Secrets of Successful HomeHealth AgenciesC. Sam SmithEvangelistVice President - Business Development2013 1
What are some specific characteristics thatmean ‘success’ to you?2013- All Rights Reserved 2
2013- All Rights Reserved 3What are some of the characteristics of success for ahome health agency? Being a member of the...
2013- All Rights Reserved 4 Or….a 2013 example… Ever increasing hospital referrals from new hospital clientsbecause you ...
Today’s Learning Goals1. Aid in determining your agency’s success benchmarks2. Alignment of culture with vision in the jou...
“Success Secrets”Secret #1 - Become a Learning OrganizationSecret #2 - Achieve Proficiency in Clinical ServicesSecret #3 -...
7#1#2#3#4#5#6#72013- All Rights ReservedThe OrganicView
SECRET #1Become aLearning Organization82013- All Rights Reserved
9“Organizations where people continually expandtheir capacity to create the results they trulydesire, where new and expans...
Characteristics Of Learning OrganizationsA.Systems ThinkingB. A Shared VisionC. Understanding Mental ModelsD.Team Learning...
Systems Thinking2013, All Rights Reserved 11• The idea of the learning organization developed from a body of work calledSy...
Seeing the systems in place around us122013- All Rights ReservedHealth InformationExchange SystemHome andCommunityPatientH...
Organic Systems13• Seth Godin’s book: “Tribes” – The original organism for humanendeavor is a tribe –”human beings banded ...
14#1#2#3#4#5#6#72013- All Rights ReservedThe OrganicView
Shared Vision15 The effective learning culture must be guided and disciplinedby its shared vision and its collaboration ...
A Shared Vision – are you up to it?16It is incumbent upon owners & managers to communicate, todispense constant praise and...
17Secret #2Proficiency in ClinicalServices2013- All Rights Reserved
18 We must ensure that our staff members areachieving Personal Mastery Billing – all models (How frequently?) Skilled H...
19 We must ensure that our staff members areachieving Personal Mastery –in other areas of ourbusiness Financial Manageme...
20Secret #3:Compliance with Regulations
Compliance6-7-2012 21Using up to date technology to:Provide the teams with a methodology for time savingregulatory compl...
Compliance6-7-2012 22Is Your Technology Vendor yourconsultant?Along with your state association, can yourvendor enable yo...
Secret#4Wisdom inManaging Financial Matters23
Agency expenses must drive revenues and growth24Key questions:• Are the agency’s costs and expenditures aligned withthe ag...
Organization Name: Bluebonnet Health Services, Inc.Size: 400+ patientsPopulation served: McLennan County, Metro Waco, TXSe...
VIGNETTE #2- AN EXEMPLARY HEHHASecret #5Diversification
Secret #5 - Diversification27 Step by step deployment of diverse home basedservices: Medicare, Insurance Authorizations,...
Exemplary in: Diversification– A Shared Vision, Bounded Object, Systems Thinking Culturally Sensitive, to employees, as ...
6-7-2012 29Secret #6Intentional,Culturally SensitiveEnvironment
30The environment is driven by LearningOrganization tenets• There is a ideological/spiritual connection/component.• For su...
Secret #7Servant Leadership31
Secret #7 - Servant LeadershipServant Leaders• Regularly translate & communicate the Present Reality to theShared Vision• ...
Servant Leaders33 “Huddle Up” regularly. Operate with a regularly scheduled“tribunal” - or - “huddle” Personally embodie...
CULTURE EATS STRATEGY FOR BREAKFAST®And all of these secrets are cultural standardsthat are vital to our aspiration of bec...
35To summarize…Do you have questions about:I. Success BenchmarksII. Learning OrganizationsIII. Alignment of your culture w...
For more information on Learning Organizations and Dr.Peter Sengehttp://www.infed.org/thinkers/senge.htmThe Fifth Discipli...
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5 9-2013 ss-secrets_of_successful_home_health_agencies

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  • What are some of the characteristics of success for a home health agency?Higher Revenues?More Favorable Patient outcomes?Lower employee attrition?Lowered deficiencies?Happier employees?Fewer rejected claims?Reductions in hospital readmissions rates because of your excellent patient care, and outcome management?
  • We all have our own concepts of success.Please feel free to share these with our group today.What I am presenting today is what I believe is a cultural angle on the whole challenge facing home health agencies today. We must adapt a culture of learning, at every role and position within the agency in order to stay abreast of the ways our industry and our workflows and payments systems are dynamically evolving.
