1. Austin Community Homeless Health Informatics System
Tessa Kaci Sykora
Health Care Leadership, Values, and Social Justice
Professor Vanessa Wertheim, Ph.D
Leadership Project Showcase
3. This project entails:
Initiate
• EHR needs analyzed
• Expectations set
• Bid/Proposal reviews for EHR
Baseline
• Use Cases identified/confirmed
• Solutions identified
• Plan agreed upon
2 wks 1 wk1 wk
Health history and needs recorded
Personal history (from, DOB, etc.)
Tracking if listed as a missing person
KEY OUTCOMES
SCOPE
• User friendly
• Interoperable
Transition
• Volunteer training
• Working system transitioned to volunteer
team
4-6 wks
• What: System to track the homeless
• Who: Project team and volunteers
• How: Implament DrChrono EHR
PROCESS
Intervening
Updates
Develop
• Project schedule launched
• Database design – personalization
• System testing
Phase 1 & 2 Phase 3 & 4
RESOURCES
• When: 1/17/20-2/28/20
• Where: Lake Hills Baptist Church
• Sense Corp Consulting
• DrChrono EHR Systems
4. OUR VISION IS…
ENABLING HOMELESS DATA ANALYTIC INSIGHT TO ADVANCE HOMELESS CARE
CHALLENGING BECAUSE HUMANS ARE INVOLVED
OUR MISSION IS…
LEARN ABOUT THE HOMELESS AS INDIVIDUAL PEOPLE
ENSURE HOMELESS ACQUIRE QUALIFYING ASSISTANCE
5. Rationale of a Homeless Health Informatic System Lies with Data Literacy
Community Homeless Data Literacy means:
- Track homeless health and history
- Analyze homeless data
- Sustainable process to support homeless health
*SOURCE: https://en.wikipedia.org/wiki/Data_literacy
The Austin Community Homeless Health
Informatics System for homeless tracking is not
alone:
There are several organizations dedicated to tracking the
homelessness:
6. Health management Intake standardization and
optimization
Volunteer supportVolunteer
upskilling/reskilling
Vision for transforming the
homeless shelter
Data-driven
homeless population
health
Historical data retentionNavigating who our
homeless are as people
Purpose of a Homeless Health Informatic System Driven by Data Literacy -
it’s bigger than technology…
7. Our Skilled System Engineering Team Members:
Tessa Kaci Sykora Jan Erik Brusevold Roy Bowen
• Database
System Engineer
• Healthcare
Business Analyst
• Database System
Engineer
• Healthcare
Functional
Analyst
• Project
Manager
• Lead Engineer
• System
Development
and Technical
Support
8. Leadership Strengths & Abilities
Strengths: Futuristic, activator, communication,
includer, & ideation
Abilities: Natural leader & listener
Leadership Ethics & Values
Value: Modal
Ethics: honesty, respect and moral end goals
Pro Tip:
You don’t have to be perfect in every aspect of leadership to move the team forward, but you can’t ignore these
aspects completely. Challenge your team to develop an ethical approach to achieving goals.
Leadership Concepts Applied to This Project:
Leadership Traits & Behaviors
Behavior: Process
Traits: Confidence, integrity, & sociability
Leadership Philosophies & Styles
Philosophy: Assumption #2 Theory Y
Style: Democratic
Leadership Skills & Social Justice
Skills: Administrative & interpersonal
Justice: Procedural
Leadership Approaches & Theories
Approaches: Situational & adaptive
Theory: Path-goal
*SOURCE: Northouse, P. G. (2018). Introduction to leadership: Concepts and practice. Thousand Oaks, CA: Sage.
9. How I practiced values, ethics, and social justice
My core values are modal values. I used these by acting with
responsibility and accountability. I exhibited ethics in my leadership by
demonstrating honesty, respect, and having moral end goals. I lead with
procedural justice by using fairness in my decision-making processes.
Strengthening Our Community
Homeless with EHR Support
*SOURCE: Northouse, P. G. (2018). Introduction to leadership: Concepts and practice. Thousand Oaks, CA: Sage.
