Advancing Performance Through Development Catalog

Advancing Performance Through Development The Path to Shaping an Unrivaled Workforce

A guide to learning, development, and education

Advancing Performance Through Development

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Contents What Defines Lee Health ������������������������������������������ 2 Competitive Strategy Overview ������������������������������������� 3 Education, Training, and Development Focus �������������������������� 4 Learning Starts at Onboarding �������������������������������������� 5 Learning Around the System ��������������������������������������6-7 Performance Development Competencies ����������������������������� 8 Your Development Plan__________________________________________ 9-12 Popular Course Groupings �����������������������������������������13 Professional Development Courses ������������������������������� 14-21 Leaders as Teachers______________________________________________ 22 On-Demand Self-Learning ���������������������������������������� 23 How to Enroll in Courses__________________________________________ 24

Advancing Performance Through Development

The True Outcome of Learning and Development Is Improved Performance Dear Colleagues, When each of us expands our capacity to think, create, and perform, all of Lee Health becomes stronger. Development is not an extra task; it is the engine that drives better outcomes for patients, teams, and the communities we serve. Our health system is committed to building a strong, futureready workforce to become the undisputed healthcare leader of choice in Southwest Florida.

Our ability to deliver high-quality, patient-centered care and service depends on a team that is continuously adapting, growing -- and learning. When each of us develops new skills, deepens our expertise, and expands our capacity, the entire organization benefits. Individual development fuels team performance, and team performance drives system‑wide excellence.

Leaders have communicated the importance of setting challenging performance goals. Now, take another step to identify and communicate developmental goals for staff in addition to performance goals. Every employee -- clinical or non-clinical, frontline or leadership -- has developmental needs and interests that help them pursue short- and long-term professional aspirations.

There are numerous advantages for developing yourself and your teams. »

Greater engagement, purpose, and productivity

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Competitive advantage for recruitment and retention

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More capable teams

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Equal access to learning

Robust learning options are part of the intangible staff benefits

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Structured development process

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Culture of continuous learning and improvement

Compassionate, confident patient care and service deliver better outcomes

The learning opportunities presented in this guide help support you and your teams with development goals. Take time to explore the many learning options and talk with your teams about their interests and needs in alignment with Lee Health’s mission, vision and values.

Thank you for your commitment to learning and development and your dedication to the success of Lee Health.

Mike Wukitsch, Ph.D., MBA, SHRM-SCP, SPHR Chief People Officer, Lee Health

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What Defines Lee Health Our Mission

To be a trusted partner, empowering healthier lives through care and compassion

Our Vision

To inspire hope and be a national leader for the advancement of health and healing

Our Strategic Aim

To be the undisputed healthcare provider of choice in Southwest Florida -- delivering care that feels effortless, connected, and deeply personal

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Our Values Respect We foster an environment of integrity and transparency.

Excellence We uphold the highest standards of safety, quality and deliver an exceptional experience.

Compassion We cultivate a safe, comforting and healing environment in every interaction.

Education We encourage individual and organizational learning as a means to promote healthier lifestyles and improve our delivery of care.

Competitive Strategy Overview

What Success Looks Like What must be true for us to be the Provider of Choice?

Strategic Pillars

Definition

Access

Timely, convenient care delivered digitally, virtually, and in person, meeting patients where they are

Experience and Perception

Effortless, connected, and anticipatory care -becoming the preferred regional health system

Integrated Provider Network

Trusted providers working in alignment and connected throughout the patient journey

Quality and Health Outcomes

Safe, reliable, evidence-based care -- achieving top ratings

Unrivaled Workforce

Recruit and retain exceptional people empowered with a culture that inspires, supports, and delivers

Finance

Disciplined, efficient growth ensuring affordability, sustainability, and reinvestment in our mission Advancing Performance Through Development

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Education, Training, and Development Focus Becoming the Undisputed Healthcare Provider of Choice in Southwest Florida Click on the title to link to VirtuaLee information.

Leadership & Organizational Development

Clinical Learning

This team provides staff, leadership, and organization development through training, coaching and consultation to build effective teams, support the selection and retention of exceptional talent, champion change, build trust, and improve interpersonal communications to enhance individual, team and organizational performance.

Clinical Learning develops Lee Health’s clinical workforce through comprehensive, evidence-based onboarding, competency management, simulation-based training, and continuing education ensuring clinicians provide care safely, competently, and consistently across the system. Three recognized accreditation programs validate the rigor, quality, best practices, and impact of Clinical Learning training:

Staff, leadership, and organization development are vital for navigating complexity, managing performance, improving patient safety, ensuring engagement, embracing change, and driving operational efficiency and productivity.

Staff Development: No-cost, in-person, and virtual instructor-led skill-building courses are offered for all employees to strengthen essential workplace competencies: Communications Effectiveness, Conflict Management, Emotional Intelligence, Public-Speaking and Effective Presentation, Meeting Facilitation, Change Readiness, and Annual Required Regulatory Refresher Training.

Leadership Development: Connects leadership efforts to the system’s overall mission, vision, and strategy by cultivating the skills of our current and future leaders. These programs are designed to develop essential management and supervisory expertise through Assessments, Leadership Training, Coaching, Change Leadership, Performance Management, New Leader Assimilation, Succession Planning, Systems Thinking, Financial Acumen and Digital Badge Programs.

