Leading an Empowered Organization

Over 200,000 Leaders Have Successfully Completed our 3-day Workshop Worldwide

Leading an Empowered Organization was developed out of health care for health care leaders. Participants come away with practical tools and effective strategies to enable individuals to change so they can lead in ways that are effective, as opposed to restructuring aspects of the organization outside of the leader’s authority. Are your staff members are expected to function in empowered environments?

This 3-day workshop improves both individual and group performance and can be delivered in-house and licensed. We provide education, coaching, and ongoing support for your internal facilitators. Let Leading an Empowered Organization improve your staff participation in decision making, build organization-wide accountability, and deliver a healthier work environment.
Prepare leaders at all levels in your organization to accept ownership of their work and reach their full potential. Call us today.

Want Work to go Smoothly?

Our proven methods improve accountability and communication and offer new clarity that is as energizing for staff members as it is leaders.
Formula for Decentralization and Empowerment | CHCM

Responsibility + Authority + Accountability: The Formula for Decentralization and Empowerment

Leading an Empowered Organization unifies your organization’s leaders with a common lexicon for clarity around who is responsible, who has authority, and who is ultimately accountable in any given situation. The formula to facilitate greater personal ownership and alignment among teams is R+A+A.

Responsibility: The clear and specific allocation of duties to achieve desired results. This is a two-way process, both assigned and accepted.

Authority: The right to act in areas where one is given and accepts responsibility.

Accountability: The retrospective review of the decisions made or actions taken to determine if they were appropriate. When teams are not functioning in ways they are intended to, it is likely that one or more of the R+A+A components is out of balance. Most typically, someone is asked to take responsibility and full accountability but is not given the authority necessary to achieve what they have taken responsibility for.

Approaching Change Through Appreciative Methods

The study of Appreciative Inquiry led by David Cooperrider has provided important insights for leaders about the power of focusing on the positive. Cooperrider discovered that by focusing on what’s working well rather than on problems, we amplify the positive things. If we focus primarily on problems, we’ll feel as though we are leading or working in a troubled organization or department. What we focus on becomes our reality. Leaders, try using appreciative questions in your next huddle to build positivity and energize your staff. People become energized when building on success.

Examples of Appreciative Questions and Reflections

  • Share a story of something you did for a patient or family recently that made you feel particularly proud.
  • I noticed that you were successful in leading your team through a really difficult shift. How were you able to accomplish that?
  • Who has observed a co-worker going above and beyond to help someone?
Competencies of Empowered Leaders | CHCM

Six Core Competencies of Empowered Leaders

Empowerment exists within individuals and groups who accept responsibility, authority and accountability for decisions that affect their lives and work. Leaders can create an empowered environment where others gain greater ownership and control over their work and decision making is shared. Empowered leaders demonstrate core competencies that support their effectiveness. These qualities are:

  1. Articulates clear and positive expectations
  2. Accepts responsibility and ownership
  3. Creates a culture of ownership and accountability
  4. Builds healthy relationships; appreciates and inspires
  5. Develops and nurtures team members
  6. Leads change, engaging others
role-in-relationship-based-care-chcm.jpg

The Leaders Role in Relationship-Based Care

The Leaders Role in Relationship-Based Care Relationship-based leadership includes empowering the people closest to the work to design and refine their own practice. Leaders in a Relationship-Based Care organization inspire and model healthy relationships. They use decentralized decision making, intentionally involving first-line staff members in decisions through a structure of shared governance (sometimes called shared decision making). Leaders implement shared governance by establishing staff councils. These councils develop innova­tive changes to embed Relationship-Base Care into their work areas and to measure the impact of their changes. This results in staff members tak­ing ownership for the impact of their work.

The Ultimate Guide to Competency Assessment in Health Care – 4th Edition

Your favorite competency book is now better than ever with an updated overview of the Wright Competency Model and fresh examples!

The Power of Self Management: Pride and Professionalism for a Successful Career

This timely workbook helps employees prepare themselves for our constantly changing health care environment.

What You Accept is What You Teach: Setting Standards for Employee Accountability

While everyone is accountable for their own behavior, leaders are ultimately responsible for employee performance.

Time to Lead: The Ultimate Guide to Employee Engagement

A back-to-basics approach to employee engagement, Time to Lead provides common sense leadership practices for busy leaders like you.

The Power of Shared Vision: How to Cultivate Staff Commitment & Accountability

A shared vision has the power to transcend individual self-interests, personality, and work style differences.

The Ultimate Guide to Competency Assessment in Health Care – 4th Edition

Your favorite competency book is now better than ever with an updated overview of the Wright Competency Model and fresh examples!

The Power of Self Management: Pride and Professionalism for a Successful Career

This timely workbook helps employees prepare themselves for our constantly changing health care environment.

What You Accept is What You Teach: Setting Standards for Employee Accountability

While everyone is accountable for their own behavior, leaders are ultimately responsible for employee performance.
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