Developing leaders from within a health system can serve the system on several fronts. It can cut back on hiring costs and funnel employees into long, fruitful careers. Providing growth opportunities shows staff they are valued and equips them with the tools they need to be successful — which in turn improves retention and satisfaction, top leadership development organizations told Becker's.
Each year, the National Center for Healthcare Leadership acknowledges hospitals and health systems with exceptional leadership development initiatives. Candidates are judged on 12 metrics, from "talent management and succession planning" to "providing performance feedback" to "preparing new leaders for success."
Here are the strategies four of this year's "Best Organizations for Leadership Development" use to transform the employees of today into the C-suite of tomorrow.
Salt Lake City-based Intermountain Healthcare
The Intermountain Healthcare Leadership Institute focuses on "mid-career, experienced and well-regarded health system leaders," according to Bruce Jensen, its director of business development. Leaders from the U.S. and abroad come together for interactive simulations, discussions, case studies, small-group problem solving and personal assessments.
The institute's faculty members hail from renowned business schools, like Harvard University and Stanford University, as well as Intermountain's own leadership team.
"Intermountain’s leadership institute focuses on timeless leadership principles to enhance the critical competency of leadership itself," according to Mr. Jensen.
This spring's session will be offered virtually, with two-hour sessions occurring weekly and extra sessions during the opening and closing weeks. A hybrid format will return in the fall.
Aurora, Colo.-based UCHealth
UCHealth's approach to leadership development is trifold, according to Vice President of Organizational Development Matthew Gosney, EdD.
The first initiative, "employee voice," drives tangible leadership action and accountability through survey results. Staff members and leaders engage in "stay interviews," one-on-one conversations that address individual satisfaction while building departmental culture. Finally, leaders host "career conversations" to connect with their staff members in a "forward-looking professional management process," with the aim of achieving professional growth.
"While the human resources team at UCHealth was already doing work in these areas, the pandemic accelerated the work, as many staff are looking to move beyond the last three years and have an increased need for personal connection and renewed commitment to contribute to work that is meaningful," Dr. Gosney said.
The Houston-based University of Texas MD Anderson Cancer Center
The MD Anderson Leadership Institute offers several development programs for current and aspiring leaders, including coaching, mentorship, team development and change management consulation.
"Since the implementation of our programs and services, we have seen double-digit improvements in favorability scores in our employee engagement survey, with year over year sustainment," Courtney Holladay, PhD, associate vice president of the leadership institute told Becker's.
The institute also helps create "comprehensively trained talent pathways" within the organization, according to Dr. Holladay. "Our philosophy is that everyone is a leader," she said.
Cleveland Clinic
Cleveland Clinic's Mandel Global Leadership & Learning Institute provides more than 66,000 caregivers with online and classroom leadership development opportunities. And its curriculum covers a broad spectrum of competencies, according to Gina Cronin, its chief talent development officer.
"Our work in professional development encompasses both aspiring leaders and current leaders to grow their capabilities in being agile, resilient and focused," Ms. Cronin said. "This includes honing and enhancing their skills in communication, flexibility, emotional intelligence and accountability."
A personalized training was developed in 2022 to provide flexible learning, according to Ms. Cronin. A cohort approach is also offered to allow for connection with colleagues and coaches.