Organizational Development (OD): Consultation with leaders and teams to build a strong, disciplined, engaged and adaptable organization, OD services improve collaboration, communications, and cultural transformation.

Customized OD interventions focus on how individuals and teams can work better together to foster collaborative work environments that enhance engagement, and retention -vital for ensuring patient safety, and quality care. Services include Trust Building, Conflict Management, Coaching, and Team Building.

Change Management: This program helps guide teams through transitions to ensure the smooth adoption of new or changing processes and strategies. Services include Change Management Consultation, Change-readiness Assessments, Change Leadership Training and Coaching and Measuring Change Impact and Capacity.

Onboarding Programs and Services: The Onboarding function provides a structured, year-long process to integrate new employees into Lee Health’s culture and community-focused mission. New Employee Orientation provides vital System information, while hiring managers provide department-specific details for a successful transition into a new role and work teams.

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» ANCC Accredited Provider Unit for continuing nursing education

» PTAP accreditation for our nurse residency program » Florida Medical Association accreditation for continued medical education

» Through preceptor development (clinical coach)

mentorship, clinical ladder, and academic partnerships, Clinical Learning and Professional Nurse Development helps ensure Lee Health attracts, develops, and retains an engaged and highly skilled clinical workforce

» Lee Health Medical Library provides authoritative

medical, nursing, allied health, and healthcare management information to employees, patients and the community in a variety of formats

Technology Education Technology Education supports Lee Health staff and leaders by integrating technology into everyday work through practical education and ongoing support. Technology training helps teams use clinical, business, and collaboration tools effectively – improving efficiency, consistency, and confidence across the organization.

Technology Education supports staff through the following key workstreams:

» Epic New Hire & Role-Based Training: Builds foundational Epic competency and role-based workflow confidence

» IS Projects & Enterprise Initiatives: Designs training and go-live support for implementations and upgrades

» Business Applications & Collaboration Tools: Supports Microsoft, Webex, Infor, UKG, Dragon, and more

» New Technology & AI Enablement: Prepares staff for emerging technologies and responsible AI use

» Workflow Optimization & At-the-Elbow Support:

Reinforces learning through real-time, in-workflow guidance

» Help Desk Partnership & Support Readiness: Aligns training to improve resolution, adoption, and user experience

Learning Starts at Onboarding From The First Day Throughout the First Year

Building an Unrivaled Workforce Begins on Day One The first day with Lee Health puts new employees on a path to success that begins at System Orientation and continues throughout the year. System Orientation jump-starts everyone’s careers by helping them integrate quickly, learn the system and its policies, understand one’s work style, and meet many new colleagues—all in one day.

Developing and Engaging New Talent Continues Throughout the First Year and Beyond Whether a leader or a staff member, new team members take control of their development through a full year of training opportunities designed to help acclimate, integrate, and build skills as they begin their futures at Lee Health. At the 3-, 6-, and 9-month milestones, new staff will participate in a curriculum of self-guided and instructor-led training that supports growth and puts new staff on the road to success.

A Full Year of Onboarding System Orientation

Look Ahead

Integrate

The First Day Jumpstart one’s career with everything one needs for a successful start

Acclimate

6 Months Trainings to learn job details and strengthen workplace communications and professional skills

3 Months Courses to help one gain new experiences, make meaningful connections, understand policies, and inspire participation in new employee meetings

Develop

1 Year Create a success training plan, learn how to bring one’s best self to work, and develop even more new professional skills

9 Months Courses designed to support flexible thinking, strengthen follow-through, and further sharpen professional skills

Support, Retain, and Grow New Talent with These Courses Leadership Compass For newly hired leaders or those promoted from within, this multi-week new leader orientation introduces leaders to senior leaders, strategic goals, site visits, key lines of business, performance management responsibilities, policies, procedures, and more.

Pathfinder Course New staff benefit from a “buddy” to support them as they navigate the details of their department or the system. Leaders assign the Pathfinder course to staff to learn how to be a department “buddy.” Start by completing the Pathfinder application on Learn@Lee Health.

PEER for Leaders (Path to Education, Engagement & Retention) In this course, leaders learn how to implement a year-long program to support, engage, and motivate new staff with practical job aides and tools.

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Learning Around the System Leaders and staff across the Lee Health System are strengthening their skills, knowledge and performance to ensure healthcare access, quality outcomes, and exceptional service.

Behavioral Health Supporting the behavioral health awareness of leaders and staff, Adult Behavioral Health provides training and multiple resources related to addressing staff behavioral health concerns and the integration of useful knowledge and skill into system practices.

Training in the Zero Suicide model is also available.

Career Development Every team member can grow, thrive, and reach their full potential through career resources, personalized guidance, and meaningful opportunities to advance.

» Career Lee Pathway provides individualized career

planning to align personal values with professional goals to create a tailored career map.

» Career Café offers virtual informational sessions where

Compliance This department promotes an ethical culture and ensures compliance with applicable federal and state laws, regulations, accreditation requirements, and organizational policies.

