Wyoming Hospital Association, part 2, Strategies for Building a Culture of Ownership

This special report for subscribers of the Values Coach Culture Mechanic service summarizes some of the most important lessons we have learned about effective cultural transformation and for building a culture of ownership

The document defines commitment as a promise or pledge to do or support something, and involves dedication and obligation. True commitment requires follow through in the form of action. It discusses how complaints often stem from values people are committed to, and how asking powerful questions can help empower people and resolve problems. Commitment ignites action, and committing to goals and following through builds trust and success over time. Accountability involves accepting responsibility for one's actions and commitments. Being both committed and accountable leads to empowerment, confidence, and the ability to meet goals and deliver results. Their combination provides a formula for unstoppable success.

Trust is a fundamental component of successful organizations. When trust is present, communication is more open and productive relationships can form. However, a lack of trust can destroy relationships and lead teams to dysfunction. Building trust requires transparency, understanding others, sharing success, and truthfulness. In contrast, lies, cover ups, distance, ignoring values can damage trust. Managing trust effectively is important for diverse teams to communicate well and avoid issues.

This document discusses how to build and sustain trust in relationships. It explains that trust involves choosing to make yourself vulnerable to another person's actions. Trust is based on sincerity, reliability, competence, and care. The document provides tips for demonstrating each of these qualities to develop trust, such as being transparent, keeping commitments, acknowledging limitations, and prioritizing others' interests. It also discusses how distrust emerges and provides strategies for rebuilding trust when it has broken down.

This document discusses the concept of an emotional bank account (EBA), which represents the level of trust built up in a relationship. An EBA has deposits, such as keeping promises, acts of kindness, loyalty, listening, and apologizing, as well as withdrawals like breaking promises, gossip, and arrogance. Maintaining an positive EBA requires regularly making deposits through honesty, empathy, keeping confidences, and giving sincere apologies when mistakes are made.

This document discusses empowering youth for employability and productivity. It notes that according to a World Bank report, young people aged 15-29 make up the largest population of inactive people. There is a growing need for personal and professional skills. These skills include effective communication, emotional intelligence, decision making, goal setting, and developing self-awareness. The document advocates taking responsibility for one's circumstances and unlocking one's imprisoned potential through modules on self-awareness, interpersonal relationships, emotional intelligence, decision making, and envisioning. It suggests that most people only use 10% of their potential and encourages readers to work on developing their skills and increasing that percentage.

The document discusses five choices for improving productivity: 1) Act on important issues rather than reacting to urgent tasks, 2) Go for extraordinary results rather than settling for ordinary outcomes, 3) Schedule major tasks before minor ones to maximize efficiency, 4) Prioritize technology use to avoid being overwhelmed, and 5) Maintain energy levels through exercise, nutrition, rest, relaxation and social connection. FranklinCovey's "5 Choices to Extraordinary Productivity" program teaches prioritizing tasks systematically to boost individual and organizational productivity.

This document discusses building trust in relationships and the importance of empathy. It presents the "trust equation" which is made up of credibility, reliability, intimacy, and focusing less on self-interest. Specific dimensions that build trust are having relevant expertise, being consistent and dependable, showing empathy through understanding different perspectives and being willing to discuss difficult issues, and prioritizing the other person's agenda. The document also discusses cognitive versus affective empathy and provides an exercise scenario to demonstrate empathetic responses.

The documents provide information on mentoring relationships and effective practices for mentors. Some key points include: - Developing a strong relationship between the mentor and youth is critical for positive mentoring outcomes. The relationship itself is the primary intervention. - Mentors should focus on actively listening, providing empathy and support, avoiding blame, and conveying hope to the mentee. - Effective communication includes validating the mentee, focusing on their strengths, and using feedback and praise positively. - Cultural awareness, being authentic, emphasizing growth mindsets, and ensuring program support are also important aspects of mentoring.

Want to see your organization reach its full potential? It starts with accountability. Everyone—from manager to intern—has to take ownership of their work. So how do you make it happen? In this webinar we break down the best ways to instill accountability in managers and employees, tactics for reinforcing an accountable company culture, and strategies for building effective, accountable teams.

This document discusses the importance and benefits of appreciation and complementing others. It states that appreciation is one of humans' deepest needs and that praising others can boost their confidence and motivate them. The document outlines techniques for effectively complementing others, such as being specific, sincere, and timely with praise. It also addresses difficulties in accepting compliments and provides tips for responding graciously. Workshops are proposed for practicing skills like targeted praise and strength-based compliments. Overall, the document advocates regularly and genuinely appreciating others through words and actions.

