Leadership Success Model of Organizational Development
Continuous diagnosis, action planning, implementation, and evaluation are the hallmarks of organizational development; however, those activities alone are not enough to create a high-performing, results-oriented culture. To be truly effective, OD interventions should be built on those factors that organizational leaders deem critical to individual, team, and organizational success. The Leadership Success Model of Organizational Development has – at its core – a series of leadership success factors that are incorporated into vital organizational activities including employee selection, orientation, training, performance management, leadership development, succession planning, compensation, retention initiatives, climate surveys, and process improvement. In addition, reliable and valid performance measure as well as continuous feedback loops play a central role in this OD model.
STOP Intimidating and Disruptive Behavior Program Recommendations
Each year between 44,000 and 98,000 patients die in U.S. hospitals as a result of medical mistakes, and a contributing factor is the presence of intimidating and disruptive behavior. The STOP Intimidating and Disruptive Behavior Program Recommendations are designed to help healthcare leaders identify and significantly reduce behavior that jeopardizes patient safety. Using a systems approach, these recommendations outline five major factors that influence workplace behavior including the patient, the individual employee, the healthcare team, the situation, and the overall system. Included in these recommendations are specific steps to create meaningful culture change and to create physician, employee, and union buy-in for such change. These recommendations also meet the Joint Commission’s mandate to address the problem of intimidating and disruptive behavior.
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