Healthcare Capstone BU Responses to Moral Compassing Discussion Discuss the importance of moral compassing for the Christian health administrator. Health | Course Hero
Healthcare Capstone BU Responses to Moral Compassing Discussion Discuss the importance of moral compassing for the Christian health administrator. Health Administration Capstone
MHA 670
Hall #6
Emotional Competence and Transformation
Introduction to Hall
Leader success depends on
? Leader skills
? Team
? Resources available
? Motivation
2
Topics Covered
Emotional competence
Toxic Organizations
Leadership Transformation
3
Hall Objectives
Examine Biblical worldview as a
framework for the deterrence of toxic
behaviors in organizations.
Discuss the significance of the leadership
calling as an integral component of
engagement.
Understand how the concept of
emotional competence is integral to the
leadership role.
4
Hall Objectives (cont.)
Discuss how healthy organizations
become toxic.
Discuss principles and strategies for
minimizing toxic behaviors in
organizations.
Describe the negative impact of system
toxic practice on employee performance.
5
Biblical Worldview Application
2 Timothy 2:15
? Work hard
? Receive Gods approval
? Not ashamed
? Correctly explains truth
6
Emotional Competence
Holism
Intrinsic Motivation
Emergent Leadership
CHAPTER 10
Dissipative Leadership
Emotional Competence:
Integrated Leadership
A Vital Leadership Skill
The illiterate of the 21st century will not be those who
cannot read and write, but those who cannot learn,
unlearn, and relearn.
-Alvin Toffler
7
Holism
Whole is greater than
parts
All styles and
approaches
Reflective thinking
Reevaluate and redefine
visions
8
Intrinsic Motivation
Self-motivation
Working toward goals
? Meaningful
? Attainable
? Aligned with self-esteem
Valuing of individuals
9
Emergent Leadership
Space between individuals
Influential member of an organization
Positive communication behaviors
Most respected and followed
10
Dissipative Leadership
Change and disruption necessary
Transferring leadership
Leadership is dynamic
Integration of ethics and mores
11
Integrated Leadership
Efficiency
Defines clear priorities
Effective boundaries
Balance
Emotional competence
12
Emotional Competence
Emotional intelligence
Translation of personal feelings
Understanding of emotions
Essential for success
Many characteristics and behaviors
13
Self-Awareness
Understanding of strengths/weaknesses
Know how you feel
Impact of emotions and actions
Self-confidence
Humility
14
Openness To New Ideas
Communication
Decision-making
Listening to others
Integration
Collective wisdom
15
Valuing Knowledge
Quest for new information
Filter and manage new information
Constant pursuit of knowledge
All outcomes have purpose
16
Compassion
Sharing feelings
Personal involvement
Developing others
Active listening
Understanding others
17
Biblical Worldview Application
Psalm 139:1-6
? Examined my heart
? Know all about me
? Blessing on my head
? Knowledge far beyond my understanding
18
Presence
Ability to connect
Motivates and inspires
Caring from the top
Confidence
Professionalism
19
Mindfulness
Attention on the present
Non-judgmental
Embrace emotions
20
Passionate Optimism & Balance
Positive mindset
Boost productivity
Enhance employee morale
Expect success
Must have balance
21
Resilience
Recover in loss
Cope
Renew
revitalize
22
Impulse Control
Control of emotions/impulses
Think before acting
Maintain dignity
It is a choice.
23
Moral compassing
Right vs. wrong
True north
Natural laws and
principles
?
?
?
?
Fairness and kindness
Dignity and charity
Integrity and honesty
Quality and service
24
Honor and Power Principles (Covey)
Persuasion
Patience
Gentleness
Teachableness
Acceptance
Kindness
Openness
Compassionate
confrontation
Consistency
Integrity
Benefits of Emotional Competence
in Healthcare
Focused Hiring
Improved Succession Planning
Higher Productivity
? Uniqueness of team members
?
?
?
?
Decision making style
Motivation
Values
External orientation
26
Toxic Organizations
Toxins impair
Poor performance
Poor decision-making
Dissatisfaction
Stress
27
Characteristics Of Toxic
Organizations
Inability to achieve goals
Problem-solving processes
Poor internal communication
Huge amounts of waste
Manipulative
Self-centeredness
28
Vertical Authority Structure
Top-down structure
Can become inefficient
Slow decision processing
Power retained at the top
29
Inequitable Reward and Recognition
Practices
Inequitable pay
? Can cause:
? Division
? Jealousy
? Mistrust
30
Abuse Of Power
Deceit
Constraint
Coercion
Selfishness
Inequity
Cruelty
Disregard
31
Lack Of Respect For The Workforce
Effects productivity
Examples
? Rudeness
? Dismissing new ideas
? Lack of courtesy
? Disrespect
32
Failure To Manage Unmotivated
Employees
Takes time and energy
Why are they
unmotivated?