Guided by risk assessments, a key focus is strengthening rolebased education to ensure clear understanding of compliance expectations and regulatory responsibilities for acute care, ambulatory, clinical research, and other departments.

team members explore areas of interest, receive guidance and learn about internal career opportunities.

» Academic & Clinical Rotations include residency programs in nursing, pharmacy, PT, and non-clinical rotations in corporate departments.

» Administrative Fellowship is a 12-month program to

develop master’s-level professionals through mentoring, project management, and broad healthcare system exposure.

» Life Options support employees’ transition toward semi-retirement or retirement.

Continuing Medical Education (CME) This accredited CME program provides physicians with evidence-based learning to strengthen knowledge, skills, and performance across medical science, clinical practice, and healthcare delivery. The program supports providers with high-quality, unbiased education that enhances clinical competence, encourages practice-based improvement, and meets recognized accreditation standards while ensuring all content is free from commercial bias.

Employee Assistance Program (EAP)

Health Improvement & Impact

Webinars on topics ranging from how to manage stress to personal finances, EAP offers a variety of self-help educational resources. Additional EAP topics include substance abuse issues, meditation, relaxation, prioritizing healthy routines, and other work-life topics.

This department provides educational resources to strengthen culturally and linguistically responsive care. The Belonging Ambassador Program trains team members with knowledge, tools, and resources to create a culture where everyone feels a sense of belonging.

Language Services Staff and leaders can learn about Culturally and Linguistically Appropriate Service (CLAS) in healthcare through online training or become trained as a Dual Interpreter to facilitate effective multi-lingual communication and care coordination among staff, patients, and the community.

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Medical Residency Program Lee Health’s Graduate Medical Education (GME) Program, offered in partnership with the Florida State University College of Medicine, provides comprehensive residency training designed to prepare physicians for independent practice. Current programs include Family Medicine and Internal Medicine, each three years in length; Obstetrics and Gynecology, a four-year program; and a one-year Transitional Year program that supports physicians entering a variety of specialties.

Through patient care in hospitals, outpatient, and community settings, residents develop strong clinical judgment, professional competence, and a solid foundation for long-term medical practice. These programs strengthen Lee Health’s commitment to developing and retaining physicians in Southwest Florida, helping address regional workforce shortages and expanding access to high quality care. As part of Lee Health’s strategic growth plan, the system is preparing to expand its GME offerings with two additional residencies in Internal Medicine and Family Medicine, as well as new programs in General Surgery, Emergency Medicine, Pulmonary and Critical Care, Surgical Critical Care, and Cardiovascular specialties. This planned growth reflects Lee Health’s long term investment in training the next generation of physicians to meet the evolving healthcare needs of the community.

Resilience Education Support Team (REST) REST prioritizes employee mental and emotional well-being, fostering a culture of support and resilience. Through education, peer support, and proactive strategies, REST promotes prevention and addresses high stress situations, ensuring a healthier work environment for all.

TeamSTEPPS® This evidence-based teamwork and communication program improves patient and employee safety. Developed by the American Hospital Association, expert faculty guide Lee Health team members through interactive, hands-on activities and simulations. The goals of TeamSTEPPS are to build critical safety awareness skills and strengthen teamwork and communication to drive meaningful improvements in care delivery and organizational culture.

Wellness Employee wellness is essential in building and retaining an unrivaled workforce. Lee Health offers educational programs including the Wellness Influencer program that trains staff to lead department wellness initiatives and a supportive team culture. The Personify Health Application extends wellness education and the Wellness Resource Hub on VirtuaLee directs staff to self-guided training on stress management, finding purpose, and more.

For more information on these and other learning opportunities, click on each title to be linked to the relevant page on VirtuaLee. Advancing Performance Through Development

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Performance Development Competencies Performance development competencies are workplace behaviors and skills designed to guide staff and leaders to understand what successful performance looks like. Use these competencies to guide learning and development for yourself and your teams.

1. MAINTAINS PATIENT AND CUSTOMER FOCUS Cultivates patient and customer relationships and ensures that the patient and customer perspective is the driving force behind all value-added business activities (Customers are patients, families, staff, providers, co-workers, volunteers, vendors, visitors, clients, and students.)

Ensures patients, families, coworkers, and community are at the center of all work Delivers care and service that feels effortless, connected and deeply personal

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2. MANAGES PERFORMANCE Sets clear performance and development goals aligned to department and system goals Regularly monitors and measures performance; engages in meaningful performance discussions Recognizes learning is a part of work, participates in development opportunities to acquire new skills to improve self and team performance

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3. DRIVES RESULTS Sets and tracks ambitious goals and focuses on accomplishing goals Clarifies priorities Regularly monitors and maintains awareness of progress towards goals

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4. MAXIMIZES RELATIONSHIPS Actively builds healthy, productive relationships Supports team and department interconnectedness Conveys consideration and respect; seeks shared understanding

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5. PURSUES CHANGE Models a willingness to innovate and do things differently Pursues change to benefit patients, staff, and the community Demonstrates responsiveness in moving toward solutions Helps others deal with change

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6. SOLVES PROBLEMS Thinks through problems and leverages relevant information to draw accurate conclusions Recognizes and takes action to resolve emerging issues Makes informed decisions, balancing the pros and cons while considering the potential impact on others

