the journey to servant leadership - conference presentations/day 2... · the journey to servant...

Download The Journey to Servant Leadership - Conference Presentations/Day 2... · The Journey to Servant Leadership…

Post on 17-Aug-2018

212 views

Category:

Documents

0 download

Embed Size (px)

TRANSCRIPT

  • TheJourneytoServantLeadership

    To Serve FirstVAPsychologyLeadershipConference

    May23,2015

    Linda W. Belton, FACHEDeputy DirectorVHA National Center for Organization Development

  • VETERANS HEALTH ADMINISTRATION 2

    Think of an Historical Figure You Consider a Servant Leader.

    Why?

    Now think of someone who

    has been a servant leader

    in your life. Why?

    What characteristics do you think of in a servant leader?

    Toolkit Exercise

  • VETERANS HEALTH ADMINISTRATION

    VAsTransformationalAgenda

    Transformingmodelsofcare Patient/familycenteredcare Highperformingteams Acultureofservice

    Transformingrelationships Customersatisfaction/Veteranexperience Civil,engagedworkforce Ensuringthepublictrust

    3

  • TransformationalWorkplace:AllThingsConnected

    4

    Patient Centered Care; Customer ServiceSafe, Timely, Quality Outcomes

    I CARE

    IntegratedEthicsLearning OrganizationServant Leadership

    CREW (civility)Systems Redesign

    Diversity & Inclusion

    Veteran-Centric

    Leader-ship

    EmployeeEngagement

    TransformationisCultureChange

    Serving the Veteran

    Serving the Employee Serving the Organization

  • VETERANS HEALTH ADMINISTRATION

    WhatisCulture?

    Takenforgrantedvalues,assumptionsandexpectationsthatcharacterizeorganizationsandtheirmembers.

    Howthingsarereally donearoundhere(watercoolerconversations)

    Culturepermeatestheenvironmentforbetterorforworse

    Cultureistheanchor:whatdoesnt changewheneverythingaroundyouischanging.

    Culturechangeisa process: Ittakes time Itsbuiltonbehaviorchange

    Culturechangeworksbestinahealthyorganization.

    5

  • VETERANS HEALTH ADMINISTRATION 6

    A Healthy Organization

    Nurtures Success in Complex &

    Chaotic Organizations

    Incubator for Transformation

    Employees Choose To Work

    Veterans Choose to Receive Service

    VA

    Connects all Employees Personally to VA Mission

    A Healthy Organization is foundation, not

    fluff

    Balances Immediate Tasks

    With Building Systems That

    Strengthen Over Time

  • VETERANS HEALTH ADMINISTRATION

    Ninetypercentofwhatwecallmanagementconsistsofmakingitdifficultforpeopletogetthingsdone.

    PeterDrucker

    7

  • VETERANS HEALTH ADMINISTRATION

    Servant Leadership is both a philosophy and a set of practices. Servant Leaders are persons of integrity who lead an organization to success by putting the needs of customers (Veterans), employees and communities first; sharing knowledge and power; and helping people develop and perform to their highest capacity.

  • VETERANS HEALTH ADMINISTRATION 9

    Leaders

    Test of a Servant Leader

    Do those served grow as persons? Do they become healthier, wiser, freer, more autonomous, more likely themselves to become servants?

    Servant First, Leader Second

    Were all leaders, all the time.

  • VETERANS HEALTH ADMINISTRATION

    ResearchShows

    ServantLeadershippositivelyinfluences: Collaboration&effectiveness(Parris&Peachey) Serviceorientation(Wong&Davey) Helping/Organizationalcitizenshipbehaviors(Erhart) Perceptionoffairness(Walumbwa) Influenceof/satisfactionwithsupervisor(Laub) Innovation(Jaramillo) Employeesatisfaction&engagement(Cerit) Communicationandtrust(Liden) Supportsorganizationaltransformation(Patterson)

    10

  • VETERANS HEALTH ADMINISTRATION

    10.8

    17.5

    24.5

    0

    5

    10

    15

    20

    25

    30

    No change inleadership practice

    Good to Greatleadership

    Servant Leadership

    Fortune 500 Companies ROI (%)

  • VETERANS HEALTH ADMINISTRATION 12

    Encourage Growth to Reach Potential

    Moral Authority

    Concerned About Success of All Stakeholders

    Self-Reflection, Humility & No

    Spotlight

    What is Unique in Servant Leadership?

    Serve Others For Their Own Good

  • WHYSERVANTLEADERSHIPINVA?

  • VETERANS HEALTH ADMINISTRATION 14

    ServantLeadershipServesVAsTransformationalAgenda

    Personalized, proactive, Veteran-centered service

    Civil, engaged workforce High-performing teams Customer service Results- driven Links to: I CARE, ethics,

    learning organization, diversity & inclusion, systems redesign, managing change, succession planning, psychological safety

  • VETERANS HEALTH ADMINISTRATION

  • VETERANS HEALTH ADMINISTRATION

    ServantLeadershipisRelationshipBased

  • VETERANS HEALTH ADMINISTRATION17

    SupportsPsychologicalSafety Employeesabilitytoaskquestions

    orbringupteamissueswithoutfearofreprisalornegativeconsequences

    AbilitytoSTOPTHELINE![Deming]

    Glitchhunts,notwitchhunts!

    Learningandinnovationarechilledinafearfulorganization.

    Morelater.

