Transcript of the episode
Alan Helgeson (announcer):
“Reimagining Rural Well being,” a podcast sequence offered by Sanford Well being. On this sequence, we discover the challenges going through well being care programs throughout the nation, from enhancing entry to equitable care, making a sustainable workforce, and discovering modern methods to ship high-quality, low-cost providers in rural and unattended. Every episode examines how Sanford Well being and different well being programs are enhancing take care of the distinctive communities they serve.
On this episode, Sanford Well being Information' Courtney Collen speaks with the “future of labor” skilled and best-selling writer, in addition to Eric Termuende and Ashley Wenger-Slaba, vp of worker expertise at Sanford Well being. The dialog revolves round work tradition and the way forward for work.
Courtney Collen (host):
Thanks each very a lot to your time.
Eric and Ashley (friends): Thanks for inviting me.
Courtney Collen:
Eric, what are the highest three alternatives you see with regards to making a resilient and thriving workforce?
Eric Termuende:
Sure, initially, let's higher perceive what resilient is. For me, resilient is ready to deal with change, capable of recuperate from uncertainty, capable of face no matter the way forward for work guarantees us. So since that's understanding what resilience is, it's crucial to have a basis of belief within the crew.
We’ve got to verify folks really feel seen, heard and understood. You understand, a way of belonging, I feel is a greater approach to say that. And there must be a possibility or a discussion board to do issues in a different way than we've at all times completed them. As a result of, within the work that we did, what we discovered is that the true root of happiness is a way of contribution. And once we are capable of contribute, strive new issues, really feel seen, heard and understood, constructed on a basis of belief, resilience is current and the way forward for work will not be one thing we should always shrink back from.
Courtney Collen:
The place have we progressed with regards to work tradition? The place is the work? How will this affect technique and coverage going ahead?
Ashley Wenger-Slaba:
Courtney, after I take into consideration the progress we've remodeled the previous few years, one of many issues I'm most pleased with is how we've actually grown our listening tradition in Sanford. We've developed quite a few totally different methods the place we actively take heed to our workers in numerous methods, attempting to actually be in tune on a day-to-day foundation with worker sentiment throughout the group. Whether or not it's our worker survey work, our SAFE spherical, our worker connection course of, they're just some other ways we get real-time suggestions from our workers and use the data to information our methods and choices as an employer. .
Eric Termuende:
I feel now we have recognized that tradition is one thing essential. And now we have additionally recognized that it has many nuances. So one thing which may work at Sanford Well being may not essentially work on the middle's media firm or for the sports activities crew, and that's completely high-quality.
We acknowledge that tradition is essential, however it’s not essentially universally the identical. I imply, even when we have been to have a look at the very best locations to work within the nation in line with Fortune journal, one in every of them, nicely, let's say Sanford Well being, in fact, now we have it there. However one other one is like Cisco, out of San Francisco, Web infrastructure. And one other is the Hilton lodge chain. And I suppose what I'm attempting to say is that sure, three nice locations to work, however that doesn't imply that somebody who’s a valet at a Hilton needs to work at Cisco in a server room, or somebody who’s incomes a mattress in a Hilton needs to work in a hospital and that's high-quality. We’ve got three nice cultures, however not essentially good for one another.
So the place is it obligatory to maneuver ahead? We’ve got to know that tradition will not be static. You understand, we heard this rather a lot throughout the pandemic: How will we protect, how will we keep the tradition that now we have? I feel the reply is not any. With each new rent, with each one that retires, with each new affected person, with each new shopper, the tradition adjustments and also you're supposed to acknowledge that it's a transferring goal that we're at all times seeking to transfer ahead. And I feel we are going to ultimately get there and proceed to get to the place we have to be.
Courtney Collen:
Fascinating, nice imaginative and prescient. Thanks. You speak about adjustments of a level that construct communities at work. In different phrases, small adjustments can have a big effect on work tradition. Eric, are you able to share some examples of that?