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Step 1: Performance Development Competency Self-Assessment Rate Your Competencies, Skills, and Knowledge RATING SCALE: 3 = ALWAYS

2 = MOST OF THE TIME

1 = SOMETIMES

1. Maintains Patient and Customer Focus

2. Manages Performance

Cultivates relationships and ensures that patient and customer perspectives are the driving force behind all value-added business activities

Sets clear performance and development goals aligned to department and system goals

Ensure patients, families, coworkers and community are at the center of all work Delivers care and service that is connected, feels effortless and deeply personal

Regularly monitors and measures performance; engages in meaningful performance discussions Recognizes learning is a part of work, participates in development opportunities to acquire new skills to improve self and team performance

Subtotal: _____ Maintains Customer Focus

Subtotal: _____ Manages Performance

3. Drives Results

4. Maximizes Relationships

Sets and tracks ambitious goals and focuses on accomplishing goals

Actively builds healthy, productive relationships

Clarifies priorities

Supports team and department interconnectedness

Regularly monitors and maintains awareness of progress towards goals

Shows consideration and respect; seeks shared understanding

Subtotal: _____ Drives Results

Subtotal: _____ Maximizes Relationships

5. Pursues Change

6. Solves Problems

Models a willingness to innovate and do things differently

Thinks through problems and leverages relevant information to draw accurate conclusions

Pursues change to benefit patients, staff, and the community Demonstrates responsiveness in moving toward solutions Helps others deal with change Subtotal: _____ Pursues Change

Recognizes and takes action to resolve emerging issues Makes informed decisions, balancing the pros and cons while considering the potential impact on others Subtotal: _____ Solves Problems

To access this assessment online, go to Form #2550 Advancing Performance Through Development

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Step 2: Set Goals Goal setting is a key part of the Lee Health Goals and Performance System (GPS). Setting goals aligned with our strategy keeps everyone focused and moving together in the same direction.

Teams establish 3 - 5 performance goals. All staff are also encouraged to set at least 1 - 2 career development goals annually.

Performance Goals

vs.

» Clear, specific expectations that describe what an individual, team, or organization is expected to achieve within a defined period » Focus on results and standards of performance, provide direction, accountability, and a benchmark for measuring success » Align with strategic pillars and operating scorecards defined by senior leadership

Career Development Goals

» Objective and focused on building individual knowledge, skills, or capabilities to support personal and professional growth and the strategic needs of Lee Health » Contribute to employee satisfaction by fostering engagement, confidence, progress, and purpose over time » Pursued by all employees based on aspirations, values, and learning needs

Examples Performance Goals

Career Development Goals

» To help achieve operating margin, reduce rental equipment expenses by ##% by the end of this fiscal year

» Enhance team communications by completing a training course and applying learned techniques in daily interactions in the next three months

» Improve patient experience

» Expand knowledge by earning relevant certification or completing continuing education by the end of this fiscal year

» To reduce voluntary turnover, conduct and document a formal “stay interview” with 90% of staff by the end of the fiscal year

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» Build leadership readiness by completing and applying at least one new technique from “Learning to Lead” or other leadership course this fiscal year

Step 3: Enter Development Goals into Infor 1. Log into Employee Space from VirtuaLee Home Page

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2. Click Growth Icon on the home page or the Growth tab on the menu.

3. Select the Goals tab 4. Click Request New 4

5

6

a

5. Complete the form as follows: a. Enter Goal Title

b

b. Leave default date. Start Date is beginning of fiscal year. Due Date is the end of the fiscal year

c

d

e

c. Choose Goal Type from the dropdown menu; select DEVELOPMENTAL

f

d. Select any Category e. Select the Progress status from the drop-down list f. Enter Description

g

g. Enter Expected Result h. Select all the Smart Rating boxes 6. Click Save!

7. Click Submit, and the approval status changes to submitted to Manager for Approval.

h

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To view the steps to Copy, Accept, or Return a goal suggested by your manager, go to VirtuaLee’s Human Resources > Goals & Performance System > Tools & Resources > Entering Goals for Employees.

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Step 4: Create an Individual Development Plan Create an IDP to Support Achieving Your Goals An Individual Development Plan (IDP) is a structured, personalized roadmap that outlines career and skills development activities. It includes career development goals, resources needed, training opportunities, tracking, and the development time-period.

Your Individual Development Plan (IDP) Complete the Individual Development Plan template (Form #1357) Save it and share it with your leader.

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Answer these questions to guide you.

1. What are your career development goals?

2. What training do you need or desire?

3. How will you track your progress?

Professional Development: Popular Course Groupings These courses are grouped to help build effective performance and to meet your professional development needs.