The document discusses the core skills needed to be a trusted advisor: the ability to earn trust, give advice, and build relationships. It explains that trusted advisors value maintaining relationships over short-term gains. Building trust is a multi-stage process involving engaging with clients, listening to understand their needs, framing issues collaboratively, envisioning solutions together, and committing to agreed upon actions. Trusted advisors focus on understanding clients' perspectives and priorities rather than just providing rational solutions.

This document discusses coaching skills such as listening, body language, and questioning. It provides tips for being an effective listener, such as using body language to show interest, avoiding distractions, not interrupting, and listening with empathy. It also discusses the importance of questioning, noting that children ask many questions per day on average while college graduates ask far fewer. Different types of questions are outlined, including open-ended vs closed questions. Body language is 55% of communication, so coaches should read clusters of clues in context and be aware of cultural differences when interpreting body language. Coaches should also avoid asking leading questions.

I was reflecting on the leadership forum I attended last week where the subject matter was on how to deal with difficult personalities. One of the things that came up in the discussion was a group of people called the 'negatives'. Negatives are people who tend to be opposed to most things in general and tend to approach life from this standpoint.

The document discusses building trust within teams. It notes that high-performing teams depend on mutual respect and trust between members. There are four key elements to building trust: honesty, openness, consistency, and respect. A lack of trust can negatively impact communication, delegation, empowerment, productivity, and results. Research shows that high-trust companies outperform low-trust companies by nearly 300% due to a "hidden tax" on interactions when trust is low. The document suggests identifying "anti-patterns" that undermine trust and countering them with "boost patterns" to create a trusting environment within teams and organizations.

We often have to engage with others in the workplace. Relationships can be energising or destructive. Find out more about how to make your relationships more energising, and effective. This is a subset of slides from a workshop I ran for The Psychology of Self Expression.

An overview of DiSC behavioral model and some practical advice on applying DiSC to your everyday working life, based on the materials from http://manager-tools.com/

Keynote presentation by Values Coach Founder Joe Tye for the 2019 conference of the Association of Clinical Documentation Improvement Specialists, featuring six strategies to be your best self and achieve your most authentic goals.

Jayadeva de Silva is contesting Colombo District as the leader of Independent Group 9 at the SriLankas general elections on 17thAugust

Obtenez tout le soutien et les conseils dont vous avez besoin pour réussir votre prospection. Ce livre est l'une des ressources les plus précieuses au monde lorsqu'il s'agit de développer vos techniques de prospection dans le marketing de réseau. Ce livre ci-dessous vous montrera exactement ce que vous devez faire pour enfin réussir avec votre entreprise.

The document provides an overview of leadership qualities and Stephen Covey's Seven Habits of Highly Effective People. It discusses that effective leadership requires understanding the big picture, empowering and developing teams, and adapting to different situations. It also outlines the seven habits which include being proactive, beginning with the end in mind, putting first things first, thinking win-win, seeking first to understand, synergizing, and sharpening the saw.

The document provides an overview of leadership qualities and strategies for career success based on Stephen Covey's Seven Habits of Highly Effective People. It discusses the importance of understanding the big picture, empowering and developing people, and adapting to different situations. It also covers personal leadership through strategic planning, mentors, and continuous self-improvement. Teamwork, culture, and the four levels of leadership are examined. Finally, the seven habits are summarized with a focus on being proactive, beginning with the end in mind, and putting first things first.

This document outlines the Twelve Core Action Values and their corresponding Cornerstones that are meant to guide effective action. The values are: Authenticity, Integrity, Awareness, Courage, Perseverance, Faith, Purpose, Vision, Focus, Enthusiasm, Service, and Leadership. Each value is explained in 1-2 sentences and has 4 Cornerstones that provide more specific guidance on incorporating that value. The document is copyrighted material from Values Coach Inc. and is meant to serve as a framework for thinking, goal-setting, decision-making and managing relationships according to core human values.

This document contains the text from a presentation given by Joe Tye, CEO of Values Coach Inc., at the Sysco Multicultural Summit in 2018. The presentation focuses on building a culture of ownership within organizations by helping employees live their values, create trust, and foster innovation. Tye discusses the importance of changing individual attitudes and behaviors before expecting to change organizational culture. He provides strategies for personal and cultural change, including committing to daily promises to be responsible, accountable, and resilient; replacing negative self-talk with positive affirmations; and envisioning the future one wants to create. The overall message is that effective leaders help people reach their potential by inspiring them with a shared vision and mission.

This document provides lessons on developing a positive mindset for success. It discusses thinking big, believing in yourself, overcoming fear and excuses, focusing on strengths over weaknesses, setting goals, and learning from setbacks. The key lessons are to think positively, take action, learn continuously, and maintain good relationships.

This document summarizes a leadership training session on "Leadership & Motivation by Example" held on July 24th and 31st, 2008. The session covered defining leadership by example, types of leadership including servant leadership, the importance of trust, and establishing credibility. Participants engaged in group exercises and discussed the "13 Behaviors of Relationship Trust". The session concluded with creating action plans to improve behaviors and the role of being a mentor.

