Engaging Minds. Leading Healthcare: In December 2010, the University of Kansas Medical Center community embarked on an intensive strategic planning effort that identified goals and outlined steps to accomplish those aspirations. OIO works with individuals and departments to advance KUMC's strategic plan.
Vice Chancellor for Administration: OIO, a part of Support Services, assists the vice chancellor for administration in her efforts to create a thriving organizational environment in which education, discovery and healing can thrive.
Baldrige Performance Excellence Program: Baldrige is a proven, non-prescriptive framework for organizational improvement and excellence. OIO uses the Baldrige framework and critera to guide its improvement efforts.
Baldrige Excellence Builder: The Baldrige Excellence Builder is a simplified version of the Baldrige criteria; it's a great introduction to the performance excellence program.
Our Reading List
Being part of an community of higher education calls us all to be life long learners. Here are a few of the books, blogs and articles that we in OIO have found interesting and useful. We hope you enjoy them, too.
"SWITCH: How to Change Things When Change Is Hard" (Book by Chip and Dan Heath; available in the Dykes Library) Key concept: Utilizing the rational and emotional parts of the mind to achieve beneficial change.
"The Advantage: Why Organizational Health Trumps Everything Else in Business" (Book by Patrick Lencioni; available in the Dykes Library) Key concept: Creating a healthy environment through cohesive leadership and clarity of purpose
"The Power of Habit: Why We Do What We Do In Life and Business" (Book by Charles Duhigg; available in the Dykes Library) Key concept: Understanding why habits exist and how they can be changed to help us achieve our great potential
"The Chaos Imperative: How Chance and Disruption Increase Innovation, Effectiveness, and Success" (Book by Ori Brafman; available in the Dykes Library) Key concepts: White space, unusual suspects and planned serendipity
"The 4 Disciplines of Execution" (Book by Chris McChesney) Key concept: Simple, achievable approach to moving from ideas to action and from action to goal attainment
"Delivering Happiness: A Path To Profits, Passion and Purpose" (Book by Tony Hsieh) Key concept: Tapping into purpose and passion to drive customer engagement and business results
"If Aristotle Ran General Motors" (Book by Tom Morris) Key concept: Finding connections between the work we do and Aristotle's virtues of Truth, Goodness, Unity and Beauty
"The Power of Imperfect Starts" (Blog by James Clear) Key concept: Just start! You don't have to wait until the conditions are perfect.
"This Coach Improved Every Tiny Thing by 1 Percent and Here's What Happened" (Blog by James Clear) Key concept: Aggregation of marginal gains (and losses)
Presentations and Posters
Unifying Management Methods and Tools With the Baldrige Criteria and Core Values (AAMC Meeting: April 30, 2014)
Developing Leaders At All Levels (AAMC Meeting: April 30, 2014)
The Are We Making Progess surveys are useful tools in identifying areas of alignment and areas that call for improvement. These are simple to administer, provide a good basis for discussion, and can serve as a to-do list for departments seeking stronger alignment and better communication. Feel free to contact OIO if you have questions about how to use to the surveys.
Are We Making Progress (Workforce Version)
Are We Making Progress as Leaders (Executive/Management Version)
Rounding Questions (from the Studer Group)
AIDET stands for:
Acknowledge - warm smile and friendly greeting
Introduce - "manage up" yourself and others' competence to the person(s)
Duration - provides others with time expectations
Explanation - updates the person(s) about what to expect from you and others
Thank you - thank them for _____
ACKNOWLEDGE - Show a positive attitude; Put others at ease
• Anticipate needs
• Greet / Eye contact / Smile
• Follow the Ten/Five Foot Rule- At ten feet, look up and acknowledge, make eye contact and smile.
At five feet, verbally greet and offer assistance if necessary.
INTRODUCE - Name and Role
• Name: Self, Skill Set, Experience
• Department: "Manage Up" Self, Co-workers, Other Departments, Physicians
DURATION - How long will this take?
• Under promise and over deliver
• Give a time expectation that will surely be met and follow up if unable to meet expectations
• Two types of time-real and perceived
EXPLANATION - What will you be doing and why?
• Explain step by step what will happen
• Give explanation of purpose - "why"
• Ask person(s) if they have any questions or feel free to ask later
THANK YOU - Let them know you have helping or working with them
• Thank person(s) for communication & cooperation or assistance & support
• Thank person(s) for giving you an opportunity to help