  • There is much talk today about readmissions rates and how home health agencies can assist in the reducing hospital readmissions and how we can hopefully bring about a steady stream of patient referrals. Our discussion today suggests several major cultural adaptations for you to consider.Perhaps you already have adopted many of these measures.If so, I believe you are one step closer to measurable success in this market.
  • --Adaptable, agile, all working together within the cellular system -- like amoeba. The word amoeba comes from a Greek word meaning "to change." *The amoeba moves by continually changing its body shape, forming extensions called pseudopods (false feet) into which its body then flows. The pseudopods also are used to surround and capture food—mainly bacteria, algae, and other protozoa—from the surrounding water. An opening in the membrane allows the food particles, along with drops of water, to enter the cell, where they are enclosed in bubblelike chambers called food vacuoles. There the food is digested by enzymes and absorbed into the cell. The food vacuoles then disappear. Liquid wastes are expelled through the membrane.Can you see the analogy?
  • Agencies which teach and encourage shared vision and corporate learning, over time become true “learning organizations”. In today’s healthcare marketplace, the dynamics of the environment make the need for learning even greater than ever before.The learning organization concept was introduced by Dr. Peter Senge, of M.I.T.’s Center for Organizational Learning in Cambridge, MA, and author of “The Fifth Discipline, The Art and Practice of the Learning Organization”. These tenets all have great influence in the shaping of an agency’s culture. Let’s explore what each of these characteristics might mean to you as we look at aligning our culture with our vision and our strategy to bring about a Successful HHA.
  • Continually expanding capacitiesCreating desired resultsNew, expansive thought patternsCollective aspirations are set freePeople are learning through systems viewpoints
  • The idea of the learning organization developed from a body of work called Systems Thinking. This is a conceptual framework that allows people to study businesses (home health agencies are businesses) as bounded objects, like cellular organisms. Learning organizations use this method of thinking when assessing their company and have information systems that measure the performance of the organization as a whole and of its various components (metrics). Systems thinking involves all the characteristics that must be appear in an organization for it to be a learning organization. If some of these characteristics are missing, then the organization will fall short of its goal of being fully effective. The development of a Shared Vision is important in motivating the HHA staff to understand the shared vision of excellent, quality patient care as being the overriding cultural value can energize the tribe. In some agencies the agreed upon shared vision is often to succeed against a competitor; however, these are transitory goals. The shared vision should reflect a long term goal that is intrinsic within the company, such as the vision of excellent patient care. Understanding Mental Models. The assumptions held by individuals and organizations are called Mental Models. To become an effective agency which is growing as a learning organization, these models must be challenged. Individuals tend to espouse theories, which are what they intend to follow, and theories-in-use, which are what they actually do. Similarly, organizations tend to have ‘memories’ which preserve certain behaviors, norms and values. In creating a learning environment for the effective Home Health Agency, it is important to replace confrontational attitudes with an open culture that promotes inquiry and trust. Unwanted assumptions, norms and misaligned values need to be discarded in a process called ‘unlearning’. It is the responsibility of each agency to identify the flawed mental models of its members. These should be dealt with discretion and in a considerate, humble manner. The benefit of Team Learning is that staff members grow more quickly and the problem solving capacity and agility of the organization is improved through better access to knowledge and expertise. Team learning requires individuals to engage in dialogue and discussion; therefore team members must develop open communication, shared meaning, and shared understanding. (Tribunals aid in developing this capacity.) An individual’s commitment to the process of learning and professional proficiency is known as Personal Mastery.There is a competitive advantage for a Home Health Agency organization whose workforce learns and implements quicker than the workforce of other organizations. Individual learning is acquired through staff training and development, and credentialed formal education. However eventual learning cannot be forced upon an individual who is not receptive to learning. Effective agencies know the importance of the development of a culture where personal mastery is encouraged and practiced in each member’s daily work-life. The effective HHA must employ agreed upon mechanisms to encourage individual learning to be transferred into organizational learning. **Many of the ideas that are contained in this presentation also have their root in ‘The Fieldbook for Learning Organizations”- by Peter Senge and others
  • This is a model Health Information Exchange diagram. It depicts a system that your agency could be within.
  • --Adaptable, agile, all working together within the cellular system -- like amoeba. The word amoeba comes from a Greek word meaning "to change." *The amoeba moves by continually changing its body shape, forming extensions called pseudopods (false feet) into which its body then flows. The pseudopods also are used to surround and capture food—mainly bacteria, algae, and other protozoa—from the surrounding water. An opening in the membrane allows the food particles, along with drops of water, to enter the cell, where they are enclosed in bubblelike chambers called food vacuoles. There the food is digested by enzymes and absorbed into the cell. The food vacuoles then disappear. Liquid wastes are expelled through the membrane.Can you see the analogy?
