Emerging Leaders - Program Launch

EMERGING LEADERS

Welcome Valleywise Health Foundation Emerging Leaders Class of 2021!

AWARENESS... GROWTH... ACTION and IMPACT You are starting a journey to GROWTH, ACTION and IMPACT and we, along with your mentors, are honored to be your guides.

We walked the path before you and learned along the way, and we’re here to show you through our stories and experiences, there’s no limit to what we can achieve, together.

Our goal was to develop the mentorship program “we wish we had” early in our professional and philanthropic lives. Our plan was to connect a diverse group of seasoned community leaders with outstanding young professionals and make a difference in the health of our community.

Well, we did it.... and YOU stepped up! The amazing group of mentors and mentees in the Valleywise Health Foundation Emerging Leaders Class of 2021 exceeded our wildest dreams.

We believe you’ll be inspired to take ACTION and make an IMPACT -- in your lives, careers, community and world. The Valleywise Health vision is to be nationally recognized for transforming care to improve community health, what we at the Foundation call going ALL IN for a healthier Arizona. Your involvement makes a difference.

Take pride in knowing we are making history together. We’re so glad you’re here!

Sincerely,

.

Nate Lowrie CEO Valleywise Health Foundation

Liz Agboola Board Member / Emerging Leaders Program Chair Valleywise Health Foundation

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Making a difference...

On behalf of Valleywise Health Foundation and our Emerging Leaders Program Chairs, welcome to our family. You are investing your time in a powerfully impactful cause.

We’re coming together at a truly historic time for Arizona’s only public teaching hospital and safety net system of care; vaccines are rolling out, new hospital and clinic buildings are under construction, healthcare students are gaining unprecedented knowledge and our Valley is answering the call to help in any way they can.

People around the world had their eyes opened and hearts shattered by the pandemic of 2020.

Images of struggle and strength, heartbreak and heroism, loss and love -- met by compassionate care and community concern -- are forever etched in our minds.

We look forward to sharing the stories behind those images as you gain an insider’s view of the impact we can make on the health and future of our community, country and world, together.

Sincerely, Your Emerging Leaders Program Chairs and Advisors

Liz Agboola Program Chair CEO, Moses Behavioral Care

Patti Gentry Program Co-Chair Senior VP, JLL

Sel Nutor Program Advisor Director/Arizona Market Executive, Capital One, NA

Alicia Nuñez Program Advisor EVP and CFO, Chicanos Por La Causa

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Building a Healthier Arizona Fastest growing county in the nation

For nearly 150 years, Valleywise Health ( formerly Maricopa Integrated Health System) has been ALL IN – consistently stepping up and stepping in to address the most critical health needs for the people of Arizona.

Valleywise Health Foundation is the 501(c)3 partner of Valleywise Health, Arizona’s public teaching health system.

Addressing Community Needs…

Unlike other health systems, more than 65% of our patients are financially vulnerable.

"I had no idea"

is a response we often hear

when visitors tour our hospitals and clinics for the first time.

Many people don't realize Valleywise Health is home to: One of the largest and longest-running physician training programs in the state, A level-I trauma center treating both adults and children, keeping families together in their time of need, The Arizona Burn Center, Arizona's only nationally verified burn center, and one of the premier academic burn centers in the country,

A mission to provide exceptional care, without exception, every patient, every time, regardless of a patient's ability to pay, Three behavioral health hospitals - making Valleywise Health the largest provider of inpatient behavioral health services in Arizona, Arizona's only public teaching health system, serving all who turn to us for care.

we support

the vision of Valleywise Health to be Nationally Recognized for Transforming Care to Improve Community Health…

Together we can maximize the impact we have on the health and future of the Valley. Whether you are interested in attending one of our events, volunteering, or simply making a donation, your involvement makes a real difference.

Caring for our Community Social Determinants of Health According to the U.S. Department of Health and Human Services, “social determinants of health (SDOH) are the conditions in the environments where people are born, live, learn, work, play, worship and age that affect a wide range of health, functioning and quality-of-life outcomes and risks.”

SDOH can be grouped into five major categories. These factors have a huge impact on our community’s health and well-being.

Economic Stability Education Access and Quality Health Care Access and Quality Neighborhood and Built Environment Social and Community Context Some examples of SDOH include but are not excluded to safe housing, access to transportation, racism, exposure to violence, education, access to nutritious foods, polluted air or water and language barriers.

