Developing and empowering employees: Expanded opportunities through MPLAN in 2018

February 15, 2018  //  FOUND IN: Strategy & Leadership

An integral part of Michigan Medicine’s inpatient hospital operating system, MPLAN combines a two-part leadership model with a variety of tools — including visual management and daily huddles — that empower units to function operationally and solve problems on a local level.

This year, hospital leaders are looking to build on the effectiveness of MPLAN — which stands for Medical Directors Partnering to Lead Along with Clinical Nursing Directors. The leadership team is offering a series of new opportunities available to MPLAN units in University Hospital, the Frankel Cardiovascular Center, C. S. Mott Children’s Hospital and Von Voigtlander Women’s Hospital.

“One of MPLAN’s priorities, as well as one of our UH/CVC-specific priorities, is to develop our employees into caring, expert and successful leaders,” said Shon Dwyer, UH/CVC executive director. “The MPLAN medical director and clinical nursing director positions provide leadership opportunities — now we need to make sure these leaders have the development resources and tools to lead successfully.”

Reallocating resources

In response to requests for more leadership development resources by MPLAN partners, funds have been reallocated to run dedicated leadership programming for all clinical nursing directors and medical directors who wish to participate.

“The focus will be on building out individual strengths and applying them to MPLAN partner responsibilities, including communication, creative problem-solving and creating a supportive environment,” said Dwyer. More information will be available on the MPLAN website as details are finalized.

MPLAN opportunities are not limited to the dyad partners.

“MPLAN isn’t about simply creating new leadership positions — it’s about strengthening opportunities for collaboration [with all employees],” said Chris Dickinson, chief clinical officer for C.S. Mott Children’s Hospital and Von Voigtlander Women’s Hospital. “In particular, we’ve seen units successfully use the daily management system and available data to engage in creative problem-solving. We want to help take this teamwork and innovation to the next level.”

Funding opportunities

To help reach that next level, MPLAN units will have access to $2,000 per year. These funds can be used for any activity, programming or project that supports or furthers MPLAN goals.

Examples might be piloting a project to show proof of concept, bringing in speakers, organizing lunch-and-learns, or investing in photo boards or cameras to improve recognition and communication efforts. More examples are available on the “Unit Funds” section of the MPLAN website.

The MPLAN partners on each unit will help determine if a request meets the criteria, but any person or group that participates in day-to-day unit activities is welcome and encouraged to put forth an idea and request funds.

“I’ve been actively rounding on the units since I began my role last September,” said Devin Carr, UH/CVC chief nursing officer. “The faculty and staff that I’ve met and spoken with have a wealth of knowledge and creativity. By making this money easily available, we hope to encourage them to really tap in to their ideas.”

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