasizing that behavior change is essential yet challenging. The episode outlines the importance of establishing clear behavior standards and offers practical strategies for maintaining these standards within organizations, including commitment events, campaigns, giving and receiving feedback, and hiring practices.Behaviors are crucial for transforming organizations.Creating a utopia in healthcare requires clear behavior standards.Behavior change is the hardest aspect of organizational change.Establishing behavior standards is best done by an empowered team of employees.Behavior standards should be written positively, focusing on what to do.Align behavior standards with the organization's mission, mission, values and top strategic priorities (such as the Patient Experience).Commitment events can mark a new beginning for behavior standards.A feedback culture is essential for maintaining behavior standards.Visual, verbal or virtual “campaigns” help to keep behavior standards top-of-mind.Hiring for behavior can enhance the future of the organization's culture.Need help improving the culture, performance, and results of your healthcare organization? If so, let's talk:  https://www.capstoneleadership.net/contact-usAre we connected yet on LinkedIn? https://www.linkedin.com/in/suetetzlaff/13th Annual Healthcare Executive Forum - June 18 (afternoon) and June 19 (morning)High Reliability, Just Culture & Psychological Safety Made Simple focuses on breaking down these critical concepts into practical, actionable strategies tailored for senior leaders in small and rural healthcare settings.

Send us a MessageIn this episode of Culture Change RX, Sue and Julie Coneset discuss effective strategies for ongoing leadership development in healthcare organizations. Julie shares her extensive experience in creating impactful training programs, emphasizing the importance of mandatory attendance, setting clear expectations, and fostering engagement through relevant and interactive learning experiences. They explore the significance of feedback, creativity in logistics, and the role of internal peer champions in enhancing leadership training. The conversation highlights the importance of establishing a distraction-free learning environment via established ground rules to ensure effective engagement during training sessions.Clear communication to all employees and leaders sets expectations for the accountability to put into place what is learned.Engaging learning experiences enhance retention and application of skills.Training content must align with organizational plans and goals for relevance.Feedback from leaders is crucial for continuous improvement of training events.Creativity in logistics can reduce costs and enhance training effectiveness.Internal leadership development fosters a culture of continuous growth.Internal leaders serving as “subject matter experts” (aka Peer Champions) bring additional perspectives and voices to training sessions.Minimizing distractions during training improves focus and engagement.Establishing ground rules promotes accountability and respect during sessions.13th Annual Healthcare Executive Forum - June 18 (afternoon) and June 19 (morning)High Reliability, Just Culture & Psychological Safety Made Simple focuses on breaking down these critical concepts into practical, actionable strategies tailored for senior leaders in small and rural healthcare settings.

Send us a MessageIn this episode of Culture Change RX, I discuss the concept of high reliability in healthcare, emphasizing the importance of setting ambitious goals. The conversation delves into the challenges of goal setting, the significance of a growth mindset, and the systems necessary for fostering high reliability organizations. I highlight the upcoming Healthcare Executive Forum, where healthcare leaders will explore strategies for achieving high reliability and continuous improvement.Setting ambitious goals can drive organizational improvement.Leaders and employees can often feel that big goals are impossible goals and a set up for failure.Setting ambitious goals can lead to significant performance gains.Celebrating the positive gains is important, even when goals are missed.Goal systems are crucial for continuous improvement.High reliability benefits patients, employees, and communities.Need help improving the culture, performance, and results of your healthcare organization? If so, let's talk:  https://www.capstoneleadership.net/contact-usAre we connected yet on LinkedIn? https://www.linkedin.com/in/suetetzlaff/13th Annual Healthcare Executive Forum - June 18 (afternoon) and June 19 (morning)High Reliability, Just Culture & Psychological Safety Made Simple focuses on breaking down these critical concepts into practical, actionable strategies tailored for senior leaders in small and rural healthcare settings.

Send us a MessageIn this episode, Sue and Tami Chambers discuss the transformative journey of leadership development at Grant Regional Health Center. Tami shares her experiences as a first time senior leader and the impact of the two-day leadership immersion program facilitated by Capstone Leadership Solutions. They explore the importance of structured leadership practices and continuous learning. Tami emphasizes the significance of the nine core leadership practices that make up the “leadership bundle” and how they have shaped her approach to leading. Her experience with the leadership bundle practices, and her belief in their value, motivate her to teach these practices to others. The conversation concludes with encouragement for other healthcare organizations to invest in creating their own internal leadership development process.The two-day leadership immersion provided the official start to Grant Regional's leaders adopting a common and synergistic way of leading.Structured leadership development was lacking at Grant Regional before partnering with Capstone.Teaching others reinforces Tami's own learning and growth.Empathy is crucial in connecting with leadership immersion participants.Continuous learning is necessary for leadership effectiveness.Accountability meetings help reinforce what was learned during leadership development.Investing in leadership development is worth the initial effort.Healthcare organizations should take the leap to enhance their leadership. 13th Annual Healthcare Executive Forum - June 18 (afternoon) and June 19 (morning)High Reliability, Just Culture & Psychological Safety Made Simple focuses on breaking down these critical concepts into practical, actionable strategies tailored for senior leaders in small and rural healthcare settings.

Send us a MessageIn this solo episode of Culture Change RX, I discuss the critical concept of psychological safety within healthcare organizations so that employees feel safe to voice their concerns and ideas and freely provide feedback and input. This episode prompts leaders to consider:  Are your employees hiding behind anonymity? If so, this episode outlines practical tactics for leaders to foster psychological safety, including embracing both anonymous and identified feedback, responding to feedback effectively, modeling vulnerability, and celebrating employees who speak up. The conversation highlights the journey towards a culture of trust and continuous improvement in healthcare settings - in essence, a culture where employees are safe to “own their voice.”Low response rates in employee surveys can indicate a lack of psychological safety.Anonymity in feedback can reflect a lack of psychological safety.Leaders can model vulnerability to encourage open communication.Celebrating brave voices fosters a culture of safety.Feedback should be acknowledged and acted upon.Creating a safe environment improves patient care and employee satisfaction.High reliability organizations prioritize psychological safety.Trust in leadership grows when employees see tangible outcomes.Need help improving the culture, performance, and results of your healthcare organization? If so, let's talk:  https://www.capstoneleadership.net/contact-usAre we connected yet on LinkedIn? https://www.linkedin.com/in/suetetzlaff/13th Annual Healthcare Executive Forum - June 18 (afternoon) and June 19 (morning)High Reliability, Just Culture & Psychological Safety Made Simple focuses on breaking down these critical concepts into practical, actionable strategies tailored for senior leaders in small and rural healthcare settings.