I Aspire to Leadership » » » »

Aspiring Nurse Leader Coaching: Move People Forward Communication: Connect Through Conversation Emotional Intelligence

I Want to Maintain Customer & Patient Focus

» » » »

Coaching: Move People Forward Communication: Connect through Conversations Emotional Intelligence High Impact Feedback and Listening

I Want to Strengthen Individual & Team Performance

» » » »

Addressing Poor Performance Coaching: Move People Forward Delegation: Engage and Empower People The Leaders’ Role in Developing Their Team

I Want to Improve Talent Selection & Retention

» » » »

Engaging and Retaining Talent High Impact Feedback and Listening PEER for Leaders Top Tier Talent Selection

I Want to Strengthen Interpersonal Communications & Relationships

» » » »

Communication: Connect through Conversations DiSC® Workplace High Impact Feedback and Listening The 5 Languages of Appreciation at WorkTM

I Want to Confidently Navigate Change

» » » »

Emotional Intelligence Leading Change DiSC® Productive Conflict Prosci® Leading Your Team Through Change

I Am a New Leader

» » » »

DiSC® Management Leadership Compass: Leading at Lee Health Learning to Lead PEER for Leaders

I Want to Achieve Results

» » » » »

Financial Acumen Course Leading Meetings: Use Time Effectively Leading Teams: Achieve More Together Systems Thinking & Value-Based Care Using Design Thinking to Solve Complex Problems

I Want to Increase Team Productivity

» » » » »

Delegation: Engage and Empower People DiSC® Productive Conflict DiSC® Workplace Leading Meetings: Use Time Effectively Leading Teams: Achieve More Together

I Want to Enhance Team Collaboration

» » » »

Building and Sustaining Trust High Impact Feedback and Listening Leading Teams: Achieve More Together Resolving Workplace Conflict

I Want to Improve Team Interactions

» » » »

Building and Sustaining Trust Communication: Connect through Conversations Emotional Intelligence DiSC® Management

I Want to Be More Effective In Resolving Issues

» » » »

Addressing Poor Performance DiSC® Productive Conflict Resolving Workplace Conflict Prosci® Leading Your Team Through Change

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Professional Development: Individual Courses Addressing Poor Performance Virtual, Instructor-Led Competencies: Manages Performance, Drives Results Target Audience: Team Leads, Supervisors and Above This course builds leaders’ skills in handling performance issues. They learn how to present a solid case for improvement using effective interaction skills. Leaders identify the steps to take after the performance discussion to provide ongoing feedback, support, and documentation.

Length: 4 Hours

Aspiring Nurse Leader Program In-Person and Virtual, Instructor-Led Competencies: Manages Performance, Drives Results, Maximizes Relationships Target Audience: RNs, Aspiring Nurse Leaders, Charge Nurses, Clinical Team Leads This program strengthens participants’ leadership effectiveness by building a personal brand, mastering communication, critical thinking, and guiding teams through organizational change, and applying financial and operational knowledge in healthcare settings. This interactive program combines workshops, reflective exercises, peer engagement, and guest lectures to develop practical skills, foster accountability, and promote continuous growth.

Length: 3 Weeks; Sessions 1-5, 28 Hours Cumulative

Building and Sustaining Trust In-Person, Instructor-Led Competencies: Maximizes Relationships, Maintains Patient and Customer Focus Target Audience: Team Leads, Supervisors and Above This course introduces Trust Builders, actions leaders can take to build and sustain trusting relationships, as well as common Trust Breakers that can erode or quickly break trust. Applying these skills to build trusting relationships enables people to take risks, identify and solve problems, and collaborate to achieve business results.

Length: 4 Hours

Coaching: Move People Forward Virtual, Instructor-Led Competencies: Manages Performance, Maximizes Relationships, Drives Results Target Audience: Team Leads, Supervisors and Above This course helps leaders learn and practice a practical approach to coaching in the moment, in any situation. Participants recognize and nurture the potential within others to grow and change, build a coaching relationship based on trust, and learn techniques to guide, inspire, and support in the moment.

Leaders recognize the benefits of a growth mindset and use an insight tool that measures how they view other’s growth potential.

Length: 4 Hours 14

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Communication: Connect through Conversations Virtual, Instructor-Led Competencies: Maximizes Relationships Target Audience: Team Leads, Supervisors and Above This course develops leadership communications skills, enabling participants to conduct conversations that achieve goals, communicate and respond to the personal and practical needs of team members.

Participants learn how to recognize staff workplace needs, effective and ineffective conversations and they practice with tools to provide meaningful and supportive feedback.

Length: 4 Hours

The Confident Speaker In-Person, Instructor-Led Competencies: Manages Performance, Maximizes Relationships Target Audience: All Staff, Team Leads, Supervisors and Above This interactive course helps participants build confidence and clarity in public speaking. They learn to organize messages, manage nervousness, use body language and tone effectively, and engage audiences.

In small groups, learners practice stand-up speeches to speak authentically and confidently.

Length: 4 Hours

Delegation: Engage and Empower People Virtual, Instructor-Led Competencies: Manages Performance, Maximizes Relationships Target Audience: Team Leads, Supervisors and Above This course helps leaders feel more comfortable and confident in delegating and managing assignments.

Learners dig into their workload to identify new tasks to delegate. They use methods for matching people and tasks that are both motivating, skill appropriate and developmental. Finally, leaders practice a delegation conversation to ensure successful hand-off and support.

Length: 4 Hours

DiSC® Management Virtual, Instructor-Led Competencies: Manages Performance, Maximizes Relationships Target Audience: Team Leads, Supervisors and Above This course helps leaders to understand the needs of their staff, using the DiSC assessment tool, and how to adapt their style to be more effective leaders. DiSC is an assessment tool to improve teamwork, communication, and productivity. DiSC stands for the behavioral styles: D)ominance, (i)nfluence, (S) teadiness and (C)onscientiousness. Leaders learn about their own management preferences, and understand how different behavioral styles prefer to work, what motivates them, and how to identify areas where staff have potential and where they may face obstacles.