  • Tribes are an organic way of alignment of like-minded people working together collaboratively for a common goal or shared vision. Exemplary Visions for agencies that could be shared are:An authentic desire to provide quality patient care is an excellent example of a shared vision. To follow Learning Organization Principles & Direction is a shared vision.The effective agency is a living organism, a tribe, whose culture must be guided and disciplined by its shared vision and its collaboration. Each member is expected to seek Personal Mastery of his or her role in the tribal organism. This recognizes the skilled nurse, the aide, the social worker, the billing and administration personnel, the ownership and management, as being highly proficient and ever-learning, ever-growing-in-knowledge and proficient in their assigned duties. The age old “guild” interrelationship between the master and the apprentice is a guiding principle in an effective home health agency. Knowledge is highly valued, but is not hoarded for personal advantage. However, those of the tribe who possess knowledge are held in high esteem by their colleagues and are considered Subject Matter Experts.Teaching and learning is encouraged between team members and between care givers and patients.
  • Leaders are very aware that they must constantly praise and encourage the members of the tribe to continue learning, initiating and growing in personal mastery. The agency without a focus primarily on quality patient and member care, empowering its employees/members to act as “care agents” in the field, are not able to achieve anything similar to the effectiveness of those HHA’s that do.Owners and managers who are unable and unwilling to be open and to submit to this shared vision/teamwork oriented concept and agree to grow towards operating in this way are acknowledging that they will accept something less than becoming highly effective as an agency.
  • Skilled Nursing Proficiency is a non-negotiable cultural norm of the effective HHA. Successful agencies know that skilled staff members working in the areas of patient admissions, charting, case management, therapy deployment, regulatory/billing & compliance, and RN accreditation are necessary in order to become more and more effective in operation. The highest professional standards for skilled nursing care, nursing licensing, and knowledgeable, well-designed workflows and well-trained administrative staff are high return targets for each HHA. Decisions regarding software platforms and operating systems for the agency should include methodologies for tracking and maintaining the necessary ongoing training necessary for always current professional nursing licensing. Effective tribal agency leaders have a constant eye on the professional standards maintained by the nursing staff.
  • The most important reason for choosing a software platform is to provide a methodology for maintenance of regulatory compliance in skilled care of patients, and billing & reporting those patient episodes. In the current environment the home health industry is regulated by our primary payment source, the Center for Medicare Services. The effectiveness of the agency in billing and overall compliance is directly attributable to the accuracy achieved in preparation of the Outcome and Assessment Set documentation (the OASIS). Also the 485 summary report to be signed by the Physician in charge of the patients care must be accurate and in compliance. The technologically superior and constantly improving updated software platform* is the driver for this accuracy and completeness in the effective HHA. Because of the sophistication of operational platforms, maintaining the home health agency on paper forms, while still possible, is now impractical and counterproductive. The time required in generating paper charts and billing submission documents in order to maintain regulatory standards for OASIS and 485 submissions is clearly cost prohibitive.
  • *Note: Axxess’ Agencycore® is the leading state-of-the-art Point-of-Care and Operations based software platform in the US. A rapidly growing number of prominent and effective Home Health Agencies utilize Agencycore® to enhance their ability to achieve highly effective and productive operations. No other platform available in the marketplace today can compare to Axxess in the enablement of highly effective agency operations.
  • Generosity with patients and with staff brings about the joy of working, of having fun with one’s co-workers and the patients in the field. Cost containment managed wisely means being generous with patients and the pay scale for agency staff, because these factors drive greater returns, more referral generation and more expansive revenues. Cost containment is non-negotiable; however, the effective HHA is wise in strategically deciding on how costs are linked to productivity. Additionally, effective agencies utilize productivity and performance metrics as motivational drivers towards greater productivity. Personal productivity and team productivity can effectively be managed in an open facilitative manner, appropriate to the adaptive, learning organization based tribal culture.
  • KEY QUESTIONS:Just what is it that we do well?Monitor heart patients? care for diabetics?helping folks get ambulatory again after surgery?Companion care efficiencies? Hiring of great care givers?Therapy processes?