Send us a MessageIn this episode, Sue and Courtney discuss the importance of team learning and networking at events like Capstone's annual Healthcare Executive Forum. They explore how attending such events can lead to actionable takeaways, enhance camaraderie among executives, and provide valuable networking opportunities. The conversation emphasizes the need for simplifying complex topics for practical application, especially in small and rural healthcare organizations. Courtney shares her experiences and insights on maximizing the return on investment from learning events, highlighting the significance of having a plan for applying new knowledge back in the workplace.Whether attending training alone or with all or part of your executive team, attendees will want to optimize the benefits of a learning event.Capstone focuses on making learning immediately applicable.Executives can't learn and apply everything all at once; prioritize key takeaways.Capstone provides tools and resources for application after learning.Simplifying the “how” part is crucial for effective implementation.Small incremental changes in follow up to new learning is  impactful in healthcare settings.You can find accountability buddies at events to support your learning and implementation.13th Annual Healthcare Executive Forum - June 18 (afternoon) and June 19 (morning)High Reliability, Just Culture & Psychological Safety Made Simple focuses on breaking down these critical concepts into practical, actionable strategies tailored for senior leaders in small and rural healthcare settings.

Send us a MessageIn this episode, Sue and Amy Yaeger, Director of Strategic Marketing and Business Development at Astera Health, discuss the importance of connecting brand promises to employee experiences across the employee lifecycle. They explore various strategies for onboarding, employee engagement, and communication, emphasizing the need for transparency and celebration of achievements. Amy shares insights on rebranding efforts and the significance of maintaining excitement and engagement within the organization. The conversation also highlights the value of building an alumni network to foster ongoing relationships with former employees.Every employee plays a role in delivering the brand promise.Connect the organization's brand promise across the employee lifecycle.Celebrating milestones boosts morale and engagement.The company's brand can enhance recruitment efforts for new employees and patients.Rebranding requires emphasis beyond “the honeymoon period.”An alumni network can help maintain relationships with former employees and keep them in touch with the brand promise.13th Annual Healthcare Executive Forum - June 18 (afternoon) and June 19 (morning)High Reliability, Just Culture & Psychological Safety Made Simple focuses on breaking down these critical concepts into practical, actionable strategies tailored for senior leaders in small and rural healthcare settings.

Send us a MessageWant to improve your organization? Effective communication, training, campaigning, and meetings can help.Great organizations define and implement effective communication strategies.Clarity around key terms enhances communication efforts.Training is distinct from communication and focuses on skill development.Campaigns support ongoing learning and engagement.Meetings should prioritize goals and projects over communication.Regular communication reduces stress and misinformation.Employee-driven teams can enhance communication efforts.In this episode of Culture Change RX, I discuss the importance of improving communication within healthcare organizations. Key terms such as communication, training, campaigning, and meetings are defined to clarify their distinct purposes and their role in leading change initiatives. The episode concludes with a call to action for leaders to prioritize communication as a crucial element in fostering a positive organizational culture.Resources Mentioned in This Episode:The Capstone Chronicle (February 2025 Issue) – Features a sample communication plan and insights into four key tactics for improving communication.Episode 12 – Shift from Chaotic to Consistent CommunicationNeed help improving your healthcare organization? Let's talk https://www.capstoneleadership.net/contact-us/ Let's connect on LinkedIn!13th Annual Healthcare Executive Forum - June 18 (afternoon) and June 19 (morning)High Reliability, Just Culture & Psychological Safety Made Simple focuses on breaking down these critical concepts into practical, actionable strategies tailored for senior leaders in small and rural healthcare settings.

Send us a MessageIn this episode, Carol Breen, founder and principal of Sedona Partners, a human resources and rewards consulting firm, and show host, Sue Tetzlaff, discuss the concept of “Total Rewards” in the workplace. They explore the framework of Total Rewards, which includes compensation, benefits, learning and development, and organizational culture. The conversation highlights the significance of understanding your organization's rewards systems and emphasizes the efforts to continually improve them. Carol shares insights on navigating pay equity issues and the role of recognition in keeping employees satisfied and committed to their organizations.The total rewards framework encompasses four quadrants: compensation, benefits, development and learning, and work environment.Employees leave for relational reasons, not just pay.Pay equity issues can complicate workplace dynamics.Understanding employee perceptions can improve retention.Work-life integration is increasingly valued by employees.Total rewards framework aids in organizational improvement.A strong organizational culture attracts and retains talent.Access Carol's Total Rewards HEREConnect with Carol Breen at:carolbreen@sedonapartners.com http://www.sedonapartners.com/contactus.html248.227.2641

Send us a MessageIn this solo episode of Culture Change RX, I discuss the transformative work of Capstone Leadership Solutions in small and rural healthcare organizations. I highlight the significant improvements in employee and patient experiences achieved through a structured approach that focuses on leadership development, employee involvement and engagement, and foundational solutions. The conversation emphasizes the importance of a strong organizational core built on the strategic pillars of people, service, and quality, and how these elements contribute to sustainable growth and long term success in healthcare.Employee-driven teams can contribute to significant organizational change.Foundational solutions empower employees to improve patient and employee experiences.Long-term growth gets easier when the people, service, and quality pillars of a healthcare organization are strong.Significant improvements in employee and patient experiences are achievable in 1-2 years.Change management is key to adopting any new practices.Need help improving the culture, performance, and results of your healthcare organization? If so, let's talk:  https://www.capstoneleadership.net/contact-usAre we connected yet on LinkedIn? https://www.linkedin.com/in/suetetzlaff/

Send us a MessageIn this episode, Greg Opseth, a former Chief Nursing Officer and now Chief Operating Officer in rural Iowa, shares his insights on the importance of authentic leadership in healthcare, particularly in rural hospitals. Greg shares his experiences and emphasizes the need for a safe and enjoyable work environment. They explore strategic planning, employee involvement, and the unique culture of night shift workers. Greg also highlights the significance of community engagement through volunteering and the mission of Highland Medical Staffing in supporting rural healthcare facilities.Authentic leadership fosters a positive work environment.Creating fun in serious settings enhances team morale..Night shift workers have unique perspectives and needs.Memorable patient interactions can significantly impact care.Volunteering enriches personal fulfillment and community ties.Rural hospitals benefit from tailored staffing solutions.Cultural engagement in schools mirrors healthcare environments.

