2.50
Hdl Handle:
http://hdl.handle.net/10755/201985
Type:
Presentation
Title:
Using Positive Psychology to Transform Organizational Culture
Abstract:
(41st Biennial Convention) Purpose:  This presentation will tell the story of how the L&D units at a major academic medical center were struggling to cope with serious problems with lateral violence, insubordination, and a hostile work environment. A nurse manager and her executive coach, along with a RN and her staff coach will describe how using 6 Positive Psychology principles over 1 year enabled them to totally transform the culture on their units and receive a “best of the best” award. Methods: Specific positive psychology coaching methods will be described for improving and sustaining (for over 3 years) people’s passion, positive relationships, optimistic attitudes, proactive use of strengths, personal well-being, and commitment to making a difference in others lives. By embedding coaches on the troubled units, leaders and staff alike learned to cope with their challenges while making real-time decisions. Utilizing the research on the characteristics of high-performing teams, the most positive people on the units were able to bring the majority of staff over to their side. Without anyone to bully, the toxic RN’s left for other positions where they could once again wield power. Results: Independent pre and post implementation surveys conducted by Health Stream Research found that job engagement increased 87%, staff satisfaction rose 85%, and RN retention rose 50%. Press Ganey patient satisfaction scores increased 43%, patient safety measures rose 22%, and NDNQI scores were elevated by 14 – 22%. Gallup Q12 scores soared, with 5 questions achieving the highest possible ratings. Use of sick leave, FMLA, call out/call in all dropped 75%. The hospital calculated the annual cost savings to be over $816,000. Conclusion:  Negative people contaminate the culture of a unit and degrade performance and satisfaction. This study offers evidence that rapid and profound improvements in performance are possible using 6 principles developed from positive psychology research.
Keywords:
coaching; culture; leadership
Repository Posting Date:
11-Jan-2012
Date of Publication:
4-Jan-2012
Sponsors:
Sigma Theta Tau International

Full metadata record

DC FieldValue Language
dc.typePresentationen_GB
dc.titleUsing Positive Psychology to Transform Organizational Cultureen_GB
dc.identifier.urihttp://hdl.handle.net/10755/201985-
dc.description.abstract(41st Biennial Convention) Purpose:  This presentation will tell the story of how the L&D units at a major academic medical center were struggling to cope with serious problems with lateral violence, insubordination, and a hostile work environment. A nurse manager and her executive coach, along with a RN and her staff coach will describe how using 6 Positive Psychology principles over 1 year enabled them to totally transform the culture on their units and receive a “best of the best” award. Methods: Specific positive psychology coaching methods will be described for improving and sustaining (for over 3 years) people’s passion, positive relationships, optimistic attitudes, proactive use of strengths, personal well-being, and commitment to making a difference in others lives. By embedding coaches on the troubled units, leaders and staff alike learned to cope with their challenges while making real-time decisions. Utilizing the research on the characteristics of high-performing teams, the most positive people on the units were able to bring the majority of staff over to their side. Without anyone to bully, the toxic RN’s left for other positions where they could once again wield power. Results: Independent pre and post implementation surveys conducted by Health Stream Research found that job engagement increased 87%, staff satisfaction rose 85%, and RN retention rose 50%. Press Ganey patient satisfaction scores increased 43%, patient safety measures rose 22%, and NDNQI scores were elevated by 14 – 22%. Gallup Q12 scores soared, with 5 questions achieving the highest possible ratings. Use of sick leave, FMLA, call out/call in all dropped 75%. The hospital calculated the annual cost savings to be over $816,000. Conclusion:  Negative people contaminate the culture of a unit and degrade performance and satisfaction. This study offers evidence that rapid and profound improvements in performance are possible using 6 principles developed from positive psychology research.en_GB
dc.subjectcoachingen_GB
dc.subjectcultureen_GB
dc.subjectleadershipen_GB
dc.date.available2012-01-11T11:03:48Z-
dc.date.issued2012-01-04en_GB
dc.date.accessioned2012-01-11T11:03:48Z-
dc.description.sponsorshipSigma Theta Tau Internationalen_GB
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