Leaders from four OPOs in region 4 volunteered to share with you their effective practices and strategies for leadership and organizational culture change.
A video recording is available.
- Effective practices in leadership and organizational culture change
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Presenters and content highlights:
Jeffrey Orlowski, President and CEO of LifeShare Transplant Donor Services
0:00 - 20:00
Orlowski shares how they changed their organizational culture by establishing organizational clarity and a core purpose (We save lives), and providing leadership development, and staff initiatives. These changes translated into a 96% organ donor increase since the end of 2013 and a 66% increase in the numbers of organs transplanted.
Patricia Niles, President and CEO of Southwest Transplant Alliance (STA)
20:05 – 35:00
Niles talks about the distinction between a smart organization and a healthy one and how you need both. By embracing the servant leadership model among other strategies, and hiring a full-time recovery surgeon they had a 40% increase in the number of organ donors and a 55% increase in the number of organs transplanted.
Kevin A. Myer, President and CEO of LifeGift
35:00 – 46:00
Learn how the hiring of a full time Chief Medical Officer changed LifeGift’s organizational culture and provided valuable leadership guidance to their staff.
Joseph Nespral, COO and Jessica Tootle Senior Director of Quality Services with Texas Organ Sharing Alliance (TOSA)
46:04 – 1:08
Nespral and Tootle talk about how they used the F2 (Find it, Fix It) model to solve problems throughout their organization. They share specifically how they applied this model to find out why their Hispanic non-trauma consent rate was 20.4 lower than their Hispanic trauma consent rate.
Join all four leaders for a final round table discussion where they talk about how these changes were perceived by staff and how they worked through those changes.
1:08 - 1:47
As a designated approved provider by ABTC, UNOS will grant 1.75 Continuing Education Points for Transplant Certification (CEPTC) if you complete a brief evaluation and assessment. If you do not wish to receive CEPTCs, you will not be required to take the assessment portion of the survey.