Send us a MessageIn this solo episode of Culture Change RX, Sue Tetzlaff discusses the importance of promoting well-being within healthcare organizations. She emphasizes the need for leadership models that incorporate well-being as a core commitment and introduces the concept of resilience rituals—self-care routines that help individuals maintain their health and energy. Sue outlines practical strategies for creating effective rituals and routines, both individually and as groups, to enhance overall well-being. She also highlights the challenges of establishing new habits and offers tips for overcoming these obstacles, ultimately encouraging leaders to implement well-being strategies within their organizations.Promoting well-being is a core leadership commitment.Well-being is central to creating thriving healthcare organizations.Rituals and routines improve health and resilience.Group rituals can enhance individual well-being.New habits are hard to create but can be made easier.Pairing new habits with existing ones can help.Leaders are encouraged to promote well-being strategies in their teams.Free resources are available to help implement these practices.FREE Resource: Promoting Wellbeing CourseNeed help improving the culture, performance, and results of your healthcare organization? If so, let's talk:  https://www.capstoneleadership.net/contact-usAre we connected yet on LinkedIn? https://www.linkedin.com/in/suetetzlaff/

Send us a MessageIn this third installment of our quarterly series, I catch up with Ben Davis, President and CEO of Glencoe Regional Health, to check in on The Experience Initiative—a transformative effort aimed at improving patient access and elevating experiences for patients, residents, and employees.Ben shares how employee-driven teams are driving engagement, the challenges of managing change, and the essential role structured communication plays in keeping teams aligned. We also discuss the importance of committing to a vision and staying the course, even when progress takes time.If you're leading your own transformation efforts, you won't want to miss Ben's insights on navigating the complexities of change while fostering a stronger, more engaged workforce.Key Takeaways:Employee-driven teams fuel better engagement and outcomes.Change takes time—commitment and persistence are critical.Clear, structured communication improves team effectiveness.Understanding change at both the individual and group levels enhances success.Continuous improvement is a journey, not a one-time fix.Missed earlier episodes in this series?

Send us a MessageIn this episode of Culture Change RX, Sue Tetzlaff discusses the importance of shaping up weekly executive team meetings to enhance collaboration, decision-making, and organizational progress. Drawing from over 30 years of healthcare executive experience, she emphasizes the need for a clear purpose, strategic agenda, and continuous improvement in meeting effectiveness. The episode also highlights resources available for executives to optimize their meetings and drive impactful outcomes.Effective executive team meetings foster collaboration and drive success.A clear purpose is essential for effective meetings.Focus executive team meeting agendas on strategic decisions, not operational details.Less is more: prioritize fewer, impactful agenda items.Continuous improvement is key to optimizing meeting effectiveness over time.Regular assessments can enhance meeting functionality.Resources are available to help shape up meetings.Make every meeting count and strive for improvement.REGISTER FOR THE FREE MASTERCLASS - January 30, 2025 from 12-1p ETShape Up Your Weekly Executive Team Meetings for a High-Impact Year: The 7 Changes Your ExecutiveMeetings Need This YearLINK to REGISTER - https://us02web.zoom.us/meeting/register/tZEucO-hrDgrEtK1YMgV_jnaTp1KDjgE4GKg#/registration

Send us a MessageIn this episode of Culture Change RX, Sue Tetzlaff and Rob Lion discuss the significance of one-on-one conversations in fostering a positive workplace culture. They explore how these interactions can enhance relationships, provide valuable feedback, and ultimately improve individual and organizational performance. Rob shares his insights on best practices for conducting effective one-on-ones, emphasizing the importance of preparation, intentionality, and creating a safe space for open communication. The conversation highlights the need for leaders to prioritize these interactions to demonstrate their commitment to valuing their team members.Work should fuel the human spirit, not drain it.One-on-ones help to build relationships proactively.If we truly value our people, we will want to spend time with them.One-on-ones create a breeding ground for accountability.One-on-ones serve also to strengthen workplace culture.There's no better time than now to start.Connect with Rob Lion here:LinkedIn - https://www.linkedin.com/in/robertlion/Website - https://blackriverpm.comConnect with Sue Tetzlaff  here:LinkedIn - https://www.linkedin.com/in/suetetzlaff/Website - https://www.capstoneleadership.net/REGISTER FOR THE FREE MASTERCLASS - January 30, 2025 from 12-1p ETShape Up Your Weekly Executive Team Meetings for a High-Impact Year: The 7 Changes Your ExecutiveMeetings Need This YearLINK to REGISTER - https://us02web.zoom.us/meeting/register/tZEucO-hrDgrEtK1YMgV_jnaTp1KDjgE4GKg#/registration

Send us a MessageEpisode Insights and Takeaways:Empathetic leadership is essential for employee engagement.Recognition can energize staff and improve morale.The person you report to significantly affects your work experience.Listening to employees is vital for organizational success.Building connections with staff enhances teamwork.Thank you notes can change lives and improve relationships.Summary:In this episode of Culture Change RX, Sue and Jean Scallon discuss the critical role of attitude, communication, and leadership in healthcare. Jean shares her extensive experience in behavioral health leadership and emphasizes the importance of supportive teams and effective communication in improving patient care and employee engagement. They explore how words can impact workplace culture and patient outcomes, and the significance of recognition and appreciation in fostering a positive environment.Connect with Jean Scallon on LinkedIn:  https://www.linkedin.com/in/jean-scallon-ma-fache-cyc-p-9b857621/

