Sunday, Sept. 28 - Learning Sessions
Not sure which
- S1 - Thought Leader Forum Results: Meet Your Future Leader - Engaging and Empowering Women to Achieve Success in Health Care
- S2 - Leaving NO Rock Unturned, the Importance of Human Resource Management During Cost Reduction
- S3 - People Count! Never Underestimate the Value of Your Employees
- S4 - Improving the Financial Health of Caregivers: Strategies to Improve Nurses' Retirement Readiness
- S5 - State of the Art Evolution of Leadership Selection and Development
- S6 - Wellness Requires a Long-Term Strategy: How to Create Your Plan
- S7 - Coaching to Full Potential
- S8 - NLRB Panel: Recent Developments of the NLRB - Issues of Importance for Health Care Providers
- S9 - Framing the Message to Engage Retirement Plan Participants
- S10 - Bridge to College: A Collaborative Model for the Development of Frontline Workers
- S11 - Leader Succession Planning
- S12 - Aligning the Strategic Planning Process with Organizational Results
- S13 - Building Engagement: Leveraging What Matters Most to Physicians
- S14 - The Perils of Using Off-Duty Conduct Information in Your Screening Processes
- S15 - Leading Amidst Uncertainty
- S16 - HR Compliance Panel: Don't Be Another Headline - Human Resource Compliance Lessons Learned
ASHHRA, AONE, and TIAA-CREF Thought Leaders converge with hospital CEOs to address the critical shortage of women in health care leadership. According to the Bureau of Labor Statistics, women make up nearly 80 percent of the health care workforce, but there is still the lack of a strong presence when it comes to women in the C-suite. Results will be shared with participants to begin empowering your female workforce.
- Review why women are unrepresented in health care leadership roles and the challenges they face and the barriers women are facing when trying to advance their health care careers
- Recognize what hospitals and health care systems need to do to ensure they are developing more female into C-suite positions
- Take home resources that should be available to help more female health care workers advance in their careers
Terry Olinger, MBA, ACHE Fellow, President, Benefis Medical Group and System Services, Benefis Health System
Health care organizations have a mandate to improve value while reducing costs. Learn how Benefis Health System achieved both, without culture damaging layoffs or benefit reductions.
- Understand the importance of Medicare breakeven as a strategy in total post –Affordable Care Act (ACA) world
- Understand how to align the organization on cost reduction
- Discover areas to look for cost reduction without suffering a layoff when performing cost/benefit analyses
Nancy Riesz, President, Success Catalyst
Organizations where people love to work make significantly larger profits. This session will provide insight on the top money wasters in business.
- Discover the top three money wasters in business and how they can impact a balanced scorecard
- Take home five tactics to apply to be a place where people look forward to coming to work in driving the organizational culture contributing to the HR strategic plan with the organization's strategic plan
- Determine simple ways to increase the return on your payroll
Tim Ruggles, VP, Managing Director, Healthcare Practice Leader, Fidelity Investments
Understand nurses' savings behaviors and financial/retirement planning preferences, and learn best practices to effectively engage nurses to improve their overall financial health.
- Articulate key retirement savings behaviors and sentiments of nurses
- Discuss the key drivers of financial health for nurses
- Implement strategies that effectively engage nurses and motivate them to better utilize their retirement benefits
K Bruce Stickler, Of Counsel, Drinker, Biddle & Reath
James C Velghe, Founder, President and CEO of Work Dynamics, Inc.
Mark Thomas, Vice President, Employee Relations, Phoenix Children's Hospital
Participants will learn from one system’s journey in examining and assessing every present and potential leader throughout their organization. Leaders were individually assessed, received personal coaching and one-on-one consultation to facilitate the highest level of performance. These lessons are invaluable as senior HR leaders are called upon to take a more active and accountable leadership role in their own organizations.
- Understand why most leadership development strategies fail
- Learn how to select and develop great leaders from all aspects of your organization including the Board, CEO and Chief Medical Officer to the front line managers
- Empower your leaders to achieve the highest level of performance
Jerry Guinane, Vice President of Human Resources, SwedishAmerican Health System
Hear how SwedishAmerican Health System developed a three-year strategic wellness plan to maximize participation and lower medical costs. The speakers will also provide best practices for a successful outcomes-based wellness program that fosters member accountability resulting in improved employee health year over year.
- Create a strategic three-year wellness plan to increase health and productivity of employees as well as contributing to the organization's strategic goals resulting in net income expectations with use of a balanced scorecard
- Identify key components of an effective wellness program that will reduce medical costs
- Understand the key benefits of approaching your wellness program as a strategic business objective
James Veronesi, MSN, RN, NEA-BC, CHE, Senior Director, The Advisory Board Company
This session focuses on how to integrate a coaching approach into regular interaction with staff, so they are actively involved in improving their own performance.
- Set and communicate clear objectives for staff.
- Evaluate staff performance on these objectives.
- Prepare for and conduct collaborative feedback sessions with staff to understand the root causes of obstacles to superior performance and provide effective coaching
Roger King, Consultant, IRI Consultants
Attend this panel to hear about current labor issues affecting hospitals. This panel will include a new member of the National Labor Relations Board (NLRB), Phillip Miscimarra, who will share his insight on a number of labor hot topics.