  • Since its founding in 1991, MPS has been an agency that takes advantage of all opportunities.Now MPS operates as a state licensed and Medicare licensed agency. Home health episodes are originated for all types of patients. They are operating under state authorized Medicaid programs, standard Medicare programs, insurance authorized Managed Care programs, HMO’s, private pay/private duty programs, and home services plans.MPS also participates in The Signature Network, a program whereby the agency recommends trusted partners for all sorts of home owner services, plumbing, construction, air conditioning, lawn and garden maintenance, housekeeping, pest control, painting, and house cleaning. The agency garners referral fees from the Signature Network for referral of their patients to these partnering companies.Nurse Mary Beth is the DON at MPS. She had established herself as a productive DON. She went to the owner of the agency and explained that she would like to have “treadmill desk” so she can exercise while she is at work, doing QA and patient records work. MPS owner/administrator, Lisa Tabbert assisted her in getting the treadmill installed by offering to furnish a truck to transport it. Now Mary Beth is a happy DON, walking on her treadmill 3 miles a day.
  • The effective agency is always creating, initiating, evolving. This creative action and initiation has the effect of causing others in the market to react. Most HHA’s are not aware of tribal organic operational culture, so tribal cultures can move stealthily within their local markets, to quietly and forthrightly accomplish their goals and objectives, and move closer to their shared vision. In doing so, they are lethal competitors. Tribes have strong, visionary, focused and competent leadership. Effective “Tribal HHA’s” are focused on ‘the why’ behind what they do, so that every member acts in accomplishment of the shared vision of the tribe. For effective HHA’s it has to do with excellence in patient care. Tribal organisms are quick to identify the mental models (or flawed assumptions) that are not aligned with the agency’s vision. Left unattended, flawed mental models can harm an agency’s shared culture, and can in turn do harm to its ongoing business success. The effective HHA acts and initiates based on its best knowledge and shared learning. Because effective agencies are learning organizations, and every member is encouraged to act in accordance with a shared vision, creative solutions and methods are constantly being tried and implemented. Like a tribe in the wilderness, it constantly adapts and is agile as a team. An effective HHA recognizes its organic nature, in that tribal culture is the fundamental unit of human activity. Everyone knows and understands his or her role and is expected to do his or her job because each member is committed to achieving an ever growing sense of personal mastery and is fulfilled in his or her role. He or she is being encouraged to grow in their role, and is praised when they achieve new attributes. This mastery and the encouragement of leaders can assist each member in making their assigned work become “fun”.Let’s have fun! “Having fun” and achieving positive feedback at work creates a work environment in which members enjoy participating. Once organic concepts and learning organization cultural standards are implemented in the HHA, more effective workflows in operations result, because the team members are enjoying their work and working together towards a common goal. Why not try these concepts? You might become more effective! Not only that, you might begin to have fun at work.
  • Have you considered how to determine your own success benchmarks, by understanding the characteristics of successful agencies?Have you begun learning how to better align your culture with your vision in the journey towards becoming a Successful Home Health Agency?Do you have a better understanding of the characteristics Learning Organizations?Do you see how this can become a way to promote a positive culture?Can you begin translating these secrets into actions which optimize your organization’s level of effort, stability and profitability?
  • 5 9-2013 ss-secrets_of_successful_home_health_agencies

    1. 1. Secrets of Successful HomeHealth AgenciesC. Sam SmithEvangelistVice President - Business Development2013 1
    2. 2. What are some specific characteristics thatmean ‘success’ to you?2013- All Rights Reserved 2
    3. 3. 2013- All Rights Reserved 3What are some of the characteristics of success for ahome health agency? Being a member of the Home Care Elite? Higher Revenues? More Favorable Patient Outcomes? Lower employee attrition? Lowered deficiencies? No ADR’s? Happier employees? Fewer rejected claims? More varied service options?Characteristics thatwill lead to success…
    4. 4. 2013- All Rights Reserved 4 Or….a 2013 example… Ever increasing hospital referrals from new hospital clientsbecause you have proven how your agency can aid in dramaticreductions in hospital readmissions rates because of your abilityto manage, document and measure your Excellent Patient Care,leading to Positive Patient Outcomes, resulting in ReducedHospital Readmissions?Characteristicsthat will leadto success…
