This presentation was given as orientation for a board's code of conduct. It was developed by NorCal HIMSS board member, Sherri Douville in collaboration with world-renowned ethicists, health system industry leaders, and fellow board members. We hope this can be helpful to others interested in bringing a code of conduct to their boards. This presentation is introduced to the board after the introduction to your Code of Conduct, and in support of it.

1. How Ethics & Civility Are Linked:
Impacts on Team Performance
June 8, 2018
By: Sherri Douville
Incoming Membership Chair 2018-19
CEO & Board Member, Medigram Inc.

2. How Civility is Not the Norm
Shoot!

3. Employers Regulators Payers Pa1ents
High Stakes: Scrutiny & Pressure

4. Risk of Closing Services or Whole
Image credit: Nebraska Rural Health Association

5. Image credit: ACS
What is Winning in Healthcare?
Physician Satisfaction

6. • Increase results of your team’s work effort
• Decrease stress and frustration
• Reduce patient harm and medical errors
Would you want these great results?[1]
[1] Dr. Rod Brace, President & CLO Memorial Hermann Health System
Mindfully Use Power Wisely

7. Conduct Supports Modern Leadership
Image credit: AMCA
Image credit: AMCA
OldWorld:
Civility Optional
NewWorld:
Civility Rules

8. Code of Conduct: Results
Image credit: Fivesquared
Reduce Complaints
Increase Productivity
Increase Change
Capacity
Credit: Danita Johnson Hughes, Ph.D. “Power Principles for Success.”

9. Is Myopia to Blame For Incivility?
Credit: Dr. Rod Brace, Regional President Memorial Herman Health System
Cause of incivility cited as operational focus on process improvements
without adequately considering the people element

10. What Makes Code of Conduct Work?
Code of Conduct
Orientation
Policy & Procedure
Credit: Dr. Rod Brace, Regional President Memorial Herman Health System

11. Recipe For Respectful Productivity
Active Listening
Seek Common Ground
-Carefully select words
-Body language
-Tone matching intent
Request to Receive &
Permission to Give Feedback
Credit: Stephen Covey’s Seven Habits of Highly Effective People

12. Ideal Code & Policy Incorporates
Culture Elements Such as Values
Sample of an Organization’s Values
• Teamwork: Work collaboratively, to develop and maintain productive
working relationships based on mutual respect.
• Respect: Treat others with courtesy and dignity recognizing the
diversity of our organization, community, and industries.
• Curiosity: Leveraging persistence to continually understand oneself,
others, the industry, entire stakeholder sets and how they inter-relate
and influence one another. Seeking to understand to solve.
• Innovation: We leverage diverse sets of perspectives and
experience by assembling cross-functional experts to collaborate.
Team members don’t take themselves too seriously, and use their
imaginations to drive innovation. We embrace laughter and having
fun while working towards common goals.

13. 1. Do all of our leaders know that civility is
the minimum standard for behavior in our organization
2. How can we make our expectation for respectful behavior
clearer?
3. How can we strengthen the accountability for using civil
and ethical interpersonal behavior at all times?
Questions for Discussion:
@sherridouville | www.medigram.com
Thank You!