Send us a MessageIn this episode of Culture Change RX, Sue Tetzlaff discusses the importance of continuous quality improvement (CQI) in leadership, drawing from her extensive experience in healthcare leadership and improvement. She outlines three tiers of leadership improvement focus: individual leaders, senior leadership teams, and the entire leadership team. Sue emphasizes the need for systematic processes and models to strengthen leadership effectiveness and the impact of leadership on organizational culture. She also touches on the role of coaching and emotional intelligence in leadership development, encouraging organizations to assess their leadership improvement needs for the upcoming year.Continuous improvement is essential in leadership.Strengthening individual leaders leads to organizational strength.Dysfunction in senior leadership teams can hinder organization-wide progress.A systematic approach is needed for leadership team strengthening.Creating or adopting a leadership model enhances organizational effectiveness.Leadership has a significant impact on workplace culture.Need help improving the culture, performance, and results of your healthcare organization? If so, let's talk:  https://www.capstoneleadership.net/contact-usAre we connected yet on LinkedIn? https://www.linkedin.com/in/suetetzlaff/

Send us a MessageIn this episode, Shelby Guevara, a Chief Nursing Officer in rural Iowa, shares her insights on leadership in healthcare, particularly in rural hospital settings. She discusses the importance of building trust and empathy among leaders, engaging frontline staff in decision-making, and the significance of understanding one's purpose in leadership. Shelby emphasizes the value of promoting from within and creating a supportive environment for leaders to grow and develop. The conversation highlights the challenges and rewards of leading in healthcare, especially in fostering a culture of collaboration and continuous improvement.Understanding individual motivations aids in leadership development.Investing in developing and strengthening relationships pays dividends.Individual growth and process improvement, and even conflict, require a supportive environment.Successful continuous improvement requires ongoing auditing and accountability.Leaders can reflect on their purpose to stay motivated for this work.Leaders play a crucial role in selecting and organizing change initiatives.

Send us a MessageIn this Solo Byte episode of Culture Change RX, Sue Tetzlaff provides a behind-the-scenes look at the activities and timeline of organization-wide transformations. In particular, Sue discusses the approach of Capstone Leadership Solutions in transforming organizational culture within healthcare settings, all targeted on long term and continuous improvement and growth. She outlines the importance of leadership development, employee engagement, and a phased approach to implementing change. The conversation highlights the impact of these transformations on patient satisfaction and overall organizational effectiveness, particularly in small and rural healthcare organizations.Capstone Leadership Solutions focuses on small and rural healthcare organizations.The company specializes in leadership practices to enhance organizational culture.Employee-driven teams are essential for strategic improvements.The transformation process is broken down into two phases over 26-27 months.Leadership development is a continuous process, never truly complete.Self-planning for future years is crucial for sustainability.The approach is designed to create long-term, wide-scale transformation.Engaging employees in the change process positively impacts culture.The results of transformation can be seen in as little as two years.Capstone's experience allows them to refine their approach with each new partnership.Need help improving the culture, performance, and results of your healthcare organization? If so, let's talk:  https://www.capstoneleadership.net/contact-usAre we connected yet on LinkedIn? https://www.linkedin.com/in/suetetzlaff/

Send us a MessageIn this episode of Culture Change RX, host Sue Tetzlaff speaks with Jason Douglas, founding partner at Frontier Strategy Partners, about his extensive experience in rural healthcare. They discuss the importance of culture in healthcare organizations, the implementation of lean management practices, and the development of a True North strategy that focuses on people, process, and planning. Jason shares insights on how to engage staff, improve patient experiences, and the critical role of financial stewardship in rural healthcare. The conversation highlights the interconnectedness of culture, patient care, and financial health in creating successful healthcare organizations.Rural healthcare is a passion that can stem from personal experiences.Lean management in healthcare focuses on improving patient experiences and staff efficiency.Creating a culture of engagement is essential for healthcare success.Visual management tools like the True North Room keep strategies active and visible.Culture significantly impacts physician recruitment and retention.Financial stewardship is crucial for the sustainability of rural healthcare organizations.Engaging staff in decision-making leads to better outcomes.Communication must be deliberate and two-way in healthcare settings.Healthcare organizations should leverage their financial assets for better performance.A strong organizational culture enhances patient care and operational success.Ways to learn more and connect with Jason Douglas and/or Frontier Strategy Partners:Frontier Strategy Partners - Website and Facebook Page and Blog (with articles pertaining to topics referenced in this podcast episode . . . and more!)Connect with Jason on LinkedIn

Send us a MessageIn this Solo Byte episode of Culture Change RX, Sue Tetzlaff overviews the what, why, and how of a tactic for breaking down silos and building collaboration between departments in a healthcare organization. Sue explores the negative impacts of departmental silos on efficiency and patient care, and emphasizes the need for collaboration across departments. Sue introduces interdepartmental rounding as a practical strategy to enhance collaboration, improve relationships, and gather valuable insights. She highlights the significance of cross-department recognition in fostering a collaborative culture and encourages leaders to actively work on breaking down silos for better organizational performance.Silo behavior can lead to inefficiencies in healthcare.Departmental silos often result in disorganized patient care.Silo mentality is a significant barrier to customer experience.Effective collaboration can have positive ripple effects.Interdepartmental rounding is a valuable practice for leaders.Asking the right questions can uncover opportunities to work together better.Recognition fosters positive relationships between departments.Proactive efforts are needed to improve interdepartmental collaboration.A collaborative culture enhances overall organizational performance.Learn more about silo versus collaborative behaviors in episode #234 Categories of Silo Busting Actions https://www.buzzsprout.com/2315930/15388306 Need help improving the culture, performance, and results of your healthcare organization? If so, let's talk:  https://www.capstoneleadership.net/contact-usAre we connected yet on LinkedIn? https://www.linkedin.com/in/suetetzlaff/

