Organizational Capacity Building

Design a competency-based talent development plan that aligns role profiles to the 16 leadership competencies and maps progress with measurable KPIs within 90 days.

Apply three servant leadership practices (coaching, stewardship, and building community) to a real staff retention challenge and measure impact using retention and engagement metrics.

Implement an adaptive learning pathway using the AMI methodology to remediate a skills gap on a unit and demonstrate measurable improvement in performance metrics within two PDSA cycles.

Evaluate workforce risk (burnout, turnover, skill obsolescence) using evidence-based instruments (e.g., Maslach Burnout Inventory, turnover analytics) and create a mitigation plan aligned to regulatory and accreditation expectations.

Map a key workforce or operational process using systems thinking tools and identify three high-impact leverage points for capacity improvement.

Create a data-driven resource stewardship plan that balances cost, quality, and workforce wellbeing and ties to at least two accreditation standards.