Over several years, friend and business owner, Dave Sabey brought up The Pacific Institute® (TPI), having partnered with the Institute in the past. Intrigued, Hellrigel embarked upon researching TPI and its team. “It just seemed like a natural fit and they would be perfect for Providence,” commented Hellrigel.
“The conversation I began having with The Pacific Institute was, ‘How do we help people to develop themselves personally?’” Hellrigel continued, “In the sense of Catholic health care, we talk about Providence’s Mission – to reveal God’s love for all. We provide health care and housing, we have hospitals, nursing homes, and home health. But what we really do is reveal God’s love to others, through health care. To have an extraordinary mission statement like that, you want extraordinary people on your team. How do you help to develop people to be the best they can be? Working with The Pacific Institute is an opportunity to really help people identify and explore the personal masterpiece they are trying to create.”
It was important to Hellrigel that the initiative was embraced by the key leaders in his group. July 2015, he began with a small group – his most senior leaders – for a two-day Leadership for High Performance session. At the end of the two days, Hellrigel noted the comments and the feedback he heard from the team was unlike anything he had ever heard in a work environment before. He recalled, “People felt it was the best experience they’ve had from a personal development perspective. Which speaks volumes because Providence invests a lot in its people. We have leadership formation programs and we’re all encouraged to go through different development processes and programs Providence has invested in. Nothing has generated the feedback that this program has.”
When he asked the question, ‘Is everyone willing to sponsor this through their own teams and to bring this out to all of the leaders?’ It was unanimous – they absolutely wanted to move forward in partnering with The Pacific Institute®.
Providence refers to anyone in a management role as a core leader, and all employees are called caregivers. The decision was made to put all the core leaders within Hellrigel’s operating division through the TPI HeadCoach® program – around 200 people. So far, 75 percent of core leaders have participated in the workshops. Once the remaining leaders participate in the material, TPI content will be delivered to all their caregivers – just over 3,000 people.
There has already been a tremendous impact so far amongst the groups in Providence.
Health care is a challenging industry to work in, and the demand for programs, services and exceptional patient care is ever-increasing. To meet those demands, Hellrigel said, “Our most important metric – which dictates our ability to meet the community needs – is the number of caregivers we have. Our ability to attract and retain really great caregivers is the key benchmark for us in everything. That’s the leading indicator for our success.”
As a team, they began to challenge themselves around some of the ‘truths’ they believed regarding caregiver turnover. They started asking themselves what their goal should be. Their goal is to get to the point where they celebrate when somebody leaves the organization, because they are leaving for a great reason. For example, they’re leaving due to a wonderful life event, or to move closer to children or family, or retirement.
Hellrigel stated, “But if we lose a caregiver to the competition then we should see that as a failure. What could we have done to prevent it, and how can we make this a better organization? That’s the key to how our leaders are looking at it. When you begin to think about that as your goal it’s amazing how all your behaviors move you toward that goal, and how it changes and drives your culture. That’s the part I am really excited about for our future.”