Length: 4 Hours

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DiSC® Productive Conflict In-Person, Instructor-Led Competencies: Manages Relationships Target Audience: All Staff, Team Leads, Supervisors and Above This course helps participants manage behaviors that may produce conflict so they can become more productive. Participants learn to become more aware of their conflict-producing behaviors and how to respond effectively. Using the DiSC workplace insight tool, learners recognize unproductive habits and replace them with productive responses, improving relationships and driving results. Participants explore how their DiSC style influences conflict, how their thoughts influence their behaviors, and they practice reframing thoughts to choose more effective actions.

Length: 4 Hours

DiSC® Workplace Virtual, Instructor-Led Competencies: Maximizes Relationships Target Audience: All Staff, Team Leads, Supervisors and Above In this course, participants will discover their workplace behavioral style and build an appreciation and understanding of the various styles of people at work. The result is more effective and productive working relationships. DiSC is an acronym that stands for the four main behavioral styles described in the DiSC model: (D)ominance, (i)nfluence, (S)teadiness and (C)onscientiousness. DiSC is a personal assessment tool used in the workplace to help improve teamwork, communication, and productivity. The result is more effective and productive working relationships.

Length: 4 Hours

Emotional Intelligence Virtual, Instructor-Led Competencies: Manages Performance, Maximizes Relationships Target Audience: All Staff, Team Leads, Supervisors and Above In this course, participants learn how to build emotional intelligence, or EQ, which is the ability to understand how and why people relate and react to situations the way they do. Participants will learn about emotional intelligence and the common characteristics shared by emotionally intelligent people.

Learners will acquire knowledge on the value of emotions, how they affect working relationships and how to develop personal emotional intelligence skills like self-awareness and self-regulation. Learners will explore ways to build relational competencies like social awareness and social skills.

Length: 3 Hours

Engaging and Retaining Talent Virtual, Instructor-Led Competencies: Maximizes Relationships, Manages Performance Target Audience: Team Leads, Supervisors and Above This course helps leaders recognize their role in keeping employees engaged, which in turn helps drive business results. By learning how to take a proactive and personalized approach, conducting regular check-ins, watching for early signs of disengagement, and acting quickly to strengthen connection and commitment, this course equips leaders with practical, everyday behaviors to elevate engagement and support retention.

Length: 4 Hours 16

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Financial Acumen* In-Person, Instructor-Led Competencies: Drives Results, Solves Problems Target Audience: Directors and Above This course helps leaders gain the financial insight needed to make informed, data-driven decisions that support high-quality care and long-term growth. Participants learn core healthcare finance principles, how to use financial reports to guide decision-making, manage budgeting, forecasting, and performance management. Leaders are better prepared to manage resources, support their teams, and navigate financial decisions with confidence. *This course is conducted in partnership with Florida Gulf Coast University.

Length: 4 weeks: Sessions 1- 3, 3 Hours; Session 4, 8 Hours Cumulative

The 5 Languages of Appreciation at Work™ Virtual, Instructor-Led Competencies: Maximizes Relationships Target Audience: All Staff, Team Leads, Supervisors and Above This course assists all team members in understanding how to effectively communicate authentic appreciation to their colleagues and provide the resources to begin to apply this knowledge proactively in their current work environments. In this course, participants will understand the importance of appreciation in the workplace and identify the negative results that can occur when team members do not feel valued.

Length: 3 Hours

High Impact Feedback and Listening Virtual, Instructor-Led Course Competencies: Manages Performance, Maximizes Relationships, Solves Problems Target Audience: All Staff, Team Leads, Supervisors and Above This course helps participants learn how to effectively deliver both positive and developmental feedback.

They also learn how to be receptive to feedback and to listen to accurately understand the speaker’s intended message. In the workplace, these skills help leaders and staff to optimize and sustain their own and others’ performance.

Course Length: 4 Hours

The Leader’s Role in Developing Their Team Virtual, Instructor-Led Competencies: Manages Performance, Maximizes Relationships Target Audience: Team Leads, Supervisors and Above This course is a practical, insight-driven program designed to equip leaders with the mindset, tools, and strategies needed to grow people consistently and intentionally throughout the year. Leaders will explore what it truly means to take ownership of team development, including how to identify strengths, close skill gaps, and foster a culture of continuous learning. Effective leaders do more than just manage performance — they actively develop it.

Length: 3 Hours

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Leadership Compass In-Person, Instructor-Led Competencies: Maximize Relationships, Drive Results Target audience: New Leaders Sessions include visiting Lee Health campuses, interacting with senior leaders, matching personal leadership competency assessment to shared system-wide goals, learning about key priorities, staff performance responsibilities, risk mitigation, leadership resources, tools, and situational awareness.

Length: 4 Weeks; Session 1: 6 Hours, Sessions 2-4: 4 Hours, 18 Hours Cumulative

Leading Change Virtual, Instructor-Led Competencies: Pursues Change, Solves Problems Target Audience: Team Leads, Supervisors and Above Whether change comes in the form of goals, organizational hierarchy, or processes, change is inevitable in the workplace. Leading change requires successful leaders to have a process for managing change.

