What is LOH? A unique leadership development program
Leading Organizations to Health is an intensive 10-month experiential program on change leadership for healthcare leaders of all disciplines.
Our approach rests on three foundations:
• Practical theories that help make sense of what’s happening,guide effective action, and foster realistic expectations
• Advanced facilitation and collaboration skills to help people work together in new and more effective ways
• Authentic, affirmative, and courageous presence.
Our unique curriculum supports development in each of these domains by combining principles and practices from adaptive leadership, complexity, interpersonal neurobiology, adult development and positive psychology (including Appreciative Inquiry). Based on principles of action learning, the program consists of four extended weekend sessions and monthly small group peer-coaching calls to help participants implement new approaches in their home organizations.
Leading Organizations to Health was founded by Tony Suchman and Diane Rawlins and is presented by InsideOut Consulting (www.insideout-consulting.org), Relationship Centered Health Care (www.RCHCweb.com), AACH/American Academy on Communication in Healthcare (www.aachonline.org) and the Plexus Institute (www.PlexusInstitute.org).
We will be forming our 11th cohort, which begins March 2019 and we invite you to join us. Easy Cohort 11 online registration or call us for more information.
Program Curriculum and Design
Leading Organizations to Health offers an integrated curriculum of theory, skills and authentic presence presented in four 3-day retreats over a ten-month period. The content of each retreat is shown in the table below.
|Session I||Leading from the Inside Out||• Adaptive leadership|
• Foundational metaphors: Machine vs. conversation
• Complex responsive process
• Authentic presence
|• Group formation|
• Self-differentiation and attunement
• Self-awareness / personal reflection
• Open honest questions
|Reflections on individual pathways to leadership, personal purpose, goals and responsibilities|
|Session II||Helping Groups Perform||• Process and content|
• Relational coordination
• Power and systems
• Stages of change
|• Harnessing difference as a resource|
• Planning and running meetings that foster engagement
• Group facilitation
• Difficult conversations
|Personal relationship to power and powerlessness|
|Session III||Leading Adaptive Change (part 1)||• Adaptive leadership|
• Self-determination Theory
• Stages of loss
• Managing transitions
|• Polarity management|
• Holding the tension of change
|Session IV||Leading Adaptive Change (part 2)||• Fair process|
• Appreciative inquiry
• Organizational strategy
|• Mobilizing and energizing others|
• Large group facilitation skills: World café and open space
|Fears and shadows|
In addition to the four retreats, small peer coaching groups (3-5 participants and one faculty mentor) meet monthly (in person or electronically) to provide longitudinal support as participants apply the new theories and skills to their change projects back home.
We keep the program small (maximum of 10 participants) to foster close, trusted relationships that will support honest reflection and risk taking. We invite the participants to be co-teachers and co-creators of their own learning experience. The learning community is a living laboratory as we consciously and transparently apply the curriculum’s principles and skills to all the activities of LOH, pausing frequently to debrief the interpersonal process as well as the intellectual content.