Tom O'Rourke presents on becoming a better version of yourself through focusing on career, relationships, and integrity. He discusses choosing a career aligned with your values like learning and contributing to others. For relationships, he recommends being a giver over a taker by generously helping others. Living with integrity involves knowing your leadership style and paying attention to how it matches with others. The overall presentation provides strategies for improving different areas of your life through self-reflection and goal-setting.

This ppt helps you in knowing much more about Personality Development and I'm sure you will get a clear view towards it.

A brilliant proverb describing how to build the optimal team "choose your companions before you choose your road".and thats such a true saying,teams are a delicate beast.ideally each member shares a common goal, whether it be winning a race or completing a project.the selflessness and pasion embodied in a groupof people striving for achievement is wondorous.Positive energy emanates from their labors,breeding high standards and astounding productivity.There is no limit to what a great team can accomplish,like a rope:together as one united,consisting of the highest human material:to build that great dynamic individuals willing to work long hours,to motivate them when the inevitable.Human nature can lead to a team s downfall whether from disinterist,laziness,or the dozen of other daily emotions coursing through disparate individuals.Honestly believe the makings of the great team can be found in one word:chemistry.A group of modestly talented individuals who are team players will accomplish far more than an assortment of geniuses thinking of themselves...

This document discusses values-based leadership and how to identify your personal values. It emphasizes that values give leadership meaning and guide leaders' professional and personal lives. The document provides worksheets to help readers identify the values that are most important to them by sorting potential values into categories of "always," "often," "sometimes," "seldom," and "never" valued. It encourages readers to reflect on how aligned their lives and work are with their identified values in order to enhance motivation and leadership.

Beyond the factors of production lining up in your favour, attitude is one key ingredient the entrepreneur requires to get going.

Prospecting for Network Marketing Diamonds. Learn how to recognize, interest and attract the people who will become your biggest sellers. If you talk with the top income earners in network marketing, they'll all say that prospecting is the key to success.

Isn’t it curious? We look at other people, envy them for looking so terribly perfect and wish we could trade places with them, while they consider us and think of the same thing. We're jealous of other people who themselves are jealous of us. We suffer from low self-regard, lack of assurance and lose hope in self-improvement and ever winning anyone over. Work from home! WoodWoork https://cutt.ly/TzKlcxv

The document outlines David Schwartz's book "The Magic of Thinking Big" which provides strategies for developing a positive mindset. Some of the key chapters discussed include managing your environment by surrounding yourself with positive people, making your attitudes your allies by cultivating enthusiasm, thinking positively about other people, developing the action habit through perseverance, turning defeats into victories by finding the good in situations, and using goals to help personal growth. The document emphasizes that leadership requires gaining support through understanding others and pushing for progressive thinking.

The document provides a summary of key concepts from the book "The Magic of Thinking Big" by David J. Schwartz. It discusses 15 topics on developing a powerful belief in oneself such as curing "excusitis", thinking big, thinking creatively, managing your environment, making your attitudes your allies, thinking like a leader, turning defeat into victory, using goals to help you grow, thinking right toward people, getting the action habit, and being what you think you are. The document also provides references and information about the author of the book.

The document discusses the importance of maintaining a positive attitude in the workplace. It provides tips for building a positive work attitude such as focusing on positive things, avoiding negative people, and regularly assessing one's own attitude. It also discusses how attitude, thinking, and behavior are connected, and offers strategies for changing each one in a positive direction through acceptance of responsibility, control, observation, and choosing helpful responses. Maintaining a positive attitude comes from within and influences one's external environment.

This document outlines The Self-Empowerment Pledge, which consists of seven promises to repeat daily in order to change one's life. The promises are: be responsible, be accountable, be determined, contribute to others, be resilient in the face of adversity, maintain a positive perspective, and have faith. Repeating these promises throughout the day causes cognitive dissonance when one's actions do not align, forcing a change in attitudes and behaviors over time. Investing just one minute a day, by repeating one promise four times, can profoundly and permanently change one's life for the better personally, professionally, financially, and spiritually.

This document summarizes the presentation "Building a Culture of Ownership" given by Jamie Wiggins and Joe Tye of Children's Hospital Association. It provides background on Children's Hospital in Louisiana, which originally opened in 1955 and is now a 224-bed pediatric medical center. It discusses efforts after Hurricane Katrina to improve community collaboration. The presentation outlines Children's Hospital's framework for excellence, which includes magnet designation, education programs, leadership development, and quality improvement initiatives. It discusses creating the right culture through empowerment and a culture of "yes". Metrics show improvements in areas like turnover, certification, and patient satisfaction.

