Brian Helleland's guest appearances

Brian Helleland

Gut + Science

Outside the Patient's Door

Maureen Fagan

Steve Long

Bonnie Clipper

Jennefer Pursifull

Jeremie Kubicek

Scott Miller

David Butler

Mark Miller

Derek Lundsten

David Black

Chris Byers

Neal Phalora

Gary Brackett

Andy Hamilton

Mike Reynolds

OwlTail

Creating an environment where employees feel pride in their work is challenging, especially when leaders and employees are busy completing their own tasks. However, the demanding circumstances of the pandemic proved it is an essential foundation to unite employees when they’re asked to go above and beyond. To address this topic are two industry experts,  Brian Helleland, the Chief Executive of  St. Jude Medical Center, and Chris Soop, Area Vice President at Medxcel.  Brian and Chris share how they created processes within their everyday operations for employees to be reminded of the value of their work. If you are wondering about the ROI of creating a healthy culture, Brian and Chris also share specific examples of how developing their employees resulted in tangible success for their organization and patients. Discover the power of developing pride of ownership and workmanship in this episode of Outside the Patient’s Door. On this episode, you’ll hear:  [01:16] The role of pride of ownership and workmanship in your facility [04:04] The positive results from focusing on employee engagement [08:55] Examples of employees making positive change because of their pride [13:44] How to encourage pride of workmanship to those who are new in their career [18:10] Long-term impact of building pride in your team 

Creating an environment where employees feel pride in their work is challenging, especially when leaders and employees are busy completing their own tasks. However, the demanding circumstances of the pandemic proved it is an essential foundation to unite employees when they’re asked to go above and beyond. To address this topic are two industry experts, <a href="https://www.linkedin.com/in/brian-helleland-42a17413/" rel="nofollow" target="_blank"> Brian Helleland</a>, the Chief Executive of <a href="https://www.providence.org/locations/st-jude-medical-center" rel="nofollow" target="_blank"> St. Jude Medical Center</a>, and <a href="https://www.medxcel.com/about/chris-soop" rel="nofollow" target="_blank">Chris Soop</a>, Area Vice President at <a href="https://www.medxcel.com/home" rel="nofollow" target="_blank">Medxcel</a>.  Brian and Chris share how they created processes within their everyday operations for employees to be reminded of the value of their work. If you are wondering about the ROI of creating a healthy culture, Brian and Chris also share specific examples of how developing their employees resulted in tangible success for their organization and patients. Discover the power of developing pride of ownership and workmanship in this episode of Outside the Patient’s Door. On this episode, you’ll hear: <ul> <li>[01:16] The role of pride of ownership and workmanship in your facility</li> <li>[04:04] The positive results from focusing on employee engagement</li> <li>[08:55] Examples of employees making positive change because of their pride</li> <li>[13:44] How to encourage pride of workmanship to those who are new in their career</li> <li>[18:10] Long-term impact of building pride in your team</li> </ul>

Pride of Ownership and Workmanship with Brian Helleland and Chris Soop

Mary Ann Perez

 Brian Helleland, CEO, and  Mary Ann Perez, Director of Care Experience work at  St. Jude Medical Center in Southern California. While they have different roles in the company, both are passionate about nurturing pride for their organization. In this episode Brian and Mary Ann speak to the importance of training and how it is the job of a leader to make culture tangible. Truth You Can Act On 1. Own Culture Initiatives Supporting Quote Brian Helleland: “We're not shy about talking about hashtag St. Jude pride or the St. Jude pride campaign. We're transparent about it. We're not trying to manipulate or trick anybody that we're creating this culture to make people happy to be here. We want our staff to be part of generating the pride and that we're all building this pride together. Not that we're trying to build it as leaders.”  2. Share Positive Stories Supporting Quote Mary Ann Perez: “I saw a lot of stories from our own caregivers with photos, maybe of a poster that a community member had left out in one of our parking areas. And just every time the caregiver posts, at the end they have #StJudePride. It’s not just the organization saying how important St.Jude pride is, but our own caregivers recognizing it and feeling it themselves. They don't feel like they can tell a story of St. Jude without including the hashtag St. Jude pride.” 3. Be Human-Centered Supporting Quote Mary Ann Perez: “We have an applause program, which actually generates about a thousand to 1400 per quarter of recognitions that come from patients and families. They go from caregiver to caregiver, from physicians. In addition, we have an online recognition form where we receive recognitions again from caregiver to caregiver, in addition to online stories. Another mechanism we have in place is our daily huddles, and our daily huddles occur in every department every day, and we highlight a different caregiver’s story.” Brian Helleland: “One of the other things that I use as a metric is how many of your caregivers do you know by name? Executives are embarrassed sometimes to go around and talk to people and are afraid to introduce themselves because they may not know the caregiver by name or the employee by name, and I'm like, that's fine. Go out in another couple of days and go out, and when you didn't know 50 people's names, maybe the next time you don't know 30 people's names. And at some point in time, you're going to know almost everybody's names, but those there's little things to just get over on employee relations and be a relationship driven organization.” 4. Make Your Rounds Supporting Quote Brian Helleland:  “It starts with the leadership. You've got to invest, not just money, but you’ve got to invest time. You’ve got to walk the halls and talk to people. I tell our leadership all the time. If rounding is not your favorite part of the day, you're doing something wrong.” Book Recommendations     The Mentor Leader by Tony Dungy  Radical Candor by Kim Scott  No Happy Endings by Nora McInerny Purmort    Sponsor Wambi - Wambi is about human connections. We view feedback as the fuel for interpersonal growth and are always striving to achieve the highest versions of ourselves and to lift others up along the way.

