Sunday Learning Sessions
 

Learning Sessions 1:30 p.m. – 3:00 p.m.
Learning Sessions 3:15 p.m. – 4:45 p.m.


1:30 p.m. – 3:00 p.m. Learning Sessions 

S1
CC/ALL
Advancing Effective, Communication, Cultural Competence, and Patient-and Family-Centered Care in Hospitals: New Standards, Current Research, and Promising Practices
Christina L. Cordero, PhD, MPH, Associate Project Director, Division of Standards and Survey Methods, The Joint Commission

Hear from Cordero about the cultural and linguistic diversity challenges that effect communication between providers and patients. Using data from The Joint Commission's study, Hospitals, Language, and Culture: A Snapshot of the Nation, this session will guide you in recruiting and training staff to meet diverse patient needs.

Learning Objectives:

  • Identify communication as an essential component of patient safety and quality care
  • Use available tools and resources to identify, evaluate and maintain the appropriate competencies and skills for interpreters and translators
  • Identify a number of practices that other hospitals have used to recruit, retain and train a diverse workforce to meet the linguistic and cultural needs of their patients

S2
PS/ALL
Managing Disruptive Behavior
James Veronisi, MSN, RN, NEA-BC, CHE, Director of Leadership, The Advisory Board

This session will provide a comprehensive and strategic approach to managing behavior—beyond crisis intervention to prevent both dramatic Disruptive behavior in the health care setting has serious consequences for the quality of patient care and effects the success of a functioning organization.

Learning Objectives

  • Overcome personal barriers that prevent leaders from taking action
  • Develop the skills to execute strategic confrontations with disruptive individuals
  • Mitigate organizational barriers that might stand in the way of effectively dealing with “protected” disrupters


S3
PL /LT
Evidenced-Based Executive Leadership Practices: What Really Works During Periods of Transformational Change
Michael O'Brien Ed.D., President, O'Brien Group and  Jon Abeles Ed.D., Sr.V.P. Talent Mgmt. & Diversity, Catholic Health Care Partners

This highly interactive session will detail evidenced-based leadership practices and approaches that have helped the senior leaders at Catholic Health Care Partners become more strategic  while accomplishing more work while driving measurable improvements in overall performance.

Learning Objectives

  • Summarize how to design evidence-based executive leadership programs for your organization
  • Review your own personal leadership approach to understand how to get more and better work done in the face of transformational change
  • Increase overall job satisfaction by implementing changes in daily executive work processes that result in higher performance

S4
HRD/MLP
Getting Wellness Well: Examining the Paradigm of Today's Wellness Culture
Maia Bielak, Director of Programs & Services, YES Universe, LLC, and Cherie Dikelsky, Director of Communications, YES Universe, LLC

What if your wellness strategy wouldn't fit in a box? Hear inspired perspectives supplemented by data and theory in this interactive session designed to evolve the discussion about employer wellness programming into a discussion focused on wellness strategy fundamentals.

Learning Objectives

  • Establish a creative space in which to examine the foundational elements of organizational wellness strategy
  • Propose an integrated framework to address wellness needs by leveraging available resources to optimize engagement opportunities
  • Explore the range of viable wellness performance indicators made possible by using proven methodologies to benchmark risk categories outside the areas of known risk, including emerging risk and lifestyle balance

S5
HRD/MLP/LT
Succession Planning - Preparing Your Next Generation of Leaders
Theresa Brett, Director, Strategic Talent Management, Rex Health Care

Through case study review and interactive exercises, you will learn step-by-step how to implement succession planning in your organization, proactively identify your high potential leaders, and create a plan to prepare and retain your future leaders.

Learning Objectives

  • Describe and thoroughly outline the succession planning process
  • Understand how to use the Nine Box Grid to identify high potential talent
  • Develop a plan for your organization to prepare and retain future leaders

S6
PS/LT
Creating a Culture of Accountability
Lisa Brock, Vice President, Human Resouces, Overlake Hospital Medical Center

Overlake has been on a journey to create a culture of accountability.  Learn how HR played a leadership role in driving and supporting cultural change.  This session will focus on the process of change and how these initiatives grew and morphed over time as the capacity for change in the organization expanded and the tolerance for under performance diminished. 

Learning Objectives

  • Recognize the critical role HR can play in defining and shaping culture through HR systems and programs
  • Determine how to pace and implement change to fit the organization’s capacity for change
  • Incorporate the power of storytelling in culture change

S7
HBK/ALL
Health Care HR Hot Topic Panel
K. Bruce Stickler, Partner, Drinker Biddle & Reath LLP and Stephanie Dodge Gournis, Partner, Drinker Biddle & Reath LLP

As health reform ramps up, Human Resources Executives will face greater demands on their time.  Adding to this challenge, in the labor and employment arena providers will be subject to an environment of unprecedented regulatory enforcement initiatives from federal agencies.  HR Executives must assume a strategic role in advising leadership on these new challenges while eliminating compliance risks.  Today’s most pressing topics include: the role of HR Executives in health care reform, wage and hour compliance, and the opportunities, challenges and legal pitfalls of social networking.

