Learning Sessions: Sunday, Sept. 23, 2012

 

1:15 – 2:45 p.m.

S1 - The Changing Executive and Physician Compensation Landscape
S2 - Mature, Sophisticated Leadership Continuity, and Succession Planning
S3 - Establishing Union RN Team Pay for HCAHPS
S4 - Retaining High Potential Leaders with Emotional Intelligence
S5 - Securing Connections: Diagnosing Turnover in New Nurses
S6 - Enfranchising Your Physicians in Change: Effectively Lead Change Initiatives at Your Organization
S7 - The Three Keys to Change that Underpin All Change Methodologies
S8 - Workforce Panel - CareerSTAT: The Best Models for Building Tomorrow’s Frontline Hospital Workforce


3:00 – 4:30 p.m.

S9 - Culture Change: Five Big Mistakes Health Care Organizations Make
S10 - MY TIME: Paycheck Protection Benefits Within a Shared-Responsibility Culture
S11 - Top 10 Leadership Behaviors that Drive Employee Engagement
S12 - Stellar Onboarding: How Does Your Organization Say "All Aboard?"
S13 - Personal DB Plans: Are they Prudent for a DC Plan?  Are they Prudent for Your Institution?
S14 - Shifting the Quality Paradigm: Mobilize Your Staff to Provide the Best Possible Care
S15 - Health Care Peer Reviews
S16 - Labor Readiness Panel - How to Keep Your Workforce Fully Engaged


 


Sunday, Sept. 23, 2012
1:15 – 2:45 p.m.


S1 - The Changing Executive and Physician Compensation Landscape
HBK / LT NH
Jim Rohan, VP and Managing Director, Sullivan, Cotter and Associates, Inc.
Michael D. Rosenbaum, Partner, Drinker Biddle and Reath

This session focuses on how organizations are re-examining and realigning executive and physician compensation programs to reflect the new realities of the health care industry.

Learning Objectives

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S2 -  Mature, Sophisticated Leadership Continuity, and Succession Planning
HRD / MLP NH
Nancy Dinon, VP, Human Resources, Orlando Health
Tom Olivo, Founding Partner, Healthcare Performance Solutions
Jon Cecil, CHRO, Lee Memorial

Finding and developing the next generation of leaders is far more effective and affordable when you have powerful, easy to understand tools and a mature process that makes use of them.  The Talent Management Eye Chart and the Performance Management Eye Chart are visual roadmaps of your entire organization that are clear, reliable, and economical.

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S3  - Establishing Union RN Team Pay for HCAHPS
PS / MLP
Kristen Fox, MBA, SPHR, Director, Human Resources, Kadlec Health System
Kirk Harper, RN, BSN, MBA, CNA-BC, Vice President Nursing, Kadlec Health System

Anticipating Value Based Purchasing, hear how Kadlec made negotiations history by developing a pay for performance model for RNs tied to successfully increasing and sustaining 10 Quality/Service/HCAHPS indicators.

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S4 - Retaining High Potential Leaders with Emotional Intelligence
NP / PL NH
James Kimberly, President, Sapphire Consulting

Future health care leadership capacity demands nurturing your high potential leaders today. Attend this session to determine if you are focusing on their emotional intelligence. Learn the five key leadership qualities of EI (Emotional Intelligence) that need coaching to emerge.

Learning Objectives

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S5 - Securing Connections: Diagnosing Turnover in New Nurses
HBK / MLP NH
Jane Lewis, SPHR, GPHR, Director, Organizational Effectiveness, HCA
Patricia Sikora, Ph.D., Senior Consultant, TNS Employee Insights

Attend this session and go behind the numbers to understand the drivers of turnover in new nursing staff and identify data-driven interventions targeting root causes of turnover.

Learning Objectives



S6 - Enfranchising Your Physicians in Change: Effectively Lead Change Initiatives at Your Organization
ABC / LT
James Veronesi MSN, RN, NEA-BC, CHE, Director of Leadership, The Advisory Board

Whether charged with introducing a new technology or process improvement, or adapting to new regulatory requirements or larger shifts in the health care environment, leaders must constantly face the challenge of initiating changes to renew the organization. The ability to lead change in fact draws on multiple skills.

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S7 - The Three Keys to Change that Underpin All Change Methodologies
Hospitals and Care Systems of the Future / ALL
David Silverstein, CEO, BMGI

There are countless approaches to change that are espoused by countless change gurus. So what's the correct way to approach change? During this session the presenter will take you through the analysis that shows there are really three keys to change, no matter which guru you choose to listen to.

