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Rural Health Education and Services

Community Engagement > Rural Health > Leadership and Development Training Services

 

Rural Health Care Leadership and Development Training Services

Rural Health Education and Services (RHES) offers services to help strengthen the Kansas healthcare workforce through professional development and leadership training sessions. Sessions are based on survey results or your organization's requests.

Training can be delivered on-site and tailored to all employees, and/or focused on specific groups. Services are available individually, or as a suite customized and delivered to meet your organization's goals.

Tara Morrow

Tara Morrow
KBP and Education Manager
tmorrow@kumc.edu

Tara Morrow is the KBP and Education Manager at Rural Health Education and Services, the University of Kansas Medical Center. She manages the KBP loan forgiveness program and develops and delivers curriculum to rural health care organizations helping support positive organizational cultures and increasing employee engagement. Tara received a B.A. from Fort Hays State University in Communications and an M.S.E. from the University of Kansas in Educational Policy and Leadership. She is a certified Gallup-Certified Strengths Coach and Trainer and certified as a Kansas Leadership Center Teacher and Facilitator.

She has been teaching communication, leadership, and cultural awareness courses for over 20 years at the collegiate level. Tara grew up in rural Northwest Kansas and has a passion for helping strengthen the health care workforce in rural communities. She has been a member of the RHES team for more than 10 years.

Get Started: Email Tara Morrow or call 316.293.2649.

Step 1

Baseline Survey

Workplace Culture and Employee Engagement Survey

Each organization will be administered a staff-wide culture and engagement survey. The survey results help identify the culture of your organization. To foster candor, Rural Health Education and Services (RHES) will collect the results as a third-party. A full report of aggregated responses, a summary of highlights, and recommendations will be shared with the organization. ($499)

Step 2

Training

Leadership and Staff Development Training Services

Once an organization's baseline has been established with results from the survey, the focus will then shift to leadership and staff development training. Organizational leadership may determine which training, and to whom they would be delivered. RHES will evaluate the training and information will be given to the organization regarding best practices on workforce culture and engagement. ($199/hr.)

Step 3

Post-Survey

Workplace Culture and Employee Engagement Post-Survey

Six-months to 1-year following training, RHES will re-survey employees of organizations, collect and distribute
aggregate data, and compare focus area results with baseline data to determine the level of change achieved. ($299)

Time Frame of Training

Suggested Audience

One Hour

1 Hour

Two Hours

2 Hours

All Employees

All Employees

Leaders 

Leaders

Managers and Supervisors

All Employees and Subgroups 

All Employees & Subgroups

All employees, plus further exploration for board members, leaders, and teams.

Teams 

Teams

Additional Fees and Training

Organizations are responsible for materials and travel expenses for instructors. Payment is due upon receipt of invoice.

  • Actual lodging expenses
  • Travel $50/hr (Based on travel time. Includes the cost of meals)

Payment

Fifty percent (50%) is due upon order. The remaining amount due upon completion of training and/or instructor travel.

Download the PDF brochure of our services.

NumberTimeTraining SessionAudience
12 1 hour or 2 hours

Creating Safe and Inclusive Environments

One Hour Two Hours All Employees Plus

It is essential that today's business leaders create safe and inclusive workplaces where employees feel comfortable and welcomed. This type of environment increases worker satisfaction and, ultimately, organizational outcomes. This session will focus on effective strategies and how to implement them at your organization.

All Employees and  Subgroups
11 1 hour or 2 hours

Work-Life Balance and Burnout (Board/Management/Leadership of Organization)

One Hour Two Hours Leaders

Work-life balance practices are institutionalized arrangements that make it easier for employees to manage their work and personal lives. Employees that feel their companies invest in them are then typically more invested in the success of their organization. This session will help participants discuss steps to address and enhance a positive organizational culture, through the use of their organizational policies, benefits, and services.

Leaders
10 1 hour or 2 hours

Work-Life Balance and Burnout (Employees/Staff)

One Hour All Employees

Work-life balance describes the time working individuals need to allocate for their professional and personal lives to be in balance. Participants will identify cues of burnout and create facets of work-life balance options that they can implement into their lives.

All Employees
9 1 hour or 2 hours

Group and Team Development

One Hour Two Hours Teams

The term "group dynamics" describes the way in which people in a group interact with one another. When dynamics are positive, the group works well together. When dynamics are poor, the group's effectiveness is reduced. Essentially, "the whole is greater than the sum of its parts." Based upon the organization's request, this session will focus on expanding the content (from one of the earlier sessions) to a specific team or group (i.e. CliftonStrengths, KLC, MBTI®)

Teams
8 1 hour

Motivational Approaches

One Hours All Employees

Motivation is the force that draws one to move toward something. Participants will examine various types of motivation approaches and identify the type of incentives in which they respond. In turn, this will help drive themselves and others toward success.

