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TSykora project_showcase
- 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
- 2. Austin Community Homeless Health Informatics System Feb 2020 Strengthening Our Community Homeless with EHR Support
- 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.
- 15. Thank You Leadership Project Showcase
Editor's Notes
- 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.