    5. 5. Today’s Learning Goals1. Aid in determining your agency’s success benchmarks2. Alignment of culture with vision in the journeytowards becoming a Successful Home Health Agency3. Understanding Learning Organizations4. Creating and promoting a positive culture5. Translating the secrets into actions which optimizelevel of effort, stability and profitability2013- All Rights Reserved
    6. 6. “Success Secrets”Secret #1 - Become a Learning OrganizationSecret #2 - Achieve Proficiency in Clinical ServicesSecret #3 - Compliance with regulationsSecret #4 - Wisdom in Financial MattersSecret #5 - Diversification in Service ModelsSecret #6 - Intentional, Culturally Sensitive EnvironmentSecret #7 - Servant Leadership2013- All Rights Reserved
    7. 7. 7#1#2#3#4#5#6#72013- All Rights ReservedThe OrganicView
    8. 8. SECRET #1Become aLearning Organization82013- All Rights Reserved
    9. 9. 9“Organizations where people continually expandtheir capacity to create the results they trulydesire, where new and expansive patterns ofthinking are nurtured, where collectiveaspiration is set free, and where people arecontinually learning to see the whole together”-Dr. Peter Senge2013- All Rights ReservedLEARNING ORGANIZATIONS ARE:
    10. 10. Characteristics Of Learning OrganizationsA.Systems ThinkingB. A Shared VisionC. Understanding Mental ModelsD.Team LearningE. Personal Mastery2013, All Rights Reserved 10
    11. 11. Systems Thinking2013, All Rights Reserved 11• The idea of the learning organization developed from a body of work calledSystems Thinking. This is a conceptual framework that allows people to studybusinesses (home health agencies are businesses) as bounded objects, like cellularorganisms.• Learning organizations use this method of thinking when assessing their companyand have information systems that measure the performance of the organizationas a whole and of its various components (metrics).• Systems thinking involves all the characteristics that must be appear in anorganization for it to be a learning organization.• If some of these characteristics are missing, then the organization will fall short ofits goal of being fully effective, or highly successful.
    12. 12. Seeing the systems in place around us122013- All Rights ReservedHealth InformationExchange SystemHome andCommunityPatientHealthInfoPatientHealthInfoHome HealthHIE
    13. 13. Organic Systems13• Seth Godin’s book: “Tribes” – The original organism for humanendeavor is a tribe –”human beings banded together for acommon purpose”. Tribes evolve and survive.Speaking of Survival, Imagine:“have you thought of your business being in businessin the current or a different form 700 years from now”?…in 2712?• The Swedish have such a business organization: It is called‘STORA’ : This is an example of a living organism-an ongoingtribe, a living company. Founded in 1302!* Living Company- ArieDeGeus• Organic businesses - have spirit, they are “alive”!2013- All Rights Reserved
    14. 14. 14#1#2#3#4#5#6#72013- All Rights ReservedThe OrganicView
    15. 15. Shared Vision15 The effective learning culture must be guided and disciplinedby its shared vision and its collaboration Each member is expected to seek Personal Mastery of his orher role in the Operation, to become a Subject Matter Expert Knowledge is encouraged to beshared, not hoardedfor personal advantage2013- All Rights Reserved
    16. 16. A Shared Vision – are you up to it?16It is incumbent upon owners & managers to communicate, todispense constant praise and encouragement towards:• PERSONAL MASTERY for staff / both administrative and clinical• TEAM LEARNING PRACTICES so all staff members can benefit.• Benefits will manifest in:• Quality patient care• Repeated fine tuned and improved processes• Procedural understanding• Positive, productive inter-personal standards• Mutually beneficial work objectives2013- All Rights Reserved
    17. 17. 17Secret #2Proficiency in ClinicalServices2013- All Rights Reserved
    18. 18. 18 We must ensure that our staff members areachieving Personal Mastery Billing – all models (How frequently?) Skilled Health Services Employees: Patient Admissions Charting Case Management Therapy Deployment Regulatory Compliance Coding & RN Accreditation/LicensingProficiencies
    19. 19. 19 We must ensure that our staff members areachieving Personal Mastery –in other areas of ourbusiness Financial Management – With ACO’s/Bundling ofPayments, more important than ever Referral “Rainmaking” Data Application for Referral Generation- ReportGeneration Authentic Confidence in Approach to sources ofreferral businessProficiencies
    20. 20. 20Secret #3:Compliance with Regulations
    21. 21. Compliance6-7-2012 21Using up to date technology to:Provide the teams with a methodology for time savingregulatory complianceFollow the doctor’s ordersPerform the duties of skilled care of patients thoroughlyBill & accurately collect data to report those patientepisodesYour Technology Vendor should be a consultant.Who, along with your state association, can enable you tostay ahead of new regulatory issues, and changes instandards
    22. 22. Compliance6-7-2012 22Is Your Technology Vendor yourconsultant?Along with your state association, can yourvendor enable you to stay ahead of newregulatory issues, management ideas, andchanges in reimbursement and clinical standards?
