I am proud to be selected as one of @cityandstatepa’s Trailblazers in Healthcare honorees! This award recognizes my pioneering work on the use of Acupuncture and Oriental Medicine in Pennsylvania.?By starting the field and forming strong alliances with medical, pharmaceutical and academic professionals, I was able to advance practices for individual and organizational health both regionally and throughout the U.S. I made major contributions to the acceptance and widescale adoption of Chinese medicine, designing and developing integrative medicine programs as well as advocating for insurance reimbursement (to allow for accessibility.) Through my company, the Institute for Healthy Leadership I am now promoting?public recognition and deployment of expert organizational health diagnostics in organizations who value the health of employees.?My goal has always been to improve public health by advancing innovative best practice. https://lnkd.in/gU9KuWVU #award #organizationalhealth
Institute for Healthy Leadership
商务咨询服务
Philadelphia，PA 335 位关注者
Advising Organizations on the Human Dimensions of Sustainability
关于我们
IHL is organizational assessment and strategy consulting company. We offer game-changing human and workplace diagnostics on performance management, health, productivity and economic outcomes. IHL delivers affordable, timely and focused information that: ? Identifies where issues lie—individual, team, organization, and/or demographic level—with their quantified health and financial impacts ? Provides clearly prioritized issues and impacts leading to focused critical path solutions ? Unlike other survey approaches, clearly shows the predicted financial return on investment as the identified issues are addressed ? Identifies burnout and engagement levels for all survey respondents Organizational Human Factors Benchmark (OHFB) IHL is the sole US source of an internationally acclaimed assessment tool that helps organizations make decisions about how and where to apportion effort for organizational change, and also has a predictive capability to inform leaders where there may be health risks in their organizations. The OHFB provides assessment for multiple levels of organizational functioning—the system, the team or functional group, the individual, the site or location as well as racial and gender identity, and age. It's been used for assessments of culture such as diversity, equity and inclusion as well as providing data about retention and risks with retention. Employee Effectiveness Benchmark(EEB) Rapid response subset of the OHFB that predicts the organizational productivity impacts, turnover levels, and incidence of burnout and depression that directly impact overall employee effectiveness. This is critical to understand during business planning processes. Management reports, including internal and external (norm-based) comparisons, can be analyzed by age, racial and/or gender identity to provide pointers to customized group interventions.
- 网站
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https://www.instituteforhealthyleadership.com
Institute for Healthy Leadership的外部链接
- 所属行业
- 商务咨询服务
- 规模
- 2-10 人
- 总部
- Philadelphia，PA
- 类型
- 私人持股
- 创立
- 2020
- 领域
- Organizational health、Change management、Organizational diagnostics、Diversity, Equity & Inclusion和ESG
地点
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主要
获取路线
US，PA，Philadelphia，19119
Institute for Healthy Leadership员工
动态
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Employee-Provided Inclusion, Diversity, Equity and Accessibility (IDEA) Metrics In reviewing various metrics available to investors to measure the S in ESG, I am taken by the fact that the focus is almost totally upon reporting by management of headcounts and policies. As a snapshot, having the relative number of people not identifying as (older), (neurotypical), white men on the Board, in Management and the workforce as a whole is useful. Though age and neurodiversity are rarely, if ever, captured or reported. We may also be provided with an assessment of the organization's statements of intent through their stated policies on DEI, though rarely accessibility. If one of the key purposes of these measures is to provide a contribution to determining the social-related risk to a particular investment, they do so at an extremely high level. At IHL we believe that that these management-generated data need to be complimented by metrics that represent the lived-experience of everyone working within the organization--including all levels of management. For example ---How do African-American women in their 40s experience support from their colleagues and supervisors compared with Hispanic men? ---Is this a driver of turnover among either of these groups? ---If so, what's the projected cost to the organization? For companies in rapidly changing marketplaces, these are particularly important questions. They are intended to tease out major issues deriving from the organization's culture and practices that point to trends that can completely derail management's plans. For more on how we can help address this contact me at [email protected]