Send us a MessageIn this episode of Culture Change RX, Sue Tetzlaff and Capstone Coach Kevin Stranberg discuss the importance of employee-driven teams in enhancing patient experience in healthcare. They explore how data can be tied to patient experiences, the role of leadership in fostering a positive work environment, and the significance of communication and teamwork. The conversation emphasizes the need for synergy between employee engagement and patient experience, highlighting real patient stories and the impact of first impressions. They conclude with a reflection on the passion required to work in healthcare and the continuous journey of improvement.Employee-driven teams have proven to be very helpful in patient experience improvement initiatives.Data can be effectively tied to patient experiences to aid the improvement efforts.Creating a positive work environment directly impacts patient care and service excellence.Managing up involves promoting coworkers positively to patients.Real patient stories provide valuable lessons for healthcare providers.First impressions significantly influence patient experiences.Communication and words matter in patient interactions.Passion for healthcare work drives better patient outcomes and the desire to always be improving the patient experience.Kevin's prior podcast episode: Improving Culture and Care with a Goal Cycle - https://www.buzzsprout.com/2315930/episodes/15069068Join our weekly Newsletter email list and learn more about Capstone's approach to improving and growing small healthcare organizations:  https://www.capstoneleadership.net/

Send us a MessageIn this episode, Sue engages in conversation with another member of Capstone's coaching team, Julie Coneset. They discuss the intricacies of performance appraisals and the importance of transforming them from mere tasks into meaningful leadership practices. They explore the significance of preparation and planning, creating valuable conversations, understanding employee goals, and the role of self-evaluations. The conversation also addresses the pitfalls of overrating employees and the necessity of honest feedback. Julie shares insights for new leaders and the challenges faced by interim leaders. They emphasize the importance of continuous feedback throughout the year to alleviate the pressure of annual evaluations.Performance appraisals should be embraced as valuable leadership practices, not just tasks.Preparation and planning are crucial for effective performance evaluations.Creating a two-way dialogue during evaluations enhances their value.Self-evaluations provide insight into employee perceptions.Avoid overrating employees to avoid reinforcing undesired behaviors or subpar performance.Continuous feedback throughout the year reduces pressure during evaluations.Be present and free of distractions during evaluations.Training leaders on evaluation expectations can support their use of annual evaluations as a helpful leadership practice.Join our weekly Newsletter email list and learn more about Capstone's approach to improving and growing small healthcare organizations:  https://www.capstoneleadership.net/

Send us a MessageIn this episode, Sue engages in conversation with Matt Streeter, Chief Financial Officer for North Country Healthcare (NCH), and interim President/CEO of NCH affiliate Weeks Medical Center, to discuss the critical role of mission, vision, and values in cultural transformation within rural healthcare. They explore how these elements guide decision-making, inspire staff, and shape organizational culture. Matt shares his experiences in developing value-based behavior standards (including the “purple wall” story) and emphasizes the importance of employee engagement in this process. The conversation also highlights the significance of commitment to these standards and how they can be used as tools for leadership and accountability. The episode concludes with advice on personal values and the importance of taking action without striving for perfection.Engaging employees in the development of values and standards of behavior fosters ownership.The Purple Wall story illustrates creative approaches to value-based behavior standards development.To be useful and impactful, standards must be actionable and relatable.A show of commitment to the value-based behavior standards is crucial for cultural transformation.Recognizing and rewarding behaviors reinforces organizational values.Feedback should be omnidirectional to maintain supportive accountability.Personal values will guide individual behavior and leadership.Cultural transformation requires ongoing effort and adaptation.Don't strive for perfection; just start taking action.Listen to Matt's prior podcast episode - The Role of CFOs in Culture Change - https://www.buzzsprout.com/2315930/episodes/14533048Join our weekly Newsletter email list and learn more about Capstone's approach to improving and growing small healthcare organizations:  https://www.capstoneleadership.net/

Send us a MessageIn this Solo Byte episode of Culture Change RX, Sue Tetzlaff discusses the importance and impact of trust and confidence in an organization's senior leadership. The episode explores the complexities of trust, its foundations, and how it can be built and maintained through consistent actions and relationships. Sue emphasizes that trust is essential for organizational growth and employee engagement, providing insights and strategies for leaders to foster a trusting environment.Trust is a complex, multi-dimensional concept.Improving trust can be challenging but is possible.Trust is a core human need.High trust organizations experience better collaboration.Trust in leadership is crucial for organizational success.Task trust and relationship trust are both important.Employee surveys can reveal trust levels in organizations.Trust can be built through consistent actions and systems.Learn more about creating a trusting workplace culture in a prior episodes:S1E9: A Trust Deficit Will Hamper Momentum and Undermine Progresshttps://www.buzzsprout.com/2315930/14859538 S1E18: Trust Builds as We Deliver on Plans and Goalshttps://www.buzzsprout.com/2315930/15193940 https://www.capstoneleadership.net/https://www.linkedin.com/in/suetetzlaff/

Send us a MessageIn this episode, Capstone transformational coaches Sue Tetzlaff and Courtney Kloehn delve into the complexities of giving and receiving feedback, particularly in healthcare settings. They discuss the importance of authenticity, trust, and continuous improvement in feedback dynamics. The conversation emphasizes the need for leaders to provide constructive feedback to even their highest performers, to continue fostering a culture of growth and development. Techniques such as the start-stop-continue approach to asking employee rounding questions are highlighted as effective ways to solicit and act on feedback. The episode concludes with a reminder that feedback is a gift that should be embraced for personal and organizational growth.Feedback is essential for growth and development.Authenticity in feedback builds trust between leaders and team members.High performers desire feedback to elevate their performance.Feedback should be viewed as a gift, not criticism.Rounding can be an effective tool for gathering feedback while strengthening relationships.

