Fostering Cultural Excellence
Our Lady of Victory Hospital (OLVH) routinely posts the best employee culture scores in the Ministry Health Care system. I'm often asked how it is that OLVH consistently rates so high. We're certainly not perfect nor perfectly consistent across all departments but I see OLVH's cultural strengths as follows:
Leadership by Example
OLVH leaders are "working managers". I think that makes the layer between managers and staff less pronounced. Whether it's our DON working ED shifts or the Rehabiliation Director going to the prison to provide therapy, the leaders at OLVH have their sleeves rolled up just like the staff does. I believe that fosters more of a "we're all in this together" environment.
Sincerity
Values and culture activities are treated seriously and sincerely by our leadership. These initiatives are always followed by serious and sincere action. Employees can smell disingenuous lip service a mile away.
Connection with Staff: Honesty and Openness
From a senior leadership level, the hospital President does a great job of keeping everyone appraised of what is happening, even if the news is negative. There are few, if any, secrets. Discordance is hard to hide in a small environment so it's typically dealt with quickly resulting in less time to fester (certainly there is variability in performance here but overall this is a strength at OLVH). Conversely, good works and good staff are more visible to all. The President's weekly email is a great example of how she openly connects with staff to relay good news, bad news and give sincere kudos and encouragement to specific individuals.
Focus, Accountability and Follow-through
There is a strong current of accountability here complete with follow-through and closure of initiatives. Thus, things get done. This leads to the sense of accomplishment as well as confidence that what we focus on will be accomplished.
Trust
All of the above lead to a higher sense of trust among leaders and staff and trust is probably the main ingredient of commitment.
Leadership by Example
OLVH leaders are "working managers". I think that makes the layer between managers and staff less pronounced. Whether it's our DON working ED shifts or the Rehabiliation Director going to the prison to provide therapy, the leaders at OLVH have their sleeves rolled up just like the staff does. I believe that fosters more of a "we're all in this together" environment.
Sincerity
Values and culture activities are treated seriously and sincerely by our leadership. These initiatives are always followed by serious and sincere action. Employees can smell disingenuous lip service a mile away.
Connection with Staff: Honesty and Openness
From a senior leadership level, the hospital President does a great job of keeping everyone appraised of what is happening, even if the news is negative. There are few, if any, secrets. Discordance is hard to hide in a small environment so it's typically dealt with quickly resulting in less time to fester (certainly there is variability in performance here but overall this is a strength at OLVH). Conversely, good works and good staff are more visible to all. The President's weekly email is a great example of how she openly connects with staff to relay good news, bad news and give sincere kudos and encouragement to specific individuals.
Focus, Accountability and Follow-through
There is a strong current of accountability here complete with follow-through and closure of initiatives. Thus, things get done. This leads to the sense of accomplishment as well as confidence that what we focus on will be accomplished.
Trust
All of the above lead to a higher sense of trust among leaders and staff and trust is probably the main ingredient of commitment.
posted by Eric Haglund at
7:10 AM
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