Eric Termuende:
Sure, let's make it a little bit simpler and make it extra private. Let's say you wished to lose 10 kilos or achieve 10 kilos. As an alternative of simply setting that purpose of dropping 10 kilos, which in fact we should always do, what are the small adjustments I could make proper now that may remove excuses, remove distractions, and remove any motive for not reaching it?
So possibly I'm placing my sneakers subsequent to the door in order that they're there. Possibly I'm blocking a spot on my calendar as a result of my calendar has been busy and I haven't been capable of make time. And the excuse I inform myself is that I'm too busy – relatable. Possibly I simply have these, you recognize, garments which can be folded on the backside of my mattress. Possibly if I'm seeking to lose 10 kilos, I might say, nicely, I'm not going to comply with a weight loss plan based mostly solely on salads and juices. Possibly I'll reduce the sugar out of my espresso this morning. You understand, which is likely to be a much bigger change than a level for some folks. However as an alternative of claiming how do I reduce every part? What’s the small change I could make? And I found that the identical factor occurs within the office.
We regularly have our massive strategic initiatives, our five-year plans, and they are often overwhelming. They’re large. Good? They’re discouraging. They’re exhausting. As an alternative, set that purpose, however then say: What's one small change we will make to get a little bit nearer to that purpose at this time? And I discovered that that always lies in how we talk and join with one another.
So the very best recommendation I’ve is to ask that additional query you instructed your self you didn't have time for. My favourite query once we're attempting to construct camaraderie is what are you most enthusiastic about? It's an easy approach to discover out what folks anticipate, what they're keen about, and what excites them.
Courtney Collen:
Nicely, that segues properly into our final query, Eric, as a result of I'd like to know what you're most enthusiastic about about the way forward for work.
Eric Termuende:
Certain. Clearly, it’s to be hoped that the pandemic has lengthy handed. However we had this rhetoric about returning to a brand new regular. And I feel based mostly on how rapidly the world round us is altering, there’s and by no means shall be a brand new regular, which, once more, may be daunting and anxiety-provoking. Certain.
On the similar time, you may be very optimistic. It may be very thrilling. What excites me most about the way forward for work is that it could possibly be a turbulent time proper now. However as we adapt to fixed change, as we adapt to a brand new means of doing issues, what I feel goes to occur is that the office will reconfigure a little bit bit. We’ll see short-term turbulence, however in the long run we are going to see folks touchdown precisely the place they have to be, working in locations they like to work, doing the work they love doing with individuals who love doing it. with. And in the end, on Monday morning, with out delaying to go to work, and on Friday afternoon, with out essentially lacking the workplace. I see the way forward for work as very constructive, very optimistic and really human-centred.
Ashley Wenger-Slaba:
What I feel excites me most about the way forward for work at Sanford is that I feel now we have this unimaginable group of individuals with such various abilities. And as we construct on that tradition of listening, as we improve belief and psychological security within the office, we will actually harness and higher harness these various abilities, these various lived experiences, and we actually grow to be stronger as nicely. – getting higher collectively as a result of we will do it.
Courtney Collen:
Sure. I like to know, Ashley, what do you want most about what you do?
Ashley Wenger-Slaba:
I’m a lawyer by coaching. And so I started my profession attempting to mitigate danger on the planet of employment legislation. Stop dangerous issues from occurring within the office. And now I can do preventative and proactive issues to enhance the office and attempt to keep away from having to be in these conditions, and that's a very rewarding and enticing change for me professionally.
Courtney Collen:
Nicely, we recognize every part you do. Thanks each very a lot to your time.
Ashley Wenger-Slaba:
Thanks, Courtney.
Eric Termuende:
I'm grateful to be right here.
Alan Helgeson:
You've been listening to “Reimagining Rural Well being,” a podcast sequence offered by Sanford Well being. Take heed to extra episodes of this sequence or different Sanford Well being sequence on Apple, Spotify, and information.sanfordhealth.org.
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Posted in Behavioral Well being, Group, Wholesome Residing, Healthcare Management, Individuals and Tradition, Rural Well being, Office Well being