Send us a MessageIn this Solo Byte episode of Culture Change RX, Sue Tetzlaff discusses the importance of feedback in healthcare organizations, emphasizing its role as a superpower that enhances individual and organizational performance. She outlines the necessity of creating a feedback culture where giving and receiving feedback is normalized and seen as an act of caring. Sue shares practical tips for effective feedback, including being specific, asking for permission, and maintaining a positive ratio of compliments to call-outs. The episode encourages leaders to model feedback behaviors and highlights the benefits of fostering an environment where feedback is embraced in all directions.Feedback helps individuals feel appreciated and accountable.Leaders should model feedback behaviors for their teams.Omnidirectional feedback is essential to high performing and achieving organizations.Normalizing feedback as caring improves organizational culture.Specificity in feedback enhances its effectiveness.Asking for permission to give feedback can ease the feedback process.Ending feedback with questions fosters dialogue.Aiming for three times more compliments than call-outs is beneficial.Soliciting feedback helps individuals improve their reception of it.Learn more about creating a feedback culture in this blog, A Healthcare Organization's 3-Point Pathway to Normalizing Feedback as an Act of Caring, found at: https://www.radicalcandor.com/blog/feedback-in-healthcare/

Send us a MessageIn this second of a series of planned quarterly episodes on Culture Change RX, host Sue engages with Ben Davis, President and CEO of Glencoe Regional Health, to discuss the ongoing transformational initiatives within his organization. They explore the challenges and successes of implementing structured teams, the importance of data-driven decision-making, and the upcoming commitment event aimed at fostering a new organizational culture. The conversation highlights the significance of leadership development, employee engagement, and the long-term vision necessary for sustainable change in healthcare settings.Episode Insights and Takeaways:Change is necessary, yet often a struggle for humans and organizations.The challenge of the day-to-day operational whirlwind is often at its peak at the start of an transformational initiative such as Glencoe's Experience Initiative.It is through the initiative, that over time, the whirlwind will calm down.Start the efforts early to become more data-driven in improvement teams.An all employee commitment event marks the start of significant cultural shifts.Investing in a 2-day Leadership immersion fostered alignment and accountability.Goal setting should align with organizational strategies.Patience and perseverance are required in long term leadership and change initiatives.While the Experience Initiative is built on a highly collaborative approach, the CEO has a role to play in supporting change efforts and change agents.Transformational initiatives, in the end, are designed to benefit both employees and patients.Healthcare executives and podcast listeners .... use the promo code GUEST to get a complimentary registration to the October 1 and October 3 [2-PART SERIES] Failure Forum - Strategy & Execution Mistakes to AvoidDetails and registration: https://www.eventbrite.com/e/1013158493327?aff=oddtdtcreator

Send us a MessageIn this Solo Byte episode, Sue Tetzlaff discusses the impact of failure on future progress and workplace culture in the workplace in the context of organizations striving to achieve big goals. She explores the idea of “intelligent failure,” as coined by Amy Edmondson, where undesired results occur in new territory. Sue emphasizes the importance of appreciating the gain of what has been achieved and/or progress has been made even when falling short. As well, encouragement to gain the lessons when analyzing the gap between desired and actual outcomes. She highlights the negative consequences of a fear of failure, such as setting soft goals and avoiding discussions about failures. Sue encourages organizations to create a culture that embraces failure as a learning opportunity and fosters constructive conversations.Failure is a natural part of striving to achieve big goals in organizations.Intelligent failure refers to undesired results in new territory.It is important to appreciate the gain from where you started to where you progressed, even when you fall short of the desired results.Get curious about uncovering the lessons when there is a gap between desired and actual outcomes.A fear of failure can lead to setting soft goals and avoiding discussions about failures.Creating a culture that embraces failure as a learning opportunity is crucial for fostering continuous growth and improvement.Healthcare executives and podcast listeners .... use the promo code GUEST to get a complimentary registration to the October 1 and October 3 [2-PART SERIES] Failure Forum - Strategy & Execution Mistakes to AvoidDetails and registration: https://www.eventbrite.com/e/1013158493327?aff=oddtdtcreator

Send us a MessageIn this Solo Byte episode, Sue Tetzlaff discusses a communication tactic, “managing up,” that has a positive impact on both the employee experience and patient experience. Managing up is a communication tactic where your introduction positions others or other organizations, people, or services in a positive light to increase confidence, trust, and put others at ease. She emphasizes the importance of “managing yourself up” when introducing yourself. Managing up can be used in various healthcare settings, such as shift handoffs and patient transfers. It is a valuable tool for both clinicians and non-clinicians.Managing up is a communication tactic where you position others or other organizations, people, or services in a positive light to increase confidence, trust, and put others at ease.Introducing oneself and others is important to build and transfer confidence and trust across healthcare settings.Managing up can be used in various healthcare situations, such as shift handoffs and patient transfers.It is a valuable tool for both clinicians and non-clinicians in healthcare organizations that can improve the employee experience and patient experience.

Send us a MessageIn this Culture Byte episode, Sue Tetzlaff discusses how to utilize teams as a way to foster employee engagement. She emphasizes the importance of creating teams with a compelling purpose and empowering them to fulfill that purpose. Sue also highlights the benefits of utilizing a team structure in organizations, where teams are aligned with strategic priorities and work on organization-wide improvements. Additionally, she suggests repurposing staff meetings as improvement meetings to actively engage employees in the improvement process.Creating teams with a compelling purpose and empowering them can foster employee engagement.Utilizing a well designed team structure in organizations can lead to organization-wide improvements aligned with key strategic priorities.The model of using a 12 Week Team, or a series of them, can provide an added boost of engaged efforts toward priority goals or improvements.From Routine to Revolutionary: Redefining staff meetings as improvement meetings can actively engage employees in improvement and growth initiatives.Over the duration of the 10-week Capstone Leadership Bundle Academy, participants will be guided through a “learn-do”experience designed to support the adoption of a consistent cadence of purposeful and impactfulactions anchored in nine core leadership practices that move people higher and progress forward.The next Academy offering is Sept 16-Nov 22.Academy details and registration information

Send us a MessageIn this episode, Sue Tetzlaff discusses the impact of positivity and negativity in the workplace. She explains that negativity is natural and ingrained in our brains as a way to protect us, but it can be problematic in relationships, teams, and workplace cultures. Sue emphasizes the need to balance negativity with intentional acts of positivity and offers up easy- and quick-to-implement tactics that have been shown to increase the experience of positivity in the workplace.Negativity evolves as the predominant vibe in a relationship, team, department, or entire organization when there isn't enough awareness and fostering of what is positive.Negativity is natural and ingrained in our brains as a way to protect us, but it can be problematic in workplaces if it is unproductive and predominant.Practical strategies to increase positivity include practicing the three good things exercise, tracking the three-to-one ratio of positive to negative experiences, auditing emails for positive tone, and starting meetings with positivity.Over the duration of the 10-week Capstone Leadership Bundle Academy, participants will be guided through a “learn-do”experience designed to support the adoption of a consistent cadence of purposeful and impactfulactions anchored in nine core leadership practices that move people higher and progress forward.The next Academy offering is Sept 16-Nov 22.Academy details and registration information

