ROUNDTABLE TUESDAY: Growth Mindset with Dr. Rachel Headley
This Tuesday, January 24th at 12:00pm, we’re excited to bring in Dr. Rachel MK Headley who will help us develop a Growth Mindset as we launch the new year and prepare for the move to the HCMD. Dr. Headley will walk us through different personality styles and approaches to change and give us tangible tools on how to lead each personality type through transition.
Dr. Headley is the co-author of iX Leadership: Create High-Five Cultures and Guide Transformation and serves as CEO of Rose Group International, a project management, change management, and leadership consulting firm dedicated to helping leaders and businesses solve problems around teamwork, productivity, time management, and retention, so leaders can more effectively achieve aspirational goals. Dr. Headley is a Forbes coach, TedX Speaker, and former NASA scientist who resides in Spearfish, South Dakota.
She has over two decades of experience leading complex and groundbreaking achievements, managing big projects, uniting diverse international stakeholders, and guiding teams through change. You can rest assured that she has actually led teams and knows what works.
This 1 hour “lunch-and-learn” style virtual training will be streamed live in the Skyline Room and via Zoom with an opportunity to engage with Dr. Headley and ask questions about applying her lessons to your own leadership. Replays will be available after the event.
THREE WAYS TO WATCH:
1. Watch live in the Skyline Room
2. Watch Live Via Zoom or call in at (312) 626-6799, Meeting ID: 827 2021 9513
3. Watch the Replay After the Event (link to replay will be posted on the Microsite and emailed January 26th)
GET TO KNOW DR. HEADLEY: Learn about the four “Culture Types” so you can create strategies to help different personalities work better together in change
Key Takeaways:
-Some of our employees have a low tolerance for change, while others have an extremely high level of tolerance for change.
-Some employees are more team-driven while others are more self-driven.
-Across those two spectrums, we find four personality types:
1) Stabilizers: LOW tolerance for change; HIGH team orientation: Stabilizers are the foundation of an organization, not only because they are the majority, but because they act as an anchor. Stabilizers are solid—unwavering, steady, reliable. If put in the right position, they will show up every single day, on time, and do an incredible job within their realm of expertise. Stabilizers both seek and create security and certainty.
2) Organizers: LOW tolerance for change; HIGH self orientation: Organizers hold logic and reason above all else. It is their weapon against a chaotic world. They use data, trends, graphs, figures, and numbers to create meaning. Organizers want to understand the role or significance of each component in a system. How does it function? How does it relate to the whole? What are the mechanics behind it? As self vs. team driven employees, they do not mind operating outside of a social structure to some degree.
3) Fixers: HIGH tolerance for change; HIGH team orientation: Fixers are de facto problem solvers. They interpret roadblocks and curveballs as opportunities to brainstorm a solution. Fixers innately and automatically begin solving issues before they even arise. They are masters of “what-ifs” and contingency plans. Fixers are interested in people—who they are, what their story is, and how they are impacted by change. Fixers are aware of how their actions and the actions of others impact each other and the work. Often, but not always, this awareness manifests in a desire to focus on a common good, to help others, and to offer support. Fixers are generally quick to lend a helping hand—they hate to be seen as lazy or ineffectual. A Fixer rarely stands on the sideline.
4) Independents: HIGH tolerance for change; HIGH self orientation: From the view of the low chaos-tolerant types, Independents are always going against the grain, causing problems, and undermining authority. They can appear unreliable and irresponsible. Actually, Independents just like to ask questions that challenge ideas, systems, and people. Independents live for disruption. They make upending tradition and routine a hobby. If they appear fickle, it’s because they struggle in what they might describe as the confines of rigid (what order-tolerant Types might call traditional) structures.
Put It Into Action!
-Read through the four types. Which type do you think you are? Which types do you see on your team?
-How do you think these types would work together well and where do you think different types will experience tension?
-As we embark on a major season of change, how can you adapt your leadership to help support each type? How can you support Stabilizers and Organizers (types with a low chaos tolerance) by creating systems, providing clear communication, and implementing more structure?
-And, how can you empower Fixers and Independents, who thrive in chaos and change, to take more ownership in this transition process? What can you let them run with and accomplish during this fast-changing season?
Take advantage of these types to maximize your team’s capabilities over the next 90 days! Stretch yourself as a leader and let your team step up into the roles and responsibilities they handle best.
TRIANNUAL III REPLAYS AVAILABLE!
November 14-15 all members of the Trinity Leadership Quest gathered together in person to dive into leading change and innovation and preparing for Trinity Health’s biggest innovation in a century – the new healthcare campus and medical district.
Together, we learned numerous tools and frameworks for communicating change, we worked through the need to cast a compelling vision and “Start with Why,” and we mapped out how we can plan to maintain our resilience over the next several months of transition and evolution.
View replays and slides for each session and refresh your knowledge on how to lead your team from basecamp to the top of the summit, and use the communication frameworks to keep your team engaged, motivated, and encouraged along the way.