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Thomson Leadership Award
BWH is set to launch a comprehensive leadership development program to build and reinforce leadership qualities in new and existing managers at BWH.
“Our intent is to create a leadership model at BWH that is consistently practiced by all managers in all areas of the institution,” said Matt Van Vranken, chief operating officer.
The 1999 Staff Survey served as the impetus for the new leadership program. Staff feedback regarding manager effectiveness, motivation, organization and performance indicated that there were improvement opportunities related to leadership. The Leadership Staff Survey Action Team—one of five teams established to follow-up to the 1999 Staff Survey results—has collaborated with the Hospital Leadership Committee (HLC) to define leadership at BWH and develop a competency model for hospital managers.
According to Martha Pyle Farrell, director of Operational Planning and Program Improvement, the leadership program will provide managers and directors the tools necessary to effectively lead their staff to meet departmental and institutional goals.
BWH’s leadership development program includes: a commitment statement that identifies the major components of effective leadership; a competency model, based on survey data, literature and BWH’s Thomson Leadership Award standards, that will serve as the basis for establishing a consistent leadership standard; training to develop the necessary skills to become a BWH leader; and a proposed 360 degree performance evaluation to provide feedback on performance.
The program’s purpose and importance is summarized in its commitment statement. Based on the hospital’s mission statement, the commitment statement provides that: “Effective leadership is the cornerstone of BWH’s commitment to providing the highest quality health care to patients, their families and the community, to expanding the boundaries of medicine through research and to training the next generation of health care professionals.
An exceptional leader is one who:InspiresInspires in others by strength of characterCommitmentcommitment to these goals; displaysCourageCourage to challenge the status quo; has a passion toAchieveAchieve organizational goals; RespectsRespects colleagues and customers; and through coaching, mentoring and support, EmpowersEmpowers others to lead.”
According to Farrell, next on the agenda are finalizing the leadership competency model and communicating its importance broadly within the organization, completing the development of training modules, scheduling enhanced training programs and introducing 360 degree evaluations to HLC and then administrative and clinical leaders at BWH.
“The program will assist us in creating a culture where effective leadership is not only recognized and rewarded, but it becomes the standard rather than the extraordinary,” said Van Vranken.
For more information on BWH’s new leadership development program or to submit your ideas, email Martha Pyle Farrell (mpfarrell@partners.org).