6. The Vision 2016 Journey over The Past Year
Aug
Setting the Vision at
Retreat 1: Value-Based
Strategy, focused on
Patient and Staff Values.
Aug
Sep Oct Nov - Dec Jan Feb Mar Apr
Feedback on Patient and
Staff Values. Conducting
Focus Groups.
Refining the Vision at
Retreat 2. Workplans
by workgroups.
May Jun Jul
Communication of Vision 2016 to entire TTSH:
4 Greats, Patient and Staff Values
Roll-Out of Engaging
Leadership Program
Launch of Vision
2016 Video:
“Embracing Life,
Inspiring Lives”
2011 2012
V2016
Survey was
conducted
on
awareness
39. Ice Breakers
Speaks more than 5
languages
Name:
Department:
Knows how to play the
ukulele
Name:
Department:
Can sing a Theresa Teng’s
song
Name:
Department:
Has performed live on
stage in a band
Name:
Department:
Has 4 or more children
Name:
Department:
Has travelled to more than
10 countries
Name:
Department:
A man who cooks and
bakes
Name:
Department:
Is wearing a pink blouse/
shirt now
Name:
Department:
Hates durians but loves to
eat jackfruit
Name:
Department:
Stays in the same
neighbourhood as you
Name:
Department:
Dressed up for a Halloween
party this year
Name:
Department:
Keeps more than 4 pets at
home
Name:
Department:
40. Group Sharing I
PART I
1. Share with your group: Name, department and month of
birthday
2. What is the food that you love and hate the most? Why?
3. How do others describe you?
4. Share about what you do in a day’s work.
5. What do you find the most interesting about your
work/department?
6. Share when was your happiest moments in TTSH?
7. What is your current (biggest) challenge you are facing?
53. VIDEO
Pay It Forward Video in TTSH
PAY IT FORWARD
TTSH
5 Nov
12
1
54. Group Sharing II
Part II
You have heard about your colleagues’ job scope,
aspirations, joys and challenges at work.
Please share within your group:
(i) What is the one thing you can do to help/assist
them so as to make TTSH a great place for working?
(i) Your experience on some form of help you have
received at work
58. Why is Engagement Important?
Stephen Covey, in his book The 8th Habit, describes a poll of 23,000
employees drawn from a number of companies and industries. He
reports the poll's findings:
• Only 37 percent said they have a clear understanding of what
their organization is trying to achieve and why
• Only one in five was enthusiastic about their team's and their
organization's goals
• Only one in five said they had a clear "line of sight" between
their tasks and their team's and organization's goals
• Only one in five fully trusted the organization they work for
• Only 15 percent felt that their organization fully enables them to
execute key goals
59. Why is Engagement Important?
Only these 4
players know
which goal is
theirs
Only these 2 players care
about scoring goals
Only these 2
players know what
positions they play
Only these 2 players are not competing
against their own team members.
60. Coming to a discussion near
you…
Feel free to contact us to give us your
feedback and views!
Suriani Poh Teo Kaiting Winnie Wong
Ops Staff Engagement
Script Pointers:
Purpose of session is to cascade to all staff TTSH Vision 2016 and to continue an ongoing dialogue on patient and staff values.
Script Pointers:
Purpose of session is to cascade to all staff TTSH Vision 2016 and to continue an ongoing dialogue on patient and staff values.
Through the activities throughout this Ops Summit, we can see how each of us can make a difference to our colleagues’ work, helping/assisting in whichever way we can.
Engagement starts with us! It doesn’t have to be top-down, we can engage from a bottom-up approach as well.
So, why is engagement important for us and the organisation?
Here is an analogy from …
- "If, say, a soccer team had these same scores, only 4 of the 11 players on the field would know which goal is theirs. Only 2 of the 11 would care. Only 2 of the 11 would know what position they play and know exactly what they are supposed to do. And all but 2 players would, in some way, be competing against their own team members rather than the opponent.”
If we are not an engaged team, despite our individual good performance, our efforts at work may not have as great an impact as they potentially can.
Hence, as an Ops family, being an engaged team will likely enable us to win more matches, bringing about success to self and organisation.
As we begin our Ops Staff Engagement journey, we invite all to feel free to give us your feedback your views your opinions.
Can contact any of the three of us.
And you’ll be hearing from us again!