Change Leadership + Personality

Leading Organizations HCA432B

change Leadership

Personality-Based Leadership

Tone Setter

"You can discover more about a person in an hour of play than in a year of conversation." ~ Plato

EXAMPLE

Workshop Outcomes

Leading Through Change

Leadership Styles

To identify our skills and areas of resilience to lead through change

To understand our own and team's leadership style through the use of True Colors Personality

leadership mindset

To grow our leaderhsip mindset

Strengths Based

To use our strengths to build influence for team performance

leadership styles

To use the color personality framework to understand our leadership style and those of our management team.

Your personality color

"Use what talents you possess; the woods would be very silent if no birds sang there except those that sang best." ~ Henry Van Dyke

Color personality: a framework

Yellow

Optimistic, Creative, Inspiring

Green

Balanced, Empathetic, Harmonious

Yellow personalities radiate creativity and optimism, always seeing possibilities where others see obstacles. They inspire and energize everyone around them.

Green personalities seek harmony and balance, acting as natural mediators and advocates for others. They build deep, lasting relationships through genuine care.

blue

Red

Calm, Analytical, Precise

Bold, Driven, Decisive

Blue personalities are thoughtful analysts who value logic, accuracy, and deep understanding. They approach problems methodically and produce work of exceptional quality.

Red personalities are natural leaders who thrive on action, competition, and results. They bring high energy and a commanding presence to everything they do.

Color personality: 8 Types

Would anyone change their type?

Color teams discussion

Find your color

Prompts for group discussion

Break into groups based on your color typing

Reflection questions

Discuss!

Answer the prompts and/or see where the conversation takes you.

Strengths Based Leadership

To identify individual and team strategies to maximize your teams' performance

What is it?

Strengths-based leadership is all about recognizing and nurturing the unique strengths of both leaders and their teams. When individuals tap into their natural talents, they thrive and achieve their best.

Core concepts

Build your team

focus on strengths, not fixing weaknesses

Know your strengths

Leaders don't need to be good at everything. Instead, they build teams where members' strengths complement each other.

Rather than focusing on weaknesses, strengths-based leadership warmly suggests nurturing what people already shine at.

Effective leaders understand their own unqiue talents and how to apply them to lead authentically.

You strengths profile

“I think the greatest of people in society carved niches that represented the unique expression of their combinations of talents, and if everyone had the luxury of expressing the unique combinations of talents in this world, our society would be transformed overnight.” – Neil deGrasse Tyson

When we're able to put most of our enery into devleop our natural talents, extraordinary room for growth exists. ~ Tom Rath

Leadership olympics: scenarios

technology

Care access

Change

culture

Data-Driven vs. Human-Centered Care

Equity in Care Accessibility

Rapid Change Fatigue

Generational Culture Clash

leading through change

To identify and be able to apply individual leadership attributes and areas of resilience in times of change.

what is change leadership?

Change leadership is about warmly guiding and supporting people through transformation in an organization. Unlike change management, which emphasizes processes, change leadership focuses on inspiring and motivating others to embrace new ways of thinking and working.

Key Elements:

1. Vision setting: articulating the why
2. Inspiration and influence: engage hearts and minds
3. Communication: inform and involve through entire journey
4. Agility and adaptability: leading through uncertainty and adjusting when needed
5. Empowering others: encourage participation and autonomy

The most difficult this is the decision to act, the rest is merely tenacity. The fears are paper tigers. You can do anything you decide to do.

Amelia Earhart

hospital hussle: Phase I

#5

#4

#3

#2

#1

Massive cyber attach

hospital hussle: Phase II

#5

#4

#3

#2

#1

Telehealth expansion

the leadership mindset

To grow the leadership mindset of the full team.

Managers & leaders

Manager & leadership roles can overlap, but they also have distinct differences. Most roles cannot be exclusively one or the other.

Personal leadership plan

reflection

pair & share

discussion

Self-reflect and record your thoughts to these prompts on change leadership.

Find a partner and share elements of your reflection.

Summarize with the full group.

Choose our next unit

mindfulness: Parasympathetic Sound Bath

Group Discussion

• What have you learned about yourself?
• What have you learned about your team?
• What commitments can you take out of the workshop into your work?

Personality Theories

Why understanding is important for leaders

Personality theories are important for leadership because they help us understand how different traits, behaviors, and psychological tendencies affect how people lead and respond to leadership.

Approach to Decision Making:

• Managers:
• Often rule-based, following established guidelines and processes
• Operational and tend to deal with specific problems that need immediate attention
• Leaders:
• Strategic, thinking long-term
• Open to creative solutions and take calculated risks to improve care delivery to transform hospital practices
• Do you like to think about one problem at a time, or see where problems intersect to a bigger picture?

Reflection

• How did you approach the scenarios and what guided your decision-making?
• What did you notice about your colleagues and how they chose their corner?
• Did you go to the same corner? What did you notice about your own choices?

5th scenario

You inherit a messy project with unclear ownership.

Red: Assign responsibilities and move.

Write your color on the board.

Yellow: Reframe it as a fresh opportunity.

Green: Make sure no one feels blamed or alienated.

Blue: Sort the information, define the problem, and organize the work.

Personal Leadership Plan

Take a moment to reflect on your change leadership skills. You might find it helpful to use your color personality or any other reflection tools to evaluate yourself in a warm and encouraging way.

