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Advancing Performance Through Development

The Path to Shaping an Unrivaled Workforce

A guide to learning, development, and education

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

» More capable teams

» Equal access to learning

» Structured development process

» Culture of continuous learning and improvement

» Competitive advantage for recruitment and retention

» Robust learning options are part of the intangible staff benefits

» 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

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

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

Experience and Perception

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

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

Integrated Provider Network

Quality and Health Outcomes

Unrivaled Workforce

Finance

Trusted providers working in alignment and connected throughout the patient journey

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

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

Disciplined, efficient growth ensuring affordability, sustainability, and reinvestment in our mission

Education, Training, and Development Focus

Becoming the Undisputed Healthcare Provider of Choice in Southwest Florida

Leadership & Organizational Development

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.

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.

Clinical Learning

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:

» 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

The First Day

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

Acclimate

3 Months

Integrate

6 Months

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

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

Develop

9 Months

Look Ahead 1 Year

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

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.

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 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.

Employee Assistance Program (EAP)

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.

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.

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.

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.

Health Improvement & Impact

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.

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.

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

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

DRIVES RESULTS

Sets and tracks ambitious goals and focuses on accomplishing goals

» Clarifies priorities

» Regularly monitors and maintains awareness of progress towards goals

4. MAXIMIZES RELATIONSHIPS

Actively builds healthy, productive relationships

» Supports team and department interconnectedness

» Conveys consideration and respect; seeks shared understanding

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

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

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

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

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

Subtotal: _____

Maintains Customer Focus

3. Drives Results

Sets and tracks ambitious goals and focuses on accomplishing goals

Clarifies priorities

Regularly monitors and maintains awareness of progress towards goals

Subtotal: _____ Drives Results

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

Subtotal: _____ Pursues Change

To access this assessment online, go to Form #2550

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

Subtotal: _____ Manages Performance

4. Maximizes Relationships

Actively builds healthy, productive relationships

Supports team and department interconnectedness

Shows consideration and respect; seeks shared understanding

Subtotal: _____ Maximizes Relationships

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

Subtotal: _____ Solves Problems

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. Career Development Goals

» 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

» 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

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

» Improve patient experience

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

Career Development Goals

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

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

» 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

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

3. Select the Goals tab

4. Click Request New

5. Complete the form as follows:

a. Enter Goal Title

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

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

d. Select any Category

e. Select the Progress status from the drop-down list

f. Enter Description

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.

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.

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.

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

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

Financial Acumen*

In-Person, Instructor-Led

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

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

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

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.

On-Demand Self-Learning with Learn@Lee Health

Grow Your Skills. Advance Your Career. Learn Your Way.

Learning & Training

» On-demand courses: leadership, communication, compliance, safety, technology, workplace needs

» Sign up for instructor-led, live-virtual and in-person classes

» Required or compliance training based on your role

» Curated learning paths

Micro-Learning

» Short, focused 3-to-5minute topical lessons

» Designed for quick, easy access

» Learn from your phone

» Fit lessons into your breaks

» Increases retention by focusing on one idea at a time

Career Development

» Role-relevant skill building to strengthen competencies

» Leadership & professional growth resources to support readiness and advancement

» Personalized recommendations based on your learning history and interests

Playlists

» Specially curated content of learning objects grouped to build particular skills and knowledge

» Some offer different modalities—videos, courses, articles, podcasts, training modules

» Guides learners through focused learning on a chosen topic

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

2. Click Find Learning on the Learn@Lee Health Home Page

3. Type Course Name in the Search Bar

5. Register for a Session

» Click View Details for the desired date/session

» Click Request to enroll in the session

Locate and Click on the Course Icon

6. Check Your E-Mail for the Registration Confirmation

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

7. If You Need to Withdraw from a Course

» 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.

Education, Training & Development Center 12451 Gateway Blvd., Fort Myers, FL 33913