  • VETERANS HEALTH ADMINISTRATION

    ImplementingServantLeadershipinVA: ChallengestoChange

    Bureaucratic/PoliticalEnvironment

    Size Realitiesofculturechange Misperceptions

    18

  • VETERANS HEALTH ADMINISTRATION 19

    Common Misperceptions: Challenges to Change

  • Misperception:

    YoucantpracticeServantLeadershipinagovernmentagency.

  • VETERANS HEALTH ADMINISTRATION

    Misperception:

    ServantLeadershipisntstrongleadership.Idontwanttobeseenas

    apushover.

  • VETERANS HEALTH ADMINISTRATION

    ServantLeadership:NotfortheFainthearted!

    Itisnotsoft Requires:

    StrengthofselfmasteryStrengthofactionStrengthofrelationships

    Inhealthyorganizations,poweristhecapacitygeneratedbyrelationships.

    SLsoperatefromcourage,persistence,integrity,stronginternalcompass.

    22

  • VETERANS HEALTH ADMINISTRATION

    Misperception:

    Thetermservantisaturnoff/offendsme.

    Differencebetweenserviceandservitude

  • VETERANS HEALTH ADMINISTRATION

    Misperception:

    IcantembraceSLifmysupervisordoesnt.

    Dontwaitforthememo! Dontunderestimateyourpowertochangetheworkplace.

  • VETERANS HEALTH ADMINISTRATION

    WereallLeadersAlltheTime

    Everybodycanbegreatbecauseanybodycanserve.Youdonthavetohaveacollegedegreetoserve.Youdonthavetomakeyoursubjectandverbagreetoserve.Youonlyneedaheartfullofgrace.Asoulgeneratedbylove.

    Rev.Dr.MartinLutherKing,Jr.25

  • VETERANS HEALTH ADMINISTRATION

    Whenyoureahammer,everythinglookslikeanail.

    ServantLeadersarenthammers:theyrethewholetoolbox.

    26

  • VETERANS HEALTH ADMINISTRATION

    Orchestrating Servant Leadership in VA

    27

    Servant Leader-speak

    from the top

    Board Represen-

    tation50+

    Presenta-tions

    VAACHEGreenleaf Conf.SingaporeCDC

    OrganizationalHealthNewsletter

  • VETERANS HEALTH ADMINISTRATION

    Servant Leadership

    in VA Leadership Programs

    Servantleadersgetresults Supportsatransformational

    environment VHAsdevelopingreputationas

    aSLorg Nowhaveassessmenttooland

    internalexpertise SLisalreadyoutthere aquiet

    revolution(theorgisplayingcatchupwithwhatsalreadygoingon!)

    Helpnewleadersdevelopnewskillsfornewtimes

    GrowingServantLeadershipinVA

  • VETERANS HEALTH ADMINISTRATION

    Growing Servant Leadership in VA

    29

    SL 180 Self-Assessment

    180Ultimate goal: a

    Culture of Servant

    Leadership

    360

    SL 360 Self-Assessment

    Org Health Web Sitehttp://organizationalhealth.vssc.med.va.gov/Pages/Default.aspx

  • VETERANS HEALTH ADMINISTRATION 30

    7 Pillars of Servant Leadership

    2. Puts People First

    3. Skilled Communicator

    4. Compassionate Collaborator

    5. Has Foresight

    6. Systems Thinker

    7. Leads With Moral Authority

    1. Person of Character

    7 Pillars

    James Sipe & Don Frick (2009)

    Contact Jaimee Robinson, NCOD for SL 360 / 180

  • VETERANS HEALTH ADMINISTRATION

    Sowing the Seeds.Making it Personal

    Connecting to the Mission

    31

  • VETERANS HEALTH ADMINISTRATION

    TranslatingintoPractice:BuildingtheCulture

    Noplaybook:onlyguidingprinciples Everyemployeemusttranslateprinciplesintopractice. Whatismeaningfultome? Whyisthisimportant? WhatwillI dodifferently? WhatimpactwillIhave?

    32

  • VETERANS HEALTH ADMINISTRATION

    RelevancetoPsychologists

  • VETERANS HEALTH ADMINISTRATION

    WhatWillSLLookLikeforYou?NonSupervisory Offeringtohelpteammembers Saygoodmorning;askhowsomeoneis Isthereanythingyouneed;Ihavethetime.Supervisory Communicatehonestly/respectfully Givedevelopmentalopportunitiestostaff Sharecreditforaccomplishments Listen;actonfeedback Welcomefeedback,evenwhenitisntgoodnews Beacoach,notacritic ModelSLbehaviors

    Patient/Client

    Staff

    Super-

    visor

  • VETERANS HEALTH ADMINISTRATION

    ServantLeadershipWhyYou?

    Youhaveearnedrespectbyyoureducation,experienceandinclinationtoserve Impactonpatients/clients Impactoncolleagues Impactonculture

    Youaresystemsthinkers seeconnectionsandrelationships Someofyouareinpositionsofauthoritynow orinfuture

    Wereallleaders,allthetime.

  • VETERANS HEALTH ADMINISTRATION

    ServantLeadershipisnotaRace:ItsaJourney

  • VETERANS HEALTH ADMINISTRATION

    Commitment

    WhattwothingswillIcommittodoingtogrowasaServantLeader?

    1._____________________________________

    2._____________________________________

  • VETERANS HEALTH ADMINISTRATION

    InternalDialogofaServantLeader

    WhydoIserve?Serviceisnotabyproductofleadership:itisthewholepoint.

    WhomdoIserve?HowdoIdefineourcustomers?Ourc

Recommended

View more >