10. Team Climate and Culture:
Structure, Norms, Standards, and Cohesiveness
I developed a strong climate to embrace creative
synergy. Synergy happens when a group uses talents
of each individual to accomplish the overall team’s
mission/goal.
“Installing structure into the organization provides people with a
sense of security, direction, and stability…understand where they
fit in and what goals they need to accomplish” (Northouse, 2018,
pg 610).
MY FOCUS:
Three top contributors to our team climate & culture:
1) Drive for member engagement
2) Willingness for open communication
3) Direction to clearer goals
Structured building blocks for
inclusion and mission success
Cohesiveness and clarified norms with
open communication
Standards of excellence for
constructive feedback and
performance reviews
Diversity Awareness, Inclusion, Conflict, and Obstacles
*SOURCE: Northouse, P. G. (2018). Introduction to leadership: Concepts and practice. Thousand Oaks, CA: Sage.
My leadership concepts, theories, and approaches applied to
my team’s climate enabled strong diversity awareness to
overcome obstacles and conflict.
11. Team Conflicts and Obstacles:
“Leaders can help others be motivated by helping them feel
competent, to receive what they expect from their work, and to
see the overall value of their work” (Northouse, 2018, pg 312).
LEADERSHIP LESSONS:
Three top contributors to our team conflict:
1) Unclear expectations
2) Lack of direction
3) Low achievement-orientation
Democratic style to resolve conflict
and drive mission forward
Leadership and team involvement
with participative leadership
Clarified goals and expectations
*SOURCE: Northouse, P. G. (2018). Introduction to leadership: Concepts and practice. Thousand Oaks, CA: Sage.
Conflict Scenario: Jan and Roy had conflicted opinions on which EHR system would be a better fit for our needs. Jan wants to
focus on population health, which is a new concept for our organization and would cost more upfront, whereas Roy wants to
focus on interface personalization, something that would be cost effective and be familiar to our team; however, it would be
more complicated for interoperability of reporting to population health models outside of our organization.
13. Self-Reflection Based on Team’s Leadership Evaluation
Key Considerations & Preventable Gotcha’s
Key Considerations:
I have been given recommends to explore the following considerations as part of my leadership growth effort:
Start at the Top… and the Bottom. Leaders are important growth agents, but identifying team members’ individual strengths
as real value is key to increasing productivity and accomplishing the group mission
Leverage Communication/ Clear Expectations. Open communication and active listening gives leadership the prescriptive
learning paths needed to provide clear expectations
The Can’s and The Cannot’s. Visualizing realistic abilities within project constraints will aid in realistic goals and expectations
It’s All in the Details. Analyze the project true needs versus wants and how everything fits within the projected outcome
Preventable Gotcha’s:
Through the course of the project I learned best practices that could have helped the team avoid common pitfalls such as:
• Closed communication – I learned to leverage open communication to find gaps in expectations
• Unclear vision and uneased culture – An unclear vision led to a lack of productivity and increased frustration within my team
culture
• Overcomplicating the implementation plan – Providing direction and technical guidance would’ve helped my teams’ work
flow more fluid
*SOURCE: Northouse, P. G. (2018). Introduction to leadership: Concepts and practice. Thousand Oaks, CA: Sage.
14. LEADERSHIP
STRENGTHS
BEGINNING END
FEEDBACK
Reviewing Performances:
• Maintain a standards of
excellence
• Resolve performance issues
nonconfrontationally
• Use calm, unemotional language
• Clarity
• Review results
• Reward positive results
CULTURE & CLIMATE
Assess & foster member strengths
Clarify norms
Promote standards of excellence
Build cohesiveness
ETHICS & VALUES
Influence for Good
Have honorable character
Use moral means to achieve goals
SOCIAL
JUSTICE
HAVE DIVERSITY
BUILD COMMUNITY
OVERCOME OBSTACLES
VISION
Clear and articulate
Be realistic think achievable
Visualize positive outcomes
Gain understand of others’
differences
Social community
Conflict resolution
3 Principles:
Procedural
Redistributive
Distributive
5 Different Social
Justice Theories:
Libertarianis
m
Utilitarianism
Marxism
Liberalism
Capabilities
Skills and character
are both learned and
natural
Various traits make
leader
Ethics are important
OPERATION
Listen
Respect the out-group
Empower involvement
Motivate team by individual
needs
Involve other’s ideas and skills
Face saving
14 | Advanced Analytics
Lessons Learned:
Analyzed Concepts and Practice Across Leadership
*SOURCE: Northouse, P. G. (2018). Introduction to leadership: Concepts and practice. Thousand Oaks, CA: Sage.