All Employees
7 1 hour

Personal Learning Styles

Two Hours All Employees

Based on David Kolb’s Experiential Learning Model, participants will evaluate their learning style by a cyclical process of experiencing, reflecting, thinking, and acting. The Learning Styles Inventory serves as a catalyst for participants to interpret and reflect on the ways they understand and process information.

All Employees
6 1 hour

Effective Communication Techniques

One Hour All Employees

Communication is one of the most important aspects of interacting with others. In this one-hour session, participants will practice the communication strategy of “Describe, not Evaluate” and learn specific techniques to use when requesting something from someone.

All Employees
5 1 hour

Conflict Management and Resolution Strategies

One Hour All Employees

Based on the Thomas-Killman Model, participants will take a Conflict Styles Inventory. This self-assessment provides participants with feedback on their preferred conflict management styles. Managing conflict is assessed on a scale of assertiveness and cooperativeness. Assertiveness is the extent an individual will attempt to satisfy their own concerns, while cooperativeness is the extent of trying to satisfy the other parties.

With this instrument, our facilitator helps participants understand how using different conflict management styles affects relationships and group dynamics, empowering them to choose the best approach for any situation.

All Employees
4 2 hours

TypeFinder Personality Test (MBTI®)

Two Hours All Employees

The Myers-Briggs Type Indicator® (MBTI®) is based on psycho-social preferences in how people perceive the world and how they make decisions.

During this session, participants take an inventory to discover their four principal psychological functions - sensation, intuition, feeling, and thinking. With these insights, participants can make more informed decisions, better communicate with others, and build stronger relationships.

All Employees
3 2 hours

Supervisor and Manager Training - Situational Leadership Model

Two Hours All Employees and Subgroups

Management styles based on the Situational Leadership Theory, developed by Hersey and Blanchard, are flexible. Leaders modify their style of management to suit the existing work environment and requirements of the organization.

During this session, leaders will gain insight to understand when to change their management style, and what leadership strategy might fit each new situation.


Leaders
2 2 hours

Kansas Leadership Center Competencies

Two Hours All Employees and Subgroups

The Kansas Leadership Center (KLC) is a non-profit organization committed to fostering leadership for stronger, healthier, and more prosperous Kansas communities.

Our certified KLC teacher and facilitator will engage your team/staff with the KLC's principles, competencies, and definition of leadership. Using the KLC framework, participants will identify key areas where they need to stretch, grow, and experiment. Content may include any of the following:

Diagnose Situation: Distinguishing Technical and Adaptive Work, Understanding the Process Challenges, Explore Tough Interpretations, Take the Temperature, Identify Who Needs to Do the Work, Test Multiple Interpretations and Points of View

Manage Self: Know Your Strengths/Vulnerabilities and Triggers, Get Used to Uncertainty and Conflict, Choose Among Competing Values, Know the Story Others Tell About You, Experiment Beyond Your Comfort Zone, Take Care of Yourself

Energize Others: Engage Unusual Voices, Start Where They Are, Work Across Factions, Create a Trustworthy Process, Speak to Loss, Inspire a Collective Purpose

Intervene Skillfully: Make Conscious Choices, Raise the Heat, Speak from the Heart, Give the Work Back, Act Experimentally, Hold to Purpose

All Employees and Subgroups
1

2 hours

Gallup® CliftonStrengths®

Two Hours All Employees and Subgroups 

More than 90% of Fortune 500 companies have used CliftonStrengths® to bring the power of strengths-based development to their workplace culture. Over 22.7 million people have taken the assessment and according to Gallup, Inc. research, people who know and use their strengths are:

  • more engaged at work
  • more productive in their roles
  • happier and healthier

Our Gallup-Certified Strengths Coach will help participants identify their strengths using a common language. By naming the individual talents of each member of the organization, its employees can be utilized in the most effective positions. In turn, this will allow them to develop their required skills, help reduce turnover, improve employee morale, and ultimately improve the organization's overall performance.

Individual coaching is available for follow-up sessions.

Additional Cost: All participants must complete the online assessment ($10/person for top 5 Strengths Report, or $50/person for all 34 Strengths Report.)

All Employees and Subgroups 

Last modified: Aug 17, 2020
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