    23. 23. Secret#4Wisdom inManaging Financial Matters23
    24. 24. Agency expenses must drive revenues and growth24Key questions:• Are the agency’s costs and expenditures aligned withthe agency’s shared vision?• “Am I either saving the company money, time andresources, or adding to its assets and revenue?”• “Is what we are doing making us more profitable – byeither increasing revenues or decreasing expenses”?• “Do we have sophisticated enough systems andmeasurements in place to accommodate bundledpayment business models and diversified lines ofbusiness?”
    25. 25. Organization Name: Bluebonnet Health Services, Inc.Size: 400+ patientsPopulation served: McLennan County, Metro Waco, TXServices provided: Home Health services with varied reimbursement modelsExemplary in wisdom regarding expenditures:The market has two hospitals both with HHA subsidiaries.The HHA marketing challenge is to seek prospects’ TOMA(Top of Mind Awareness).Expensive advertising: As sponsor of the Lady Bears basketball team, radio, TV,and onsite game-time advertisingResults: Creates TOMA among the over 65 crowd who enthusiastically supportsthe Baylor women’s basketball team—average attendance over 10,000 per game.Census is regularly 50% higher than the hospital subsidiary HHA’s.VIGNETTE #2- AN EXEMPLARY HEHHA
    26. 26. VIGNETTE #2- AN EXEMPLARY HEHHASecret #5Diversification
    27. 27. Secret #5 - Diversification27 Step by step deployment of diverse home basedservices: Medicare, Insurance Authorizations, Hospice, PrivateDuty, Companion Care, Medicaid Contract Specialization,Chronic Care Specialties - cardiac care(CHF, COPD,Recovery and Monitoring, for example)—and thepossibilities go on and on… Seeking a diverse number of income streams Government reimbursement Private insurance Private pay from families
    28. 28. Exemplary in: Diversification– A Shared Vision, Bounded Object, Systems Thinking Culturally Sensitive, to employees, as servant leaders –Personal Mastery & Understanding Mental ModelsOrganization Name: Mobile Personal Services, Inc.Size: 400-500 patientsPopulation served: Metro Tampa, FL (Pinellas, Hillsborough, and Pasco counties)Services provided: Health services in homes, with varied reimbursement models:Medicare/Medicaid; Private Duty; Hospice; affiliated services as referralsVignette #3: An exemplary Successful HomeHealth Agency - Diversification
    29. 29. 6-7-2012 29Secret #6Intentional,Culturally SensitiveEnvironment
    30. 30. 30The environment is driven by LearningOrganization tenets• There is a ideological/spiritual connection/component.• For sustainable growth, employees must have an ideologicalidentity with the organization.• Employees possess an obvious and open commitment toLearning and Achieving Mastery• The organization encourages those who are inspired and whoare learning and growing• Service and servant hood are important valuesSecret #6Intentional, Culturally SensitiveEnvironment
    31. 31. Secret #7Servant Leadership31
    32. 32. Secret #7 - Servant LeadershipServant Leaders• Regularly translate & communicate the Present Reality to theShared Vision• Value advice and truthful advisers• Are slow to speak and eager to listen• Highly Value the aim of Personal Mastery in every work function• Display Emotional Intelligence• Understand the connection between giftedness and responsibility32
    33. 33. Servant Leaders33 “Huddle Up” regularly. Operate with a regularly scheduled“tribunal” - or - “huddle” Personally embodies the values to accomplish the vision Align his/her work in order to enable the staff Encourage open communication and provides an example ofhumility and humor with the organization members Make sure everyone is having fun!
    34. 34. CULTURE EATS STRATEGY FOR BREAKFAST®And all of these secrets are cultural standardsthat are vital to our aspiration of becoming aSuccessful Home Healthcare ProviderThe Secrets of Success!-®Peter Drucker“Managing in a Time of GreatChange”
    35. 35. 35To summarize…Do you have questions about:I. Success BenchmarksII. Learning OrganizationsIII. Alignment of your culture with your visionIV. Action StepsV. What does culture eats strategy for breakfast mean?Have we achieved the learning objectives for today?
    36. 36. For more information on Learning Organizations and Dr.Peter Sengehttp://www.infed.org/thinkers/senge.htmThe Fifth Discipline by Dr. Peter SengeThank you for your attention today.

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