This project entails establishing a personalized EHR for Lake Hills Baptist Church for the purpose of having a formal way to track and know Austin’s homeless community. The rationale of this project is if we know each homeless individual, we will be able to help them off the streets and into a program they will benefit from. My team members to complete this project are Jan Erik Brusevold, Roy Bowen, and myself.
My vision for this project is to create a process that will assist homeless shelters with logging each person that comes to the shelter. Also, to better know our homeless population to better assist in their needs.
My leadership traits and styles show that I am competent, motivated, communicative, and dependable. I have a natural drive for leadership and bettering the lives of others.
Leadership as a concept is the act of utilizing ethical influence to motivate others help achieve a joint mission or common goal. I used the leadership theory Y, to support my team members under the assumption that they like to work, are self-motivated, and seek responsibility. This aided in my leadership approach of democratic style.
My strength is self-assured influencing and encouraging. I showed this through consulting informatic systems knowledge. I listened to questions and made decisions based on others’ opinions as well as my own internal guidance. My style is initiating structure and consideration behavior. My strength and style moved our team forward in a purposeful manner.
My leadership traits are determination, sociability, and integrity. My leadership behavior is process behavior. I helped the team feel comfortable and included. My leadership skill was administrative, I showed competence and guidance. My leadership philosophy is like theory Y, in that my philosophy was to guide motivation and task completion. My leadership style is democratic and my ability to be a leader was natural and conditioned over my lifetime.
My team’s climate and culture were inclusive and constructive. I provided structure for the work through directions and a timeline on project as well as established tasks for each person. I established norms for how each person is expected to perform within the group. I created standards of excellence so that they knew how to follow the norms. I believe all of lead to cohesiveness. We had direction and knowledge on how we can work together to achieve our goal.
Through open communication and challenging team members to use analytical strengths. I practiced inclusion with my team through utilizing everyone and their individual strengths. I tied in outgroups and encouraged everyone’s competence through listening to their ideas and implementing what we could of their ideas.
I learned how to manage conflict regarding goals with the use of clear communication. Northhouse, (2018) states on page 249 that “leaders who are able to keep channels of communication open with others will have a greater chance of understanding others’ beliefs, values, and needs for esteem, control, and affiliation.” To build community in my team I confronted the conflict between Jan and Roy, and then used the conflict to produce constructive outcomes.
I learned how my leadership can impact individuals and to what extent. I will take with me and learn from both Jan and Roy’s feedback. Jan: “Create a list of can do’s and cannot do’s, this will help visualize the project’s realistic abilities.” Roy: “Create a detailed analyzation of the entire project needs and outcomes. This will help clarify expectations.” I agree with their assessments of my. If I were to assess myself, I would say that I need to be more confident and open in my communication. My leadership effectiveness was positive and constructive.
I learned how to overcome obstacles and how to be an ethical and moral leader, not just for my team, but for the overall company. I learned that “although character is clearly at the core of who you are as a person, it is also something you can learn to strengthen and develop” (Northouse, 2018, p. 275). “When practiced over time, from youth to adulthood, good values become habitual, and a part of people themselves” (Northouse, 2018, p. 275). A theme that arose through out the project was a need for clear communication. I gained insight on how to manage people and conflict in a positive, ethical manner. This project impacted my understanding of leadership by allowing me to learn hands on what it takes to apply leadership skills, styles, and traits.