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3:15 p.m. – 4:45 p.m. Learning Sessions

S8
HRD/NP
Instilling Accountability at the Front Line
James Veronisi MSN, RN, NEA-BC, CHE, Director of Leadership, The Advisory Board

Managing staff toward excellent outcomes is among the most basic yet most difficult management challenges that all HR leaders face. For managers, the complexity of work, of staff, and of roles in the varied departments within an organization only increase the level of this challenge. This session will use a discussion of the 2003 Columbia Shuttle disaster as a launching pad to explore the drivers of accountability failures and will provide strategies managers can use to set up staff for success against their newest and toughest assignments—and to prepare them for unforeseeable challenges. 

Learning Objectives

  • Understand the HR manager’s role in enabling “accountability shortfalls”
  • Strengthen staff ownership of organizational outcomes
  • Realize how a culture of accountability grows out of high-performing units and organizations

S9
HBK/MLP
How To Efficiently Recruit and Retain Health Care Talent in the Digital Age
Jay Wommack, CEO, Vertical Alliance Group, Inc.

This session will cover traditional recruitment and retention techniques and why they are largely unsuccessful. Join Wommack to explore the digital age best practices that emphasize how to be more efficient, more productive and to hire better qualified personnel who will be more likely to stay with the hospital for a long time. Amidst a global economy, the digital age presents unique opportunities to shorten the hiring cycle and how to attract - and keep- highly qualified personnel.

Learning Objectives

  • Assess how your role as a HR Leader fits into the overall scheme of marketing your hospital or organization
  • Identify areas in both recruitment and retention efforts that can be improved
  • Utilize more efficient methods for recruitment and retention

S10
CC/ LT
Emerging Trends in Health Care Workforce Development
Lynn Brooks, President, WynnLyn Group

Brooks discusses the emerging trends that are increasing the effectiveness of Health Care workforce development programs, and identifies new concepts that you can apply in your organization. This presentation will identify the new trends in collaborative partnerships, discuss the new demands and directions for the education system, and review the specific steps for involvement with education and partnerships for the next three to five years.

Learning Objectives

  • Identify the new trends in the evolving “big picture” for partnerships for workforce development
  • Discuss the new demands and directions for the health care education system
  • Be prepared to deal with the new stimulus dollars earmarked for specific education programs

S11
PS/ NP/MLP
Implications of Lifetime Cost of Health Care to Compensation & Benefits Design
Brad Kimler, Executive Vice President, Fidelity Consulting Services

As an HR professional in this economy, you are challenged to recruit the best and brightest while keeping overall costs at bay. Review a study on lifetime health care costs and describe implications to compensation and benefits design.  Kimler will discuss strategies to help Finance, HR, and Benefits executives address these costs while recruiting and managing a competitive workforce.

Learning Objectives

  • Define a model for calculating the lifetime cost of health care for an average individual
  • Realize the impact and implications of this cost to compensation and benefits design
  • Develop strategies to account for this cost while achieving strategic HR and workforce management objectives

S12
HRD /MLP
RelationSHIFT: Becoming a Credible Activist in HR
Vicki Hess, Principal, Catalyst Consulting, LLC

This interactive session will challenge your thinking about your role in key relationships at work and provide proven communication and relationship building techniques for the shift to becoming a credible activist in your role as a health care HR professional.  Join Hess’ dynamic session and leave with a catalyst for forging positive, productive, and lasting relationships throughout your organization (and beyond) to create remarkable results as a health care human resources leader.

Learning Objectives

  • Establish strategic relationships with key individuals within your organization
  • Develop and nurture key relationships with external stakeholders and community members
  • Utilize and role model effective communication skills

S13
HBK/ALL
403(b) Plan Audits—Lessons Learned
Pat Kilpatrick, Director, Diversified Investment Advisors

Learn what you MUST know when it comes to 403(b) Plan Audits from a professional. This session will cover 403(b) audits from A to Z! Hear a retirement plan expert share experiences gained over decades of helping retirement plan sponsors prepare for audits.

Learning Objectives

  • Work more efficiently and effectively with your providers and auditors
  • Take advantage of best practices in preparing for your next audit
  • Understand steps you should take after an audit

S14
CC/ALL
Labor Relations Panel: Developing a State of Readiness for Today's Active Labor Environment
Jim Trivisonno, President, IRI Consultants

HR executives join labor relations experts to discuss their experiences and current strategies for remaining non union. Panelists will discuss how they are addressing various labor relations-related issues such as obtaining buy in from their CEOs to support proactive labor relations initiatives on an ongoing basis.

Learning Objectives

  • Create a Labor Relations Readiness Manual so your organization is prepared to deal with a variety of union strategies and tactics
  • Review strategies to handle union and labor matters from a panel of labor relations experts
  • Learn what to do if a pro-company employee wants to tell management everything that is happening and wants your help with union matters

 

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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.


Saturday      Monday      Tuesday   

 

Diversified Investment Advisors

 Fidelity

 MetLife

 TIAA-CREF

 The Hartford

 Integrated Healthcare Strategies

 Constangy

 ING

 VALIC

Prudential

Press Ganey Associates, Inc.

ADP

AHA Solutions

Monster

HealthcareSource

O.C. Tanner

Great West

Sibson Consulting

National Healthcare Career Network

Chessboard Consulting

Corporate Financial

Morehead

 Towers Watson

 IRI Consultants