Presentation slides used in Joe Tye's presentation for the Kaleida Health board meeting, October 11, 2018

The document is a summary of a presentation on nursing leadership and organizational culture. It discusses how effective leaders maximize human potential by helping people live their values and creating trust and innovation. This allows the organization to flourish financially. It emphasizes that culture change requires changing people by giving them tools to inspire values-driven behavior. Leaders must transform challenges into fuel for pursuing a noble mission to gain commitment over mere compliance.

PowerPoint slides used by Values Coach CEO and Head Coach Joe Tye in presentation for the executive leadership team of HCA South Atlantic Division, 12-05-2018.

This is the conclusion of a presentation by Values Coach CEO and Head Coach Joe Tye on key success factors for positive culture change and the board's role for values and culture, with final comments on values-based leadership.

Slides used by Values Coach CEO and Head Coach Joe Tye to share results of the validated VCI-17 Culture Assessment Survey taken by members of the leadership team at a large healthcare system (organization's identity removed)

This document outlines Joe Tye's 10-step formula for creating memories of the future: 1) Aspiration, intensely desiring a better future. 2) Authenticity, having a goal so big it inspires personal growth. 3) Attention, choosing what to focus on each day. 4) Articulation, describing the dream in a way that informs and inspires others. 5) Affirmation, positive self-talk when belief is hardest. 6) Asking others for help after first helping them. 7) Action, outwardly manifesting inner commitment. 8) Being accountable to oneself or others. 9) Adapting as the world and dream change. 10) Being adamant in refusing to quit

Slides used by Values Coach CEO Joe Tye in a presentation for the Indiana Organization of Nurse Executives 10-18-2018

Slides used by Values Coach CEO Joe Tye in presentation for Indiana Organization of Nurse Executives on 10-18-2018

Slides used by Values Coach CEO Joe Tye in presentation for Indiana Organization of Nurse Executives on 10-17-2018

This document contains 24 quotes about courage from a book on the topic. The quotes discuss how courage is needed most when things are going badly, how committing to one's work can be terrifying, and how conquering doubt and fear allows one to overcome difficulties. They also address how naming and confronting fears makes them easier to solve, and how exploring the center of one's fears often reveals nothing substantial.

Slides used by Values Coach CEO and Head Coach in opening keynote presentation for the Hall Render Practical Heath Retreat, March 1, 2018 - Marco Island, Florida.

Annotated and expanded slides used by Values Coach CEO Joe Tye in his presentation with Ryan Smith - CEO of Memorial Hospital of Converse County - at the 2018 American Hospital Association Rural Health Care Leadership Conference. Joe's focus is on building a culture of ownership with values-based leadership strategies.

Slides used by Values Coach CEO and Head Coach Joe Tye in his keynote for the National Association of Neonatal Nurses, October 12, 2017, augmented with key lessons for building a culture of ownership.

This document outlines steps for transitioning an organization from a culture of accountability to one of ownership. It begins by discussing the importance of changing individual behaviors and providing tools to inspire change. A survey of managers at Doctors Hospital revealed issues like toxic negativity and lack of commitment. The document then discusses establishing core values and invisible architecture to build the foundation for a positive culture. It introduces the concept of the Pickle Pledge to reduce complaining. Examples are given of how Midland Memorial Hospital implemented these strategies, resulting in improved outcomes like lower turnover and higher patient satisfaction. The key message is that cultural change requires changing individual behaviors.

The slide show at this link includes 21 mental blocks to liberate yourself from in order to achieve your most authentic goals and become the person you are meant to be:

This document outlines seven strategies for empowering oneself: 1) Clarifying personal values, 2) Facing fears to build courage, 3) Learning from adversity, 4) Challenging negative self-talk, 5) Using body language and facial expressions to influence thinking, 6) Visualizing desired futures, and 7) Committing to a daily self-empowerment pledge focusing on responsibility, accountability, determination, contribution, resilience, perspective, and faith. The author argues that making a one-minute daily commitment to these strategies can profoundly change one's life by overcoming disempowering influences like low self-esteem, limiting beliefs, and negative influences from others.

This document provides guidance for building a culture of ownership within an organization. It discusses that culture does not change unless people change, and people will not change unless given the right tools and inspiration. It outlines the four dimensions of values-based leadership: character, expectations, fellowship, and quest. It discusses establishing a strong foundation through core values, building the superstructure by living those values, and shaping the interior through positive attitudes. The goal is to transform an organization from one of mere accountability to true ownership where everyone takes responsibility for the success of the whole.

Slides used by Values Coach CEO and Head Coach Joe Tye for presentation at annual AORN conference. This conference was also where the second generation of The Pickle Challenge for Charity (www.PicklePledge.com) was launched.

Slides used by Values Coach CEO Joe Tye for presentation at The University of Iowa College of Public Health, 2-15-17

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