Overview

The Center for Learning and Innovation utilizes hands-on, interactive programs including simulations, games, reflective debriefing, interactive technology, role playing, and group activities to guide learners in best practices. 

Beginnings

As part of the organization's onboarding program, the Center for Learning and Innovation conducts a daylong experience for all newly hired employees and physicians, called Beginnings. This session is modeled after Disney's successful orientation approach and immerses new employees into the culture, capturing their hearts from day one. Designed to build a team dedicated to transforming care through carrying out North Shore-LIJ's mission, vision, values and expectations, Beginnings welcomes and inspires the workforce for excellence.
 
President and CEO Michael Dowling has been committed to these programs since their inception and believes that employees are the heart and soul of every great organization. Because of his personal conviction, Mr. Dowling welcomes new employees to the organization's culture, reviews the organization's purpose and strengths, instills a sense of the health system's culture and inspires all to take pride in their work at North Shore-LIJ.
 
Beginnings is facilitated every Monday by a team of leaders, including previous members of the High Potential Development Program, who guide the new employees through an engaging series of videos and interactive exercises, while emphasizing the role that each team meber plays in delivering an expectional patient experience. Participants receive an overview of the tools North Shore-LIJ offers to help transform their careers, including an in-depth session about performance management and professional development opportunities. Attendees also recieve information and benefits, wellness programs and other resources offered for work-life balance.
 
Physician Beginnings is a specialized orientation program held monthly, which is geared specifically for physicians entering the health system. In addition to Mr. Dowling, senior medical leadership, CLI and physician recruitment services facilitate this session. Participants receive an overview the organization, its size and scope, the dashboard by which our success is measured and the organization’s values. Emphasis is placed on how our physicians assist in achieving our organizational goals — caring for the patient, providing excellent quality of care and giving exceptional service.
 

ALEAD program

The healthcare landscape is changing dramatically for providers across the country. Consequently, the health system is faced with challenges well beyond patient care, including mergers and acquisitions; cost savings initiatives and infrastructure changes. Therefore, there is an increased need for engaged, proactive and innovative leaders. As the system continues to grow, leaders are being relied upon more than ever to ensure that the needs of the organization are not only met, but also exceeded.
 
Leadership development is essential to accomplishing the system's goals and maintaining the highest level of effectiveness and employee engagement in response to the continued changing landscape, ALEAD has been redesigned, leading to the new competency-based ALEAD 2.0. In June 2014, ALEAD 2.0 launched as a competency-based curriculum designed to develop the skills and knowledge among current and emerging healthcare leaders that will ensure a talent pipeline for organizational effectiveness and sustainability. 
 
The program utilizes a blended learning approach that uses iLearn to host online learning and interactive classroom education for a rich, multidimensional learning experience.
 

The High Potential Development Program

The High Potential Development Program builds an internal pipeline to identify, develop and promote top talent from within the organization. As aspiring “leaders of tomorrow,” these selected individuals embody passion and a desire to grow their careers in alignment with the health system’s organizational goals. In order to achieve this, objectives include carefully analyzing workforce development needs to ensure delivery of a well-rounded program aligned to individual learning opportunities with business outcomes across all levels and disciplines. 
 
The program provides potential leaders with the opportunity for broader exposure to senior leadership and the organization at large, a chance to develop a network of peers, feedback on strengths and development areas, external executive coaching, and most importantly, a focused approach to professional development. Within this program, participants have the opportunity to engage in functional areas at a fast rate of lateral movement through various roles, projects and experiences. After completing a 360° Assessment and Skills Gap Analysis to target developmental areas of focus, participants submit a development plan to track their progress. While undergoing repeated assessment through stretch assignments linked to organizational strategy, the development plans serve as a tool for high potentials to share goals, interests and cumulative experiences with their managers throughout the duration of the program.
 
As an organization that believes developing coaching competencies are a critical component of effective leadership, all high potentials are required to attend The High Potential Experience at CLI. High potentials participate in-group coaching sessions led by an executive coach. Here, they receive ongoing feedback and support for individual growth. In addition, participants are invited to attend both internal and external development and networking opportunities to increase executive interaction and to develop a network of interprofessional peers.
 
An online High Potential Portal for both senior leadership and program participants was launched in 2010 to provide transparency, promote engagement and facilitate easy access to information. With leadership being able to access the high potential profiles from current and past years, and with the sharing of information among participants, the portal ensures that each high potential receives maximum exposure to promotional opportunities system-wide while simultaneously providing executives with qualified internal candidates for job openings. 

Enrichment courses

CLI offers enrichment courses ranging from active listening and communication skills to time management for business professionals. Each year, the number of enrichment courses increases as the number of applicants rises and interest expands.