Bridging the Generational Gap in Health LeadersCHLNET WEB I NA R

SEPTEMBER 27 , 2018

emerginghealthleaders.ca1

Please Welcome:

Melicent LaversEHL Toronto Co-Chair, TOHealth! Marketing Group Member; Corporate Marketing Lead at Medtronic Canada

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Emily GruenwoldtPresident and CEO of the Canadian Association of Paediatric Health Centres; EHL Co-Founder

Michelle MoonesarEHL National Co-Chair; Project Manager at the Mississauga Halton LHIN

Agenda1. Session Objective2. About Emerging Health Leaders3. Environmental Scan4. Key Takeaways5. Using Mentorship to Bridge the Gap6. Discussion

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Session Objective

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To bring awareness to the generational gap in health leadership, challenges faced and discuss strategies to close

this gap.

About Emerging Health Leaders

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Emerging Health Leaders (EHL)

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» A network developed for emerging health professionals, by emerging health professionals »

VancouverCalgaryEdmonton

TorontoHamiltonOttawa

MontrealPrince Edward IslandNova Scotia

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Environmental Scan

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Methods

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• 10 question online survey evaluating the generational gap and challenges

• Circulated through EHL network to engage emerging, mid-level, and senior leaders

• LEADS framework used as foundation to develop questions for environmental scan

Survey Questions

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1. Are you a emerging, mid-level or senior leader?

2. What generation are you a part of?

3. Do you believe there is a generational gap in health leadership?

4. Do you feel engaged and connected with the various leaders (ie. emerging leaders, mid-level leaders, and senior leaders) across your organization?

5. What factors motivate you the most?

6. What challenges have you faced when collaborating with leaders from various generations?

7. What strategies for passing on organizational knowledge from leadership generation to generation have you been a part of?

8. On a scale of 1-5, how influential are emerging leaders in the decisions you have been involved in?

9. Do you believe different generations have different leadership styles?

10. Do you believe different generations respond best to different leadership styles?

Results

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Survey Results

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74 Participants

Emerging health leadersMid & senior

leaders

Generation Y(approx. 1982-2000)

Generation X(approx. 1964-1982)

Baby Boomers(approx. 1946-1964)

Believe different generations have

different leadership styles

Believe different generations respond

best to different leadership styles

Average rating foremerging health

leaders influence on decision making

Agreed there is a generational gap in

health leaders

Survey Results

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94%

2.6/5

89%

86%

Response Variation: TOP 3 MOTIVATORS

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EMERGING HEALTH LEADERS MID & SENIOR LEADERS

Relationship with co-workers

Growth

Values*

Values*

Growth

Results

* Alignment of organization values and personal values

Response Variation: TOP 3 CHALLENGES

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EMERGING HEALTH LEADERS MID & SENIOR LEADERS

Openness to change

Willingness to adapt technology

Different Values

Openness to change

Different work ethic

Willingness to take risks & willingness to adapt technology

Response Variation

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EMERGING HEALTH LEADERS MID & SENIOR LEADERS

Majority DID NOT feel connected with various leaders (ie. emerging, mid-level and senior leaders )across their organization

Majority HAVE NOT participated in knowledge translation opportunities

Majority DID feel connected with various leaders (ie. emerging, mid-level and senior leaders )across their organization

Majority HAVE participated in knowledge translation opportunities

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Areas of Opportunity

Understand the needs of various generations and leadership levels in the workplace

Increase engagement and collaboration between leaders

Create an environment open to change and

innovation

Provide opportunities for emerging health leaders to influence

decisions

Develop forums for knowledge translation

Mentorship

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Mentorship as a Reciprocal Relationship

Mentor• Can gather useful

information• Greater commitment

from colleagues • Fulfillment & pride • New ideas

Mentee • Career guidance • Decision guidance • Industry specific

information • Professional

development

EHL Edmonton Mentorship Program

» The goals of the program are:

» To develop a bridge between the academic and professional practice world for students;

» To assist early careerists and middle managers in furthering their career objectives; and

» To develop individual relationships between mentees and health administration executives that will enhance professional learning opportunities for both.

EHL Edmonton Mentorship Program 2017/18» Mentorship Program Kick-off (April 6, 2017)

» A networking session for mentors and mentees to meet and share preferences for a match.

» Goal Setting Session (May 6, 2017)» A facilitated meeting to help paired mentors and mentees warm up to one another and collectively set goals for the 2017-2018 Mentorship Program.

» Midpoint Check-In (October 2017)» How can EHL further support the mentor/mentee relationship?

» Year End Appreciation (April 25, 2018)» A celebration to share the successes, learnings, and challenges of the EHL Mentorship Program.

EHL Edmonton Mentorship Program Key Learnings

» Matching mentees and mentors is key» Semi-structured program is most valuable» Scheduling and coordination with mentors is a key

barrier» Mentors report benefits from participating in the

program » Mentees report the mentorship relationship is

especially valuable in helping develop soft skills

EHL Toronto – Speed Mentorship

» Group-based mentorship approach allowing mentees to meet with up to 5 mentors in a session

» Mentees are given approx. 20 minutes to connect with a mentor

» Networking reception is held to allow for further connections to be built and for mentees to speak with any mentors that they did not have the chance to meet as part of the mentorship rounds

EHL Toronto – Speed Mentorship

» Annual event held at HealthAchieve Conference

» Other speed mentorship events held in partnership with local universities and health organizations

» Events with up to 90 participants

EHL Toronto Mentorship Key Learnings

» For group-based mentorship keep groups small (approx. 4 mentees per mentor)

» Collect feedback to continually improve program» Know your audience and ensure mentors are the right fit» Coach mentors prior to session – Mentor Guide» Coach mentees prior to session – Career & Professional

Development Worksheet

Discussion

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Thank you

“ A network for emerging health professionals, by emerging health professionals”

http://emerginghealthleaders.ca/

Become a Member: https://emerginghealthleaders.ca/about-us/membership/

Emerging Health Leaders

@EHLCanada

EHLCanada@gmail.com