“You may have heard that your zip code is more important than your genetic code. At Valleywise Health, we’ve been very attuned to the social determinants of health for years. One of our goals is to be where our patients are. For example, by opening a new behavioral health facility in Maryvale, where a quarter of a million people reside and by developing our telehealth services to give patients easy access to our system - no matter where you live, we are striving to level the playing field.”

-Dr. Anthony Dunnigan, Chief Medical Information Officer at Valleywise Health

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Valleywise Health Foundation Board of Directors

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Emerging Leaders Program Chairs & Mentors

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Spring 2021 Schedule February 19, 2021 (11AM - 1PM)

Emerging Leaders Program Launch

Guest Speakers Phoenix Police Chief Jeri Williams and Valleywise Health President & CEO Steve Purves March 26, 2021 (11AM - 1PM)

Session #1 - Passion vs. Purpose April 16, 2021 (11AM - 1PM)

Session #2 - Find Your Tribe May 14, 2021 (11AM - 1PM)

Session #3 - Uncover Your Purpose / Digging Deeper June 18, 2021 (11AM - 1PM)

Session #4 - Fear Setting

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Table of Contents Course Overview Series 1: Finding Purpose Session #1: Passion vs. Purpose Session #2: Find Your Tribe Session #3: Uncover your Purpose / Digging Deeper

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Course Overview

Recruitment of Highly

Outcome and Evalua�on

Training and Professional Development

Mentoring

Interven�on & Meaningful Engagement

Commitment to Cause

Assessment&&Clearly Clearly Assessment Defined Goals Defined Goals

Mentorship Overview The Emerging Leaders program provides a formal guide on mentoring structure to foster a culture of development and learning for growing professionals.

The aim of this program is to: • Share and learn leadership skills/practices • Guide and navigate the organizational culture • Establish long term professional relationships • Provide resources that facilitate decision making and enhance professional development

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One-on-one mentoring focuses on helping mentees manage the five aspects or “MYs” of their professional and personal lives.

MY STYLE: focuses on how you present yourself, communicate and influence others MY CAREER: emphasizes professional growth, strategizing goals and organizational savvy MY CRAFT: examines the technical and functional skills you might need to develop MY LIFE: stresses ways to manage a work-life balance and make life changes MY WORLD: cultivates awareness, involvement and commitment

Guidelines for the Mentorship Relationship • Confidentiality • Commitment to the relationship • Sharing personal information • Employee-relations issues • Mentor intervention into work-related issues

Expectations of the Program Below are some common expectations identified at the beginning of a relationship that are specific to mentors and mentees: • Always maintain confidentiality between one another.

• Keep any commitments that are made.

• Evaluate the relationship at various points within an agreed-upon time frame.

• Meet regularly with your mentee. Determine a regularly scheduled meeting time and make other arrangements if plans need to change.

• Accept and value one another’s differences.

• When you meet, give each other your full and undivided attention (turn the cell phone to silent or mention your reasoning for leaving it on if necessary).

• Be responsible for your own learning and actions. Plan to be open to trying new things.

• Build trust with one another by being open and honest.

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Role of a Mentor Introduction In this section, you will learn the various roles of a mentor and guidelines for fostering a great relationship between mentor and mentee. In addition, learn some of the typical mentor roles and the common pitfalls a mentor/mentee may face. These pitfalls can derail a mentoring relationship before it has an opportunity to take hold.

Common Traits of a Mentor Capability Developer Interprets feedback and assists mentee with converting feedback into action.

Looks for “developmental moments” and provides feedforward.

Seeks “growth opportunities” for mentee and self.

Enables mentee to discover “remedies” for developing capabilities.

Supporter

Thought Partner

Process Partner

Listens and provides encouragement to mentee

Serves as mentee’s sounding board

Collaborates with mentee and creates a mentorship agreement

Creates a “safe and trusting” relationship

Assists with uncovering blind spots

Encourages mentee to participate fully in the mentorship program (mentor circles and focus groups)

Helps mentee navigate through the Emerging Leaders program Assists mentee with expanding his/her professional network

Challenges mentee to avoid old mindsets and asks questions to discover options and solutions

Partners with and sets expectations for action between meetings

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Building a Productive Relationship with your Mentor Mentoring success is built on a shared accountability between mentor and mentee. A productive mentoring relationship is supported by the four pillars:

Trust

Confidentiality

• Be timely with thoughts and opinions • Honor commitments • Listen and show respect • Show empathy

• Set clear boundaries • Set agreement between parties and ensure all are aligned • Express concerns

Communication

• Be present and attentive to your mentor • Listen and understand versus protecting your opinon • Express appreciation to your mentor

Courage

• Provide specific, actionable feedback to your mentor • Share your thoughts and opinions • Voice your concerns • Don’t be afraid to voice disagreement

Typical Mentor Roles Mentees must decide which of these roles they want their mentor to serve. This will help clarify for mentors the actions they take and the type of support they provide.