1. How do I set a vision with my team and articulate the why change is necessary?
2. How do I inspire and influence engaging the hearts and minds of my team?
3. How do I communicate and keep my team informed, involved, and aligned?
4. How do I model agility and adaptability in uncertain change times?
5. How do I empower my team members to encourage participation and autonomy?
6. How do I provide enough stability for my team to feel secure?

hospital hussle: phase i

Change Challenge

• Split into teams using your color personality.
• Each color represents its own department:
• Green: Department of Patient Experience and Community Care
• Yellow: Department of Engagement, Culture, & Innovation
• Red: Department of Command & Critical Action
• Blue: Department of Strategy, Systems & Quality
• Teams are given a challenge (the same one).
• Melissa will continue to add complexities
• You must handle the constant changes.

3rd scenario

Someone challenges your leadership in front of the group.

Red: Respond directly and assert authority.

Yellow: Defuse it with confidence and energy.

Green: Stay grounded and protect the relationship.

Blue: Respond calmly and precisely.

Reflection

1. What similarities did you find in your group?
2. What differences still exist between your color group?
3. Any key insights from the discussion?

Focus and Scope:

• Managers:
• Operational efficiency
• Ensure processes run smoothly
• Day-to-day tasks in accordance with protocols
• Leaders:
• Broader vision, guiding toward long-term goals, fostering innovation and inspiring staff
• Emphasize organizational culture,
• Set the direction and inspire others
• Would you rather take a class on project management or strategic planning?

example with Volunteer

A project is suddenly falling behind. What is your first instinct?

Red: Take charge and push the group toward immediate action.

Yellow: Re-energize people and keep morale up so the team does not spiral.

Green: Check in on how people are doing and reduce tension before moving forward.

Blue: Assess what caused the delay and build the most logical recovery plan.

Pair & Share

• Find a partner who has a different color personality than you.
• Share your reflections.
• Find commonalities and differences.
• Identify at least one way your styles can complement one another during periods of change.

4th scenario

The group keeps overthinking and nothing is happening.

Red: Push for action now.

Yellow: Shake things up with a new idea.

Green: Notice what people may be hesitant about.

Blue: Narrow the options and create a decision framework.

Motivation:

• Managers:
• Efficiency
• Achieving goals
• Ensuring policies and systems are followed
• Leaders:
• Passion for improving patient populations over per patient
• Creating positive work environment
• Fostering a culture of continous improvement and innovation
• Are you more comfortable achieving stated goals or creating large strategies?

mini challenges

Leadership Olympics

1. Melissa will break you into four teams (we want multiple colors represented in each group)
2. Share the strengths you wrote down with your team members
3. Each team will be assigned a mini-challenge
4. Your goal is to create a solution of the mini-challenge using only the strengths you shared about yourselves

Example

Group Discussion

• Who thrived under pressure?
• What attributes did each color bring?
• What was easier: Phase I or II? Why?
• How does this apply to your work?

Group Discussion

• What were the strengths of your team?
• What was most challenging, and what strengths were you missing?
• How does this apply to the constant change faced by your daily work?

hospital hussle: phase II

Change Challenge

• Mix into teams with varying color personalities.

• Teams are given a challenge (the same one).
• Teams must work together for solutions.
• Melissa will continue to add complexities.
• You must handle the constant changes.

Strengths-Based Leadership and the Color Personality theories have aligning factors.

Connecting Theories

1st scenario

Two people on your team are in conflict. What do you do first?

Red: Step in directly and make a decision so the issue stops.

Yellow: Lighten the emotional intensity and help people reconnect.

Green: Listen carefully to both sides and try to restore harmony.

Blue: Separate the emotion from the issue and identify the actual source of disagreement.

What makes your a unicorn? Take a moment to think about the strengths you bring to your teams. These can be associated with your personality color, or in general. Don't be afraid to brag about yourself! Write down at least three to five of your top strengths.

The History...

Popularized by Tom Rath and Barry Conchie in their book Strengths-Based Leadership: Great Leaders, Team, and Why People Follow.Based on research from Gallup, particularly the CliftonStrengths (formerly StrengthsFinder) assessment, which identifies 34 talent themes.

Team Discussion

1. What aligns or misaligns with your typing and your own personality?
2. What are your strengths as a leader?
3. What are your challenges in leadership and teamwork?
4. How do you like to receive feedback or communication?

2nd scenario

You are presenting an idea and people are skeptical.

Red: Stand firm and advocate confidently.

Yellow: Win them over with enthusiasm and possibility.

Green: Connect relationally and show that you understand their concerns.

Blue: Use evidence, reasoning, and clarity to build credibility.

Role in Change Management:

• Managers:
• Focus on maintaining stability and minimizing disruption
• Ensure changes are implemented according to predefined plans and timelines
• Leaders:
• Driving force behind change
• Communicate the need for change, create excitement and motivate staff to embrace it
• Manage the emotional and cultural aspects of change
• Do you prefer implementing standards and policies or creating them?

Skills & Qualities

• Managers:
• Organizational skills
• Attention to detail
• Solid understanding of hospital operations
• Good at crisis management and troubleshooting issues
• Leaders:
• Excel in emotional intelligence, communication, vision-setting, and motivating others
• Have a strategic and forward-thinking mindset
• Inspire those around them to strive for excellence and better patient outcomes

Do you prefer looking into the future or being attentive to details?

Interaction with Staff:

• Managers:
• Manage and direct staff members
• Ensure tasks are completely correctly
• Give feedback and make decisions related to staffing and resources
• Leaders:
• Inspire and motivate staff
• Encourage autonomy, collaboration and professional growth
• Build trust and engagement among their teams
• Do you prefer to focus on what needs to be done today, or plan out long-range timelines?

Instructions

• Each corner has a color designation: blue, red, green, and yellow
• Melissa will read a statement
• Each statement will have responses corresponding to each color
• Move to the corner and color to which response most aligns with your perspective