33
Tolerance Of Antisocial Behavior
How employees think about work
How workers behave
Examples
? Sexual harassment
? Rumor mongering
Leader should recognize
inappropriateness
34
Biblical Worldview Application
Proverbs 15:18
? Hot-tempered person
? Starts fights
? Cool-tempered person
? Puts them out
35
Toxic Mentoring
Negative experiences
Examples
? Not available when help needed
? Provides inadequate guidance
? Eagerly and publicly points out mistakes
? Used for mentors benefit
36
Inconsistency & Dishonesty
Inconsistent in word and action
Ambiguous
Contradictory
Results in confusion
37
Imbalance Between Work &
Personal Life
Blurring of boundaries
Impact of technology on personal life
Always available
38
Advocacy Gone Awry
Hindered by personal agenda
Lack of communication
Lack of respect for decisions of others
39
Toxic Leaders
Cold and distant
Lack emotional maturity
Unpredictable
Inconsistent
Sends mixed messages
Creates confusion
Lack of awareness
40
Principles for Minimizing Toxic
Behaviors
Know Thyself
? Identify values
? Importance of integrity
? Self-analysis
? Confront emotions
? Acknowledge employees
41
Principles for Minimizing Toxic
Behaviors
Walk The Talk
? Act in accordance with values
? Congruent action
? Constancy of values
42
Principles for Minimizing Toxic
Behaviors
Be Willing To Listen
? Problem solving
? Decision-making
? Critical Listening
43
Principles for Minimizing Toxic
Behaviors
Value the Truth of the Whole
? Multiple points of view
? Cherish opposing viewpoints
44
Principles for Minimizing Toxic
Behaviors
Empower Employees
? Multiple points of view
? Cherish opposing viewpoints
45
Principles for Minimizing Toxic
Behaviors
Build Relationships on Respect
?
?
?
?
?
?
Preserve dignity
Encourage communication
Encourage self-improvement
Give feedback
Be open to new ideas
Compensate fairly
46
Principles for Minimizing Toxic
Behaviors
Act as an Agent of Transformation
?
?
?
?
Encourage collaboration
Non-threatening
Transform career pathways
Value of employee loyalty
47
Principles for Minimizing Toxic
Behaviors
Screen Job Candidates for Dysfunction
? Identify dysfunctional behaviors
? New approaches for interviewing
? New approaches for selecting
48
Principles for Minimizing Toxic
Behaviors
Expect Accountability
? Ownership
? Proactive response
? Current and future efforts
49
Principles for Minimizing Toxic
Behaviors
Reward Value-Adding Behaviors
?
?
?
?
Improvements in clinical conditions
Self-care
Knowledge of condition/treatment
Healthy lifestyle
50
Biblical Worldview Application
1 Corinthians 10:13
? Your temptations are
like others
? God is faithful
? Will not allow it to
overwhelm
? When tempted, endure
51
Recap of Hall
Emotional competence
Toxic Organizations
Leadership Transformation
52
Whats next?
Complete the reading assignments
Take the Hall Quiz
Answer the discussion questions
Complete the writing assignments
53
References
Covey, S. (1992). Principle-Centered Leadership. Los Angeles, CA: Fireside Press.
Malloch, K. & Porter-OGrady, T. (2009). The Quantum Leader: Applications for the
New World of Work. (2nd ed.). Sudbury, MA: Jones & Bartlett Learning.
Orlov, J. (2003). The Holistic Leader: A Developmental Systemic Approach to
Leadership. Paper presented at The Wisdom of ASTD-LA 2003: The Los Angeles Chapter
of the American Society for Training and Development (ASTD-LA), Los Angeles, CA.
Retrieved from http://www.julieorlovconsulting.com/docs/holistic_leader_article.pdf.
Porter-OGrady, T. & Malloch, K. (2011). Quantum Leadership Advancing Innovation,
Transforming Health Care. (3rd ed.). Sudbury, MA: Jones & Bartlett Learning.
The Holy Bible (New Living Translation)
54
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