This course helps learners address change management and sets the stage for implementing change. It provides strategies for overcoming resistance to change and steps to help lead your team through the change process.

Length: 4 Hours

Leading Meetings: Use Time Effectively Virtual, Instructor-Led Competencies: Manages Performance, Maximizes Relationships Target Audience: All Staff, Team Leads, Supervisors and Above This course shows learners how to make meetings more productive and inclusive. Participants discover techniques that create impactful agendas, clarify meeting intentions, and encourage participation.

Learners practice with a ‘meeting makeover’ to create a meeting that makes the best use of time.

Length: 4 Hours

Leading Self: Turn Awareness into Impact Virtual, Instructor-Led Competencies: Manages Performance, Maximizes Relationships Target Audience: Team Leads, Supervisors and Above This is an emotional intelligence course for leaders. Participants deepen their self-understanding, gain insight into their personal values, their emotions and how they manage them, and the natural talents they bring to the workplace. Through self-insight tools, engaging activities, and useful videos, leaders expand their understanding of themselves so they can heighten their impact at work.

Length: 4 Hours

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Leading Teams: Achieve More Together Virtual, Instructor-Led Competencies: Manages Performance, Maximizes Relationships Target Audience: All Staff, Team Leads, Supervisors and Above This course explores the practical and personal needs that shape how a team functions and six key factors for assessing a team’s effectiveness. Through an immersive, interactive exercise, learners diagnose issues facing several sample teams and identify steps their leaders can take to improve collaboration and results. They then apply these insights to their own workplace teams — identifying productivity barriers, understanding team dynamics, and clarifying their role in fostering a high-performing culture — leaving the session with a clear plan to help their teams move forward.

Length: 4 Hours

Learning to Lead Virtual, Instructor-Led Competencies: Manages Performance Target Audience: All Staff, Aspiring Leaders, Team Leads, Supervisors This course is for staff who are stepping into or preparing for future leadership opportunities. Participants explore the transition from peer to leader and build a solid foundation in the 4Cs of effective leadership: Communication, Collaboration, Coaching, and Change. Each week focuses on one of the core areas, guiding learners through practical skills that strengthen their confidence and readiness to lead. Participants gain the clarity, tools, and habits needed to begin their leadership journey with steadiness and purpose.

Length: 5 Weeks; Sessions 1-5, 2 Hours: 10 Hours Cumulative

Nurse Leader: Transition to Practice* In-Person, Instructor-Led Competencies: All Target Audience: Nurse Leaders, New Nurse Managers, Nursing Directors** This program is for nurse leaders who want to gain solid foundational knowledge and build skills in leadership and management. Nurse leaders develop effective communication, performance management, and collaboration skills, gain knowledge to analyze data, manage resources, and interpret budgets, while creating a growth plan to continue to build skills. Participants discuss leadership topics, share experiences, and learn from each other in transferring new skills into practice. *This program is conducted in partnership with the American Organization for Nursing Leadership (AONL). ** Directors with less than 3 years of experience.

Length: 6 Months; Sessions 1-6: 33 Hours Cumulative

Pathfinder In-Person and Virtual, Instructor-Led Competencies: Maximizes Relationships Target Audience: Staff, Team Leads, Supervisors and Above (Admission Based on Nomination or Approval) This course guides new hires by introducing them to the organization’s culture, boosting their confidence, and supporting them with basic operational needs. In this course, participants learn to serve as a role model, build relationships, support day-to-day activities, and encourage engagement and retention.

Follow-up check-in sessions enable group shared learning and reinforce the practices that help create a smooth and positive transition for every new employee. This course is part of the PEER program.

Length: 3 Hours. Quarterly Check-ins: 1 Hour

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PEER for Leaders (Path to Education, Engagement & Retention) In-Person, Instructor-Led Competencies: Manages Performance, Maximizes Relationships Target Audience: Team Leads, Supervisors and Above, Hiring Managers This course guides leaders as they learn how to design and implement a year-long onboarding program that effectively integrates new employees into the organization, ensuring they feel supported, engaged, and empowered from day one through their first year. Through a combination of practical tools, leadership insights, and real-world case studies, this course equips leaders with the skills to create a seamless onboarding experience that goes beyond administrative tasks. Participants discover how to foster deep connections, cultivate a sense of purpose, and provide ongoing development that enables new hires to thrive long-term.

Length: 4 Hours

Prosci® Leading Your Team Through Change In-Person and Virtual, Instructor-Led Competencies: Drives Results, Pursues Change Target Audience: Team Leads, Supervisors, and Leaders This course introduces participants to the Prosci® structured change management methodology and equips leaders with practical tools to guide their teams through change with clarity and confidence.

Learners will explore strategies to anticipate and address resistance, communicate effectively during times of transition, and reinforce adoption to achieve lasting results. By the end of the course, leaders will be prepared for change and support their teams through each step of the ADKAR change process.

Length: 4 Hours

Resolving Workplace Conflict Virtual Instructor-Led Competencies: Manages Performance, Maximizes Relationships Target Audience: Team Leads, Supervisors and Above This course helps leaders learn to recognize signs of escalating conflict and take action to minimize damage using two resolution tactics: coaching and mediating. Participants learn to guide staff to take ownership of resolving conflicts which reduces the effects of workplace conflict on individuals, teams, and the organization.