Send us a MessageIn this Culture Byte solo episode, Sue discusses the all-to-common phenomenon described as “flavor-of-the-month” which are, in essence, failed change initiatives. She acknowledges that humans are resistant to change, even when they recognize the benefits. Sue explains the concept of diffusion and the need for a majority of employees to adopt the new way before it has staying power. She emphasizes the simplicity, yet importance, of ongoing reminders and recognition to support the adoption of change.Organizations that have a history of 'flavor of the month' initiatives struggle to sustain changes.Diffusion is the process of reaching a critical mass of employees adopting the new way, and it takes time and ongoing effort.Regular reminders and recognition are important tactics to support the adoption of change.Capstone Leadership Solutions has developed a framework for positive change in organizations, which includes addressing common barriers to change.Over the duration of the 10-week Capstone Leadership Bundle Academy, participants will be guided through a “learn-do”experience designed to support the adoption of a consistent cadence of purposeful and impactfulactions anchored in nine core leadership practices that move people higher and progress forward.The next Academy offering is Sept 16-Nov 22.Academy details and registration information

Send us a MessageIn this episode, Sue and Jeff Standridge, an expert in organizational behavior and leadership, engage in discussion about the key aspects of a strong culture. Standridge outlines six elements of a culture of excellence: strong leadership, clarity and focus, engaged and committed teammates, empowering communication, 100% accountability, and organizational agility. He shares examples of organizations that have successfully implemented these elements and seen significant improvements.Every organization has a culture, whether it is recognized or not.Positive cultures are associated with faster revenue growth, higher profitability, and better customer satisfaction.Weak cultures lead to disengagement, higher turnover, and negative organizational performance.A culture of excellence includes strong leadership, clarity and focus, engaged and committed teammates, empowering communication, 100% accountability, and organizational agility.Ways to connect with Dr. Jeff D. Standridge:www.JeffStandridge.com www.InnovationJunkie.com www.ARConductor.org/Jeff-Standridge/http://linkedin.com/in/jeffstandridge https://www.amazon.com/author/jeffstandridge Over the duration of the 10-week Capstone Leadership Bundle Academy, participants will be guided through a “learn-do”experience designed to support the adoption of a consistent cadence of purposeful and impactfulactions anchored in nine core leadership practices that move people higher and progress forward.The next Academy offering is Sept 16-Nov 22.Academy details and registration information

Send us a MessageIn this Culture Byte solo episode, Sue discusses the concept of the leadership bundle and its importance in the organization's future success. She explains that leadership is about activities that make something better for the future and recommends defining and practicing a bundle of core leadership tactics. Sue emphasizes the need for leaders to focus on proactive, positive, and results-oriented practices rather than getting caught up solely in supervisory or management tasks. She also highlights the benefits of adopting a leadership bundle at both the individual and organizational level.A leadership bundle is born out of the questions “what is leadership?” “what do leaders do?” and “how do we lead around here?”Leadership is about engaging activities that make something better for the future.The Capstone recommended leadership bundle consists of nine core leadership practices that work together synergistically.To support improvement and growth initiatives, leaders engage in proactive, positive, and results-oriented practices over supervisory or management tasks.Over the duration of the 10-week Capstone Leadership Bundle Academy, participants will be guided through a “learn-do”experience designed to support the adoption of a consistent cadence of purposeful and impactfulactions anchored in nine core leadership practices that move people higher and progress forward.The next Academy offering is Sept 16-Nov 22.Academy details and registration information

Send us a MessageIn this episode, Sue and Julia Green discuss Access Community Health Center's successful efforts to retain, develop, and recruit medical support staff. Julia discusses the adoptions of the TeamSTEPPS framework for improving communication and teamwork. They also talk about the importance of behavioral-based interviewing, onboarding, and career pathways in retaining and developing staff. Julia shares the positive impact these strategies have had on their organization, including increased staff engagement, improved patient care, growth, and higher retention rates.Implementing the TeamSTEPPS framework can improve communication and teamwork in healthcare organizations.Behavioral-based interviewing can help identify candidates who are a good fit for the organization's culture and values.Investing in onboarding and career pathways can improve staff retention and development.Creating a culture of feedback and open communication can enhance employee engagement and satisfaction.TeamSTEPPS 3.0 Resources:  https://www.ahrq.gov/teamstepps-program/curriculum/index.html

Send us a MessageIn this Culture Byte solo episode, Sue discusses the importance of hallway hospitality as one of the recommended 12 positive communication standards to be adopted by healthcare organizations. Hallway hospitality is the simple act of saying hi in the hallway and creating a friendly and caring atmosphere. Sue emphasizes the impact of consistent greetings and acknowledgments in creating a positive impression and improving the overall culture of the organization. She provides strategies for implementing and reinforcing hallway hospitality, such as declaring it as an organization-wide standard, using top-of-mind tactics, and recognizing and celebrating the behavior.Hallway hospitality is a simple yet impactful communication standard for healthcare organizations.Consistent greetings and acknowledgments create a friendly and caring atmosphere.Implementing hallway hospitality requires declaring it as an organization-wide standard and using top-of-mind tactics.Recognizing and celebrating hallway hospitality reinforces the behavior and improves the overall culture.

