athenahealth preparing your people to lead
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athenahealth preparing your people to lead

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Margo Hendrickson, VP of HR at athenahealth presented on preparing your people to lead at MassTLC's workforce development summit, December 2013.

Margo Hendrickson, VP of HR at athenahealth presented on preparing your people to lead at MassTLC's workforce development summit, December 2013.

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  • 1. Preparing Your People to Lead Margo Hendrickson Vice President, Human Resources
  • 2. We are a high growth healthcare tech company, focused on being caregivers' most trusted service •  •  •  •  •  •  •  •  • 
  • 3. athena’s Talent Strategy is designed to attract, grow and retain high performers Attract A-Players Compensate Performance Engaged, Best-of-Breed athenistas Measure Results & Give Feedback 3 athenahealth confidential Provide Tools and Set Clear Expectations
  • 4. Developing leaders begins with knowing what matters „  We’ve defined the Competencies necessary to be successful at athena and at each cohort „  athena’s include: •  Teaching •  Learning •  Teamwork And just for good measure…. •  Flexibility •  Innovation „  Know what matters in order to get the right people Leaders of companies that go from good to great start by getting the right people on the bus, the wrong people off the bus, and the right people in the right seats. - Jim Collins, Good to Great 4 athenahealth confidential
  • 5. We focus on creating an environment that values developing people „  Give people room to experiment „  Offer skills training, new challenges •  Professional development programs •  Move people around…a lot „  Share stories (especially failures) „  Value talent management •  Regularly scheduled one-on-ones •  90 day pulse check for new hires •  In the moment feedback •  Annual Performance Review and 360s •  Succession Planning 5 athenahealth confidential
  • 6. Our leadership development programs are rooted in real work, specific to athena, and have ongoing impact 1.  We identify high-potentials across 4 cohorts and tailor programs to the competencies at each level §  E.g. For Associates: Influence, Coordination, Execution §  Include significant VP/Executive participation §  Leadership lunches, project sponsorships, faculty, mentoring 2.  Provide feedback, insights, and subject matter training on leading self, team, company, and marketplace §  Personal assessments given at every level (e.g. LPI, Hogan Derailers) §  Executive Coaching for leadership levels §  Workshops on “How athena works” and “Know the Competition” 3.  Connect program objectives to business objectives §  Managing work and talent in a high-growth company §  Growing and retaining high performers is a key element of our talent strategy 4.  Engage participants in Action Learning §  Cross-functional projects based in real problems, creating real business solutions 6 athenahealth confidential
  • 7. Leadership development is embedded in the organization: not an event but a process Leadership development is on a continuum that expands past the program; not an event, but a process §  §  Participants build an individual development plan in collaboration with manager and HR Business Partner §  7 Alumni become program coaches, workshop faculty, and project sponsors Annual appraisal is 50% competencies, extending conversation around role modeling athenahealth confidential
  • 8. End page