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S8 - Workforce Panel
CareerSTAT: The Best Models for Building Tomorrow’s Frontline Hospital Workforce
HBK / ALL
Molly Seals, Senior Vice President of Human Resources and Learning, Catholic Health Partners/Humility of Mary Health Partners
Mike Paruta, Director of Workforce Development, Care New England Health System
Randall Wilson, Researcher and Author of the CareerSTAT
William Lecher, MS RN, Senior Nurse Leader, Cincinnatti Childrens Hospital

Health care is at a turning point in the U.S.  Health care providers face increasing pressures to provide more and better care at a lower cost.  New models are emerging for coordinating care and delivering it in a patient-centered way. Health care HR leaders are being called upon to help increase the ever more important "human" factor.  Some providers are discovering additional capacity through new models of effective investments in frontline workforce. In this presentation, receive a copy of the study that outlines the models and hear directly from some of those hospitals. Learn the strategies, value proposition, and metrics for documenting outcomes. Panelists will present models from leading hospitals for investing in the frontline workforce, as well as metrics for making the business case to senior leaders.

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Sunday, September 23, 2012
3:00 – 4:30 p.m.

 

S9  - Culture Change: Five Big Mistakes Health Care Organizations Make
HBK / NP NH
Lynnette Godat, Ph.D., Director Organizational Development, Dignity Health
Angie Smith, VP, Talent Management, Dignity Health

Implementing culture change is a monumental task.  Breaking it down into five key components makes it manageable. Tackle low-hanging fruit and the five components first by listening to this informative case study.

Learning Objectives

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S10 - MY TIME: Paycheck Protection Benefits Within a Shared-Responsibility Culture
HRD / MLP NH
Paulette Wright, Director of Benefits, Corporate Wellness & HR Operations, Hackensack University Medical Center 
Agnes Nines, Area President, Gallagher Benefit Services  
Joseph Wert, National Practice Leader, HRadvantage, a division of Gallahger Benefit Services

Attend this session to learn about the "MY TIME" program, which is a comprehensive paid time off solution to meet the needs of a diverse workforce, while also meeting the requirements of a changing business environment.  "MY TIME" offers flexibility to manage scheduled time off and absenteeism within a shared-responsibility culture, while providing income protection to employees and their families.

Learning Objectives

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S11 - Top 10 Leadership Behaviors that Drive Employee Engagement
PL / NP NH
Dr. Joseph Folkman, President, Zenger Folkman

Drawing on thousands of 360-degree assessments, health care case studies, and statistical reports, Dr. Joseph Folkman will present how hard science unlocks the key to effective leadership.

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S12 - Stellar Onboarding: How Does Your Organization Say "All Aboard?"
PS / NP NH
Kim Coleman, Director of Recruitment, Bon Secours Health System, Inc.
Lisa French, Senior Business Consultant, Talent Plus, Inc.

Attend this session to learn what it truly means to invest in your human capital to decrease first-year turnover and build a stronger, more engaged culture. Bon Secours Health System sets the new standard in employee onboarding and achieving measureable outcomes. Recruit, retain, and develop your greatest assets - your people.

Learning Objectives

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S13 - Personal DB Plans: Are they Prudent for a DC Plan?  Are they Prudent for Your Institution?
HRD / MLP NH
Tim Walsh, Managing Director, TIAA-CREF
Steven Kronheim, Managing Director & Associate General Counsel, TIAA-CREF

TIAA-CREF internal research suggests 80 percent of participants who believe they aren’t saving enough for retirement report that they don’t know how to get started.  This session will provide an overview of personal Defined Benefit (DB) plan design and address recent regulations including fee transparency and ERISA fiduciary considerations.

Learning Objectives

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S14 - Shifting the Quality Paradigm: Mobilize Your Staff to Provide the Best Possible Care
ABC / LT NH
James Veronesi MSN, RN, NEA-BC, CHE, Director of Leadership, The Advisory Board

With such an expansive and ever-growing definition of what it means to deliver high quality care, it is no wonder that leaders struggle to achieve and sustain progress on all fronts. This workshop is designed to bring clarity and focus to the overwhelming landscape of health care quality.

Learning Objectives

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S15 - Health Care Peer Reviews
Hospitals and Care Systems of the Future / PS
Jennifer Triumph, Compensation Analyst, Franciscan Alliance: Franciscan St. Margaret Health

The panel will cover proven strategies that will enhance an organizations ability to be successful in their physician integration strategy. A case study on how the Franciscan Alliance is using health care peer reviews to foster a development-focused culture and ensure quality patient care.

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S16 - Labor Readiness Panel: How to Keep Your Workforce Fully Engaged
Roger King, Partner, Jones Day
Jim Trivisonno, President, IRI Consultants
Michael Paruta, Director of Workforce Development, Care New England Health System

This interactive panel will explore current trends in labor and employee relations.  From an active National Labor Relations Board (NLRB), to union organizing and strikes, these experts will examine how recent developments will impact your organization. See real life examples of how to prepare your employees with the tools needed to keep your workforce engaged. 

Learning Objectives

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Not sure which sessions to attend? Use the Learning Track Selection Guide to determine the level and competency that you want to enhance


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