Send us a MessageIn this episode, Sue converses with Julie Coneset, a Capstone Transformational Coach on the topic of organization-wide employee development efforts. Julie shares her experience of leading the employee training team at a community hospital and the importance of employee involvement in orchestrating these training initiatives. They discuss the benefits of having a diverse team and the impact of training topics aligned with key strategic priorities, including the wellbeing of the staff. Julie provides recommendations for setting up an employee training team, including the number of events, format, and involvement of leaders. They also emphasize the importance of keeping the learning alive through follow-up and incorporating training into existing processes.Employee involvement in training initiatives is crucial for success.Having a diverse team for employee training brings different perspectives and insights.Training topics should align with strategic priorities and address employee needs.Employee training events should be followed up with evaluations and feedback to continuously improve.Leaders play a key role in supporting and promoting employee training initiatives.Training should be incorporated into existing processes and practices to ensure adoption and application.Calling all healthcare leaders to Love Your Leadership!!Check out the details and register for the Love Your Leadership Challenge: CLICK HEREWe invite you to spread the word within your organization and leadership network!CapstoneLeadership.net/Upcoming-Events

Send us a MessageWhile working with 1000s of healthcare leaders across the country over the past 12+ years, we've noticed a need for this: the Love Your Leadership Challenge! It's back again by popular demand for 1 hour per day, Aug 5-9. Check it out HERE. Today's episode:In this Culture Byte solo episode, Sue discusses the concept of silos within organizations. Silos are groups within an organization that are focused inward and loyal to their own rather than the organization as a whole. Silos can exist between different departments or divisions, hierarchical levels, generations, geographical locations, and/or categorical roles. Silos hinder collaboration, efficiency, and workflow, and can create a perception of disorganization to patients. Sue provides four categories of actions to decrease silo behavior and promote collaboration: “uniters,” empathy and understanding activities, appreciation activities, and learning together.The largest silos in healthcare are the clinical and business sides of the organization.The most common silos that come to mind are the distinct departments within a healthcare organization, yet many other types of silos likely exist.The opposite of silo behavior/actions is collaborative behaviors/actions.Think of collaboration as “teamwork on steroids.”When you bust silos you improve efficiency and workflow and the patient experience (..... safer and more satisfying care).To decrease silo behavior and promote collaboration, organizations can focus on “uniters” (such as mission, vision, values, strategies, standards, goals), empathy and understanding activities, appreciation activities, and learning together.

Send us a MessageIn this episode, Sue interviews Michelle Franklin, the CEO of Sullivan County Community Hospital, about their journey to developing leaders in their organization. Michelle shares how they started their leadership development efforts in earnest after experiencing disappointing employee engagement survey results. They implemented leader training which focused on core leadership practices such as improving communication, one-on-one employee rounding, and interdepartmental collaboration. The organization has seen a transformation in their culture and engagement levels, and they have received awards for staff engagement. Michelle emphasizes the importance of regular leadership training and creating a culture of accountability. She also mentions the value of relationship building and the softer side benefits of leadership development.Investing in leadership development has both measurable and intangible benefits, including improved staff engagement and a positive organizational culture.Effective communication, including one-on-one rounding and interdepartmental collaboration, is key to building strong relationships and solving problems.Creating a culture of accountability and setting clear expectations for leaders helps drive performance and results; these are aided by an ongoing leadership development process.

Send us a MessageJane McLeod, co-founder of Capstone, shares five of her top 10 “leadership life hacks” borne out of her 40+ year career.An organization becomes unstoppable when front-line leaders join together on one team as a cohesive unit that works together to achieve common goals.Beyond all the projects and management tasks, continually building strong relationships is essential for effective leadership.Growth happens when we reflect on and own up to mistakes and then apologize when necessary, fostering trust and authenticity.Spending time with employees outside of work helps create a supportive and engaging work environment.Leaders should avoid taking on other people's problems and instead empower their team members to find solutions; in other words, “don't take the monkey, gently hand it back.”In this episode, Sue is joined by Jane McLeod. Together they co-founded Capstone Leadership Solutions, in 2012 after two decades of working together in their local community hospital. As Jane approaches her upcoming retirement after an amazing career in healthcare, she shares five of her top 10 “leadership life hacks.” These hacks have a significant impact on culture, as they promote collaboration, trust, vulnerability, and personal growth. By implementing these tactics, leaders can create a positive and empowering work environment.

Send us a MessageIn this Culture Byte solo episode, Sue discusses the to-dos and not-to-dos for creating a learning culture in healthcare organizations, specifically focusing on leadership development. She emphasizes the need for internal ownership of the learning system and the involvement of a steering team to develop and onboard leaders. Sue also highlights the importance of continuous learning and the role of anchor events and the designation and development of internal experts in the process. She stresses that leadership training should not be optional and that leaders must be accountable and supported to implement the takeaways from the training. Overall, Sue provides insights and tips for creating an effective leadership learning culture.Creating a learning culture in healthcare organizations requires internal ownership of the learning system.A steering team consisting of senior and frontline leaders can take ownership and oversight of the processes for developing and onboarding leaders.Effective leadership development is a continuous process, not an episodic event.Certain leadership training events and activities should be deemed mandatory and leaders can be accountable for implementing the takeaways when they know which takeaways are deemed mandatory versus optional.Planning an annual organizational leadership development plan and setting an annual calendar for training events can help ensure proper preparation, participation, and commitment.Given that continuous learning is the backbone of effective healthcare leadership, organizations are going to want to avoid these common pitfalls in their leadership training efforts

Send us a MessageIn this episode, Sue Tetzlaff interviews Ben Davis, President and CEO at Glencoe Regional Health (GRH), about their newly launched Experience Initiative. Ben plans to be a quarterly guest on the podcast to chronicle the approach, progress, successes, and challenges of this initiative. During this first episode, Sue and Ben the early months of the partnership between Capstone and GRH centered around continually improving the employee experience, patient experience, and patient access. They also talk about the importance and role of employee-driven teams and the leadership team in driving the success of this change initiative. The conversation highlights the challenges of change and the need for data-informed decision making. They also discuss upcoming Experience Initiative events which include initial training on the initiative via all-employee training events and a 2-day leadership training.GRH's Experience Initiative is centered around advancing their strategic priorities to improve the employee experience, patient experience, and patient access.Employee-driven teams are an important part of the Experience Initiative's approach for involving frontline staff in decision making and driving change.Leadership also plays a crucial role in leading and supporting the changes that are part of the Experience Initiative.Data-informed decision making is essential to this initiative for identifying areas of opportunity and setting goals.The investment in leadership development, onboarding, and succession planning is important for the future success of the organization.Ben Davis, GRH's CEO, plans to be a quarterly guest on the Culture Change RX podcast to chronicle the approach, progress, successes, and challenges of this initiativeThrough their Experience Initiative, Glencoe Regional Health (GRH) is uniting leaders and employees on a pathway to executing strategies, evolving culture, and achieving goals.