Leaders learn how to effectively discuss conflicts to enhance productivity, efficiency, and morale. They practice difficult discussions using engagement techniques to create a culture of trust, respect, and inclusion.

Length: 4 Hours

Systems Thinking for Healthcare Leaders* In-Person, Instructor-Led Competencies: Drives Results, Pursues Change, Maintains Patient and Customer Focus Target Audience: Supervisor and Above, Providers This program has been designed to empower and equip leaders and physicians at Lee Health with invaluable insights and new ways of thinking to navigate the challenges and changes of modern healthcare systems. Leaders will gain confidence in using systems thinking concepts and language in healthcare leadership roles to provide a more integrated, patient-centered approach to healthcare delivery. This includes fostering collaboration and effective communication among stakeholders, optimizing efficiency in care processes and implementing strategies for continuous improvement aligned with the goals of value-based care. *This course is conducted in partnership with Florida Gulf Coast University.

Length: 3 Weeks, Sessions 1-3: 4 Hours: 12 Hours Cumulative 20

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Top-Tier Talent Selection: Setting a New Bar for Hiring Excellence In-Person, Instructor-Led Competencies: Manages Performance, Drives Results Target Audience: Peer Interviewers, Hiring Managers, Team Leads, Supervisors and Above Participants learn how to identify, assess, and select candidates based on examples of past performance, not on instinct or candidate likability. By equipping hiring leaders and participants with practical tools for choosing talent with purpose and clarity, participants learn to conduct structured, behavioralbased interviews, build rapport effectively, recognize predictors of success, and how to avoid improper questions. Participants learn how to select individuals whose values, potential, and long-term adaptability help build high-performing teams and support organizational goals.

Length: 4 Hours

Using Design Thinking to Solve Complex Problems In-Person, Instructor-Led Competencies: Maintains Patient and Customer Focus, Solves Problems, Pursues Change Target Audience: Directors and Above; Providers This hands-on program is designed to help leaders, innovators, and problem-solvers cut through complexity and create meaningful solutions. Grounded in design thinking and practical change leadership, this three-session experience teaches participants how to see the bigger system, define the real problem, and design solutions that stick. Through interactive activities, real-world examples, and collaborative prototyping, participants learn to architect clarity where others see chaos, and to make innovation actionable in their own work.

Course Length: 3 Weeks, Sessions 1-3; 4 Hours: 12 Hours Cumulative

Women in Leadership Virtual and In-Person, Instructor-Led Competencies: All Target Audience: Directors and Above (Admission Based on Nomination) This program is a professional development opportunity for both genders that prepares high-performing, high-potential leaders to drive meaningful change in alignment with strategic priorities. The program strengthens the leadership pipeline by building an inclusive culture, exploring perceived gender barriers, enhancing decision-making, and building confidence, engagement, and readiness for increased responsibility, resulting in stronger organizational performance and impact.

Length: 9 Months; 12 Scheduled Sessions, 48 Hours Cumulative

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Leaders as Teachers Our Leaders as Teachers development program is a proven, best-practice model. The concept is powerful— leaders who share their knowledge and experience with others add strength to the entire organization.

When experienced leaders take an active role in teaching, they help shape an organizational culture where continuous learning is part of everyone’s work, and development is linked to improved performance.

Lee Health’s Leaders as Teachers faculty are leaders selected throughout the system for their operational expertise and genuine commitment to helping others grow and develop. They embody Lee Health’s leadership behaviors and characteristics, bringing real-world understanding and personal insight into every session. They willingly share their knowledge and own learning journeys creating an experience that is practical, personal, and authentic.

Strong leaders share their expertise by facilitating formal learning programs focused on key performance competencies. Participants learn first-hand about both effective and ineffective workplace behaviors. This time-tested practice supports a top-down culture of continuous learning where leadership participates in and promotes new learning opportunities to address our most pressing organizational challenges.

Through the work of Lee Health’s Leaders as Teachers program, both faculty and learners gain meaningful insights and foster a culture of continuous learning and collaboration, giving Lee Health a distinct competitive advantage. The Lee Health Leaders as Teachers program is a vital element in achieving Lee Health’s strategic aspiration to attract, develop and retain an “unrivaled workforce” delivering care that feels effortless, connected and deeply personal.

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How To Enroll in Instructor-Led Courses On Learn@Lee Health Achieve Your Performance and Career Development Goals with Virtual and Instructor-led Courses 1. Log in to Learn@Lee Health » Navigate to the VirtuaLee Home Page, go to Quick Links on the bottom right, and click on Education -or» Scan the QR code to access

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4 4. Locate and Click on the Course Icon

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The email confirmation contains details and login information for virtual courses.

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Log in to Learn@Lee Health Click on My Transcript Search for the course to withdraw from Select the drop-down arrow next to View Training Details Choose Withdraw An e-mail notification confirming withdrawal will be sent to you

Leadership & Organizational Development Department Visit Learn@Lee Health for a full complement of courses or reach out to leadership&organizationaldevelopment@leehealth.org for more information or assistance.

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