• Sponsor: Someone in a position of authority who can help the mentee gain visibility and exposure and even perhaps recommend her for another position. Sponsors are often in decision-making capacities.

• Teacher: Someone who can help mentees learn new skills or provide them with new technical or organizational knowledge.

• Informer: Someone who can share information about the organization and/or the industry.

• Supporter: Someone who is willing to listen to the mentee’s frustrations, ideas, issues, etc. They can support mentees as they make decisions and serve as a sounding board.

• Advisor: Someone who knows the mentee’s work. They may have had experiences similar to those of the mentee and can share lessons learned and useful advice.

• Connector: Someone who can introduce mentees to others and open new channels that they did not expect.

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Common Mentorship Challenges Some of the most common challenges include...

• Having unrealistic expectations • Allowing personal distractions • Expecting a mentor to provide all the answers • Being too nice or too patient • Moving too quickly through trust building • Becoming frustrated with slow progress • Overinvesting in friendship with your mentor/mentee

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Having Unrealistic Expectations It is important to understand the role you are playing in the mentoring relationship. What do you expect to learn or gain from your mentor? Consider the amount of time you have: what can you achieve during that time span? Be practical, and think not only of your goals, but also of the steps that will get you there. Having clear and realistic expectations is critical to your success in the program.

Be careful not to overcommit or make promises you can’t fulfill.

Be honest, take a careful look at the commitments in your life and make a plan based on that awareness. Write down your plan and discuss each step honestly with your mentor/mentee.

Allowing Personal Distractions Your top focus during your mentorship should be develping yourself as a professional. But you can still discuss personal information with your mentor or mentee. Talking about a favorite show or vacation spot can help you bond and find common ground, especially initially. Find the right balance, and let the professional relationship grow out of similar personal and professional interests.

Expecting a Mentor to Provide All the Answers Providing answers - or having them handed to you - does not lead to growth and learning. Rather, a good mentor will ask guiding questions that let their mentees discover their own solutions and the pathways that work for them. And expecting answers prevents the mentee from discovering his or her own leadership stlye.

Other things to consider include: • A mentee may rely on the mentor’s approval and not gain confidence and independence • A mentee should not fear criticism or mistakes • The mentor should be consulted or provide support and feedback, not solutions.

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Being Too Nice or Too Patient Being too nice, or too patient can lead to dissapointment.

If expectations or obligations are not being met, don’t silently wait for the problem to correct itself.

Be open and honest with each other.

Moving Too Quickly through Trust Building Many of you were paired with your mentor or mentee because of common industries, interests or personal and professional goals. It might feel effortless to share personal and professional obstacles you’ve faced.

While we encourage you to be open, real and vulnerable, we also suggest you take time to share along the way.

We have a full year together to build strong relationships!

Becoming Frustrated with Slow Progress As we start this program, you might already have experience and ideas about sharing what Valleywise Health does in our community. You might be ready to network and make as many connections as you can. Some might be looking to quickly advance and become leaders in their organization.

All of these goals take time, strategy and planning.

It’s easy to become frustrated when these things don’t happen as fast as we want them to. If this happens, lean on your mentors and fellow mentees for guidance and patience as you steadily and strategically work toward your goals.

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Overinvesting in Friendship with your Mentor/Mentee Great mentor/mentee relationships are built on trust, have defined roles and responsibilities, established short and long-term goals and involve collaborative problem solving.

Appreciation and admiration are common in mentor/mentee partnerships. Early on, be cautious in assuming you are friends.

You may spend time together and have a lot in common, but friendships take time, and often years to develop.

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Workshop: What is Your Definition of a Mentor?

Instructions: Describe what characteristics you hope for in a mentor. What do you aspire to learn from them?

Workshop: What challenges can you see yourself encountering?

Instructions: Of the roadblocks mentioned above, which might be a challenge for you?

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ValleywiseLeaders.org © 2021 Valleywise Health Foundation. All rights reserved.

Sources U.S. Department of Health and Human Services, Office of Disease Prevention and Health Promotion, 2021. “Social Determinants of Health.”

EMERGING LEADERS