- Review the current NLRB agenda
- Discover how the labor issues will affect your health care organization
- Proactively create a plan to deal with these issues and remain compliant
Wendy Daniels, Senior VP, Marketing, Transamerica
In today’s world, a lot has been written about how we need to engage participants. For instance, we often hear that we need to “make it simpler.” A worthy goal for sure, but simplicity is not necessarily simple -- especially when there are legal requirements and disclosures to communicate. Framing the message is extremely important if we are to help participants achieve retirement readiness.
- Review the importance of context at both the employer and employee level and how to change expectations based on current conditions
- Relate how goal setting can impact retirement readiness
- Ensure the organization's plan design supports the plan objectives
Kira Khazatsky, Vice President, Jewish Vocational Service
Loh-Sze Leung, Executive Director, SkillWorks: Partners for a Productive Workforce
Becky Smith, Senior Workforce Development Specialist, Boston Children’s Hospital
Inez Stewart, Vice President of Human Resources, Boston Children’s Hospital
In this session, the presenters will share the Bridge to College Program, a tuition assistance and career ladder program designed to assist low-wage, low-skill workers in gaining further education and becoming part of the skilled and educated workforce.
- Hear strategies about how to use data to drive change and gain support for career development of frontline workers in growing their careers and contribute to the organzation's talent pool
- Engage internal clinical and non-clinical stakeholders to partner in developing tuition assistance and career ladder programs
- Review the tools and methodologies used to measure return on investment for all parties involved in the project to impact the organzation's strategic plan to develop and educated health care workforce from the community
Jan Chase, Corporate Director, Performance and Organizational Development, Martin Health System
Angie Metcalf, Vice President/Chief Human Resource Officer, Martin Health System
With the changing landscape of healthcare, leadership succession planning has never been more important. Human Resources in a midsize system put in place an assessment and ranking methodology based on the nine box succession planning model. This session presents information on the methodology and tools human resources and other leaders can use to assess current leadership. Upon implementation, the organization can develop a targeted development plan for leadership and is better prepared to meet future challenges.
- Demonstrate understanding of importance of succession planning
- Define criteria on a nine box succession grid and apply criteria to certain leadership roles
- Use tools to develop training plans for leaders in your organization
Lynne Cunningham, Coach, Studer Group
Effective strategic planning requires alignment, accountability and results. Using an interactive process and real-world examples, the speaker will ensure participants understand the importance of their role in the strategic planning process.
- Design a strategic planning process that ensures alignment, accountability and results
- Ensure HR is viewed as a strategic function integral to organizational success and a contributing partner in the strategic planning process
- Use specific examples to reinforce the need for a fresh view of the planning process
Dr. Mitchell Kusy, Consultant, Physician Wellness Services
David Cornett, Senior Executive Vice President of Business Development, Cejka search
What does “engagement” mean to physicians? How does it impact job choices? This session reviews key survey findings and provides ways that health care organizations can improve engagement initiatives to support recruitment and retention. Review a national study on engagement and ways to improve it.
- Understand the elements of engagement which are most important to physicians
- Learn best practices on how to address gaps between physician expectations and organizational performance around key elements of engagement
- Develop onboarding and retention programs to create a solid foundation for improved and sustained engagement with your physician population
N. Alexander Erlam, Esq., General Counsel, Certiphi Screening, Inc.
At an ever-increasing rate, personal information on applicants and employees is becoming readily available and easier to find online through social media and other sources. The problem has become the access to too much information, and understanding when and if to use it in your screening processes.
- Understand how developing a standard process for screening will impact the workforce planning process when discussing long-term workforce needs with senior leadership
- Protect your organization from making an adverse employment decision
- Take home best practices on screening applicants
James Veronesi, MSN, RN, NEA-BC, CHE, Senior Director, The Advisory Board Company
This session focuses on elevating the confidence of leaders contending with uncertainty in their day-to-day work, by helping them to embrace it as natural.
- Embrace uncertainty as an ever-present condition, rather than a fleeting challenge
- Develop awareness of and commitment to a balancing of priorities and tempering of extremes
- Build confidence to act in the absence of perfect information
Deborah Muller, CEO & President, HR Acuity
Beth Strapp, Health Care Segment Manager & VP, Chubb Specialty Insurance
Paul Siegal, Shareholder, Jackson Lewis
Lori Deem, Partner, Outten & Golden, LLP
In today's environment of dynamic organizational change and uncertain economic conditions, no organization is immune from allegations of misconduct, harassment, discrimination or wrongful termination. Join an interactive panel discussion to learn what to do differently to mitigate the growing risks associated with adverse employee events specifically within health care systems.
- Idenfity the increased risks and trends within health care systems associated with claims of misconduct and other allegations
- Consider expert perspectives to determine the best approach for employee relations compliance and risk mitigation programs for your organization
- Apply new strategies and process improvements to ensure a repeatable, defensive investigation process is in place while developing and including a business metric associated to risk key performance indicators on your organization's dashboard