<a href="https://www.linkedin.com/in/brian-helleland-42a17413/" rel="nofollow" target="_blank"> Brian Helleland</a>, CEO, and <a href="https://www.linkedin.com/in/mary-ann-perez-cpxp-5730906/" rel="nofollow" target="_blank"> Mary Ann Perez</a>, Director of Care Experience work at <a href="https://www.psjhmedgroups.org/Locations/St-Jude-Medical-Center.aspx" rel="nofollow" target="_blank"> St. Jude Medical Center</a> in Southern California. While they have different roles in the company, both are passionate about nurturing pride for their organization. In this episode Brian and Mary Ann speak to the importance of training and how it is the job of a leader to make culture tangible. Truth You Can Act On 1. Own Culture Initiatives Supporting Quote Brian Helleland: “We're not shy about talking about hashtag St. Jude pride or the St. Jude pride campaign. We're transparent about it. We're not trying to manipulate or trick anybody that we're creating this culture to make people happy to be here. We want our staff to be part of generating the pride and that we're all building this pride together. Not that we're trying to build it as leaders.” 2. Share Positive Stories Supporting Quote Mary Ann Perez: “I saw a lot of stories from our own caregivers with photos, maybe of a poster that a community member had left out in one of our parking areas. And just every time the caregiver posts, at the end they have #StJudePride. It’s not just the organization saying how important St.Jude pride is, but our own caregivers recognizing it and feeling it themselves. They don't feel like they can tell a story of St. Jude without including the hashtag St. Jude pride.” 3. Be Human-Centered Supporting Quote Mary Ann Perez: “We have an applause program, which actually generates about a thousand to 1400 per quarter of recognitions that come from patients and families. They go from caregiver to caregiver, from physicians. In addition, we have an online recognition form where we receive recognitions again from caregiver to caregiver, in addition to online stories. Another mechanism we have in place is our daily huddles, and our daily huddles occur in every department every day, and we highlight a different caregiver’s story.” Brian Helleland: “One of the other things that I use as a metric is how many of your caregivers do you know by name? Executives are embarrassed sometimes to go around and talk to people and are afraid to introduce themselves because they may not know the caregiver by name or the employee by name, and I'm like, that's fine. Go out in another couple of days and go out, and when you didn't know 50 people's names, maybe the next time you don't know 30 people's names. And at some point in time, you're going to know almost everybody's names, but those there's little things to just get over on employee relations and be a relationship driven organization.” 4. Make Your Rounds Supporting Quote Brian Helleland:  “It starts with the leadership. You've got to invest, not just money, but you’ve got to invest time. You’ve got to walk the halls and talk to people. I tell our leadership all the time. If rounding is not your favorite part of the day, you're doing something wrong.” Book Recommendations <ul> <li><a href="https://www.amazon.com/Mentor-Leader-Secrets-Building-Consistently/dp/1414338066" rel="nofollow" target="_blank"> The Mentor Leader by Tony Dungy</a></li> <li><a href="https://www.amazon.com/Radical-Candor-Kim-Scott/dp/B01KTIEFEE" rel="nofollow" target="_blank"> Radical Candor by Kim Scott</a></li> <li><a href="https://www.amazon.com/No-Happy-Endings-Nora-McInerny/dp/0062792407" rel="nofollow" target="_blank"> No Happy Endings by Nora McInerny Purmort</a></li> </ul> Sponsor Wambi - Wambi is about human connections. We view feedback as the fuel for interpersonal growth and are always striving to achieve the highest versions of ourselves and to lift others up along the way.

Healthcare Series: Building a Culture of Pride | Brian Helleland and Mary Ann Perez