Case Studies

Leadership Training that Works: How Baptist Health Built an Award-Winning Program INDUSTRY CHALLENGES SOLUTION RESULTS Healthcare • Training initiatives were disconnected from broader developmental goals • Each facility managed training independently, mostly focused on clinical skills • Motivating learners to participate was an uphill struggle • Competency-based curated learning paths for leadership were made available to the entire company • Online training curriculum was paired with group workshops to increase connection across the organization • Course completion is up to a roughly 80 percent, a record high • Program participants report feeling more confident in their leadership skills • 85 percent of surveyed participants say they're likely or very likely to stay at Baptist Health because of the program. We know from outside research that if your manager is more competent, your team is more cohesive." HEIDI HESS-BYNUM Learning Operations and Delivery Specialist 1 As a major healthcare provider with over 25,000 employees, Baptist Health of Kentucky and Indiana has big training goals. Not only do they need to ensure staff have the appropriate clinical and technical expertise, but, as explained by their Learning Operations and Delivery Specialist, Heidi Hess-Bynum, on-the-job learning is an essential part of keeping teams motivated and effective—ultimately improving staff retention and protecting the organization's bottom line. "We know from outside research that if your manager is more competent, your team is more cohesive," Hess-Bynum notes, which is why Baptist Health's Organizational Development team partnered with OpenSesame to create a new leadership development program: Igniting Baptist Leaders. By partnering with OpenSesame, this large healthcare provider crafted a leadership development curriculum that's boosting employee confidence, course completion, and retention, too. Five years ago, skill development at Baptist Health looked very different than it does now. Learning departments were scattered, resulting in decentralized and disconnected training programs across facilities. Without system-wide leadership development options, many employees were left without opportunities. The creation of the Organizational Development department established the first system-level L&D team, initiating essential changes to address these issues. From a compliance-only culture to a community of learners and leaders "The problem we run into for healthcare leaders is that it's hard to get people in the same room at the same time." Hess-Bynum explains. "People wanted to learn, but more importantly, they wanted connection to other leaders across the system. We needed a paradigm shift for the organization as a whole, since we were not used to training and interacting across departments." Igniting Baptist Leaders is organized around three key competencies: personal leadership (Ignite Yourself), people management (Ignite Teams), and organizational influence (Ignite Organizations). It uses a blended learning approach, pairing modules of digital training from "

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