Historical overview
How many people across the organization did the People+Culture team engage through 1:1 consultations, to understand their learning and development needs?
Over 200
How many people were engaged to create our new shared values?
5,718
How many people responded to the meaningful recognition survey?
1800
Name the four Just in Time team-based modules we are currently offering for teams!
- Team Foundations
- Leading myself through Change
- Trust
- SDI: Motivations
How many staff and physicians responded to the OHI survey?
11,000
What % of our staff and physicians felt that we are doing well in the area of talent development?
Only 46%
How many in-person sessions did the People+Culture team facilitate to engage staff and physicians to create our new values?
165
What % of our staff and physicians feel that they don't get enough recognition and thanks?
66%
What is the change management model / methodology we use in our education and practice?
(Please explain the acronym)
PROSCI: ADKAR
Awareness of the need for change
Desire to support the change
Knowledge of how to change
Ability to demonstrate skills & behaviours
Reinforcement to make the change stick
What are the 4 strategic priorities of VCH?
- Healthy VCH
- Innovation for Impact
- Convenient Healthcare
- Exceptional Care
Management Essentials facts quiz!
What is the key target group, purpose, and length of the program?
This program has been designed for new managers to develop operational management proficiency in staffing, scheduling, budgeting, performance management, effective delegation, and clear communication.
It is a 90-day onboarding program that helps individuals successfully transition into their new role, develop an internal network of key contacts and resources, and confidently contribute to VCH strategic priorities.
What is the current role of the values ambassadors?
Creating awareness of our new shared values
List 3 changes that were made to the Long Service recognition program this year
- New service milestone of 5 years, also to be recognized with a service pin
- Choice of gift from an extensive gift catalogue in addition to service pin (for 10+ years of service)
- Dedicated support by a Recognition Experience Coordinator to troubleshoot and resolve queries
- New supports for Managers and Leaders to celebrate their people for service anniversaries
Explain what SDI stands for, and why would you use it for teams!
Strength Deployment Inventory
SDI Foundations supports teams to understand each member’s values and the motivations that drive their individual behaviour.
By looking at the motive underneath their behaviour, people gain a clearer understanding of themselves and others. This understanding enables empathy, deeper connection between team members, effective communication, use of each other’s strengths, and successful conflict resolution.
At the end of the modules team members can expect to:
• Notice how their and others' motivation is showing up
• Adapt their behaviour and use language to effectively engage others
• Appreciate the strengths of others and embrace diversity on their team
By completing the SDI Foundations education, teams will be on the path towards increased effectiveness while demonstrating more curiosity and compassion for each other.
What is our current OHI score, and what is our target score by 2025?
Current score: 53
Target score by 2025: 70
List three of the challenges/learnings from past education and service offerings.
- Learning was a one time event
- Scalability was a challenge
- No common language vertically
- Evaluation did not measure effectiveness of the training programs
- Learners built networks across the organization
- Very rarely did leaders complete all 12-15 courses of the Core LINX program
What are the three words that describe the current culture at VCH?
And what are the three words that describe our target culture?
CURRENT: order; authority; budget-oriented results
TARGET: caring; learning; results that our patients, clients and families deserve
List and describe at least 4 Recognition programs and initiatives!
- Give Thanks team challenge / Everyday Recognition
- Long Service
- People First
- Retirement Gift
- Holiday Staff Appreciation
Frontline Leadership facts quiz:
- Who is it designed for?
- How long is it?
- What are some of the skills participants can learn through this program?
The program is designed for frontline leaders with supervisory responsibilities leading staff, groups or teams.
The program spans four days over four months.
It focuses on the critical foundations of leadership to successfully make the transition from individual contributor to effective leader.
Participants can learn skills such as identifying and managing conflict, providing skillful feedback, developing and enhancing relationships, and tools to empower teamwork.
What were some key themes we heard from the OHI survey? List at least 4.
- Our vision for the future is not clear to all of our staff and physicians.
-Decision making is difficult, slow and viewed as bureaucratic.
-There are too many priorities for leaders
-People don't feel their ideas are heard or implemented
-The Attendance & Wellness Promotion program needs to be revamped
-People don't feel meaningfully recognized for the work they do
-The organization does not have meaningful values we live by
List the education programs that our team previously offered and that are now on hold!
- Core LINX
- Experience LINX
- Transforming LINX
- Coaching LINX
List at least 3 of the ways in which we engaged the organization to create our new values, and include numbers (ie how many sessions).
Online survey - 2,107 responses received
In person sessions facilitated by P+C - 165
Public space engagements - 12
Toolkits sent to managers for self-facilitated sessions - 170
Making the connection:
Which key behaviour under which value does recognition directly link to?
Recognition is directly linked to 'being appreciative', which is a key behaviour under the value "We care for everyone".
What are the learning objectives of the team foundations modules?
- Explain your team’s purpose, goals, priorities, timelines, metrics, and results
- Build effective processes to ensure team operations are effective and efficient
- Create a safe environment for asking questions, acknowledging mistakes, exploring improvements, reflection, and personal growth
- Identify, explore and work through differences, and appreciate different perspectives
- Demonstrate caring, empathy, recognition, appreciation, and genuine positive regard of other team members, and feel more connected to each other
- Develop a Learning Agenda for next steps in your team’s reflection and development
What are the OHI practice and outcome areas that P+C team is directly responsible for moving?
- Recognition
- Meaningful values
- Consultative leadership
- Supportive leadership
- Career Opportunities