Located in Las Vegas, Nevada, Cure 4 the Kids Foundation is the only children’s cancer treatment center in the state. Until Cure 4 The Kids was created in 2006, all children were sent out of state for treatment.
Company Overview
Industry: Health Care | Children's Cancer
Location: Nevada, USA
Employee Size: 100
Instruments Used
ProScan®
TeamScan®
JobScan®
The clinic sees 60 – 100 children daily
Over 55,000 children treated
The entire organization is poised to become an internationally recognized center of excellence
The Situation
There were several challenges that needed to be addressed:
Poor hiring practices and job fit across all departments
High turnover
Due to the indirect, conflict-avoidant company culture, “meetings after the meetings” were impeding open collaboration
Poor morale and lack of trust
Divided culture due to the departure of a co-founder
Negative cliques and silos in every department
The Objectives
Behavioral Job Modeling and Matching
Identifying Employee Strengths
Manager Training and Engagement
The Implementation
In 2014, the leadership of Cure 4 The Kids set the intention of becoming a Center of Excellence by 2020.
The PDP individual reports,QuickView,Side-By-Side, andTeamScan analysis contributed significantly to fostering a company culture of transparency and open communication throughout the organization.
The Job Modeling process was brought in to define the strengths directly contributing to job success. Specifically, they used results to successfully recruit, hire, and onboard new team members in each department. All this was done with an eye on the employee’s strengths and those of the team.
To date, over 40 leaders and team members have been certified as PDP Professional Administrators. Cure 4 The Kids has made the commitment to renew as a Platinum client annually for the foreseeable future.
The Measurable Results
“Investing in our leadership team has created incredibly engaged and inspired teams in each department, working collaboratively.”
Healthy company cultures attract the best talent
When the talent pool in the marketplace is highly competitive and people have many choices, we must compete based on culture. We must provide an engaging experience during the recruiting process to demonstrate we are clearly the employer of choice with the healthiest and best company culture.
#32 on the 50 Best Non-Profits to Work for in the U.S.
#2,603 on the Inc. 5000 Fastest Grown Small Business
Joint Commission Gold Standard for four consecutive inspections/audits over 13 years
High Pace team members increased from 76.9% in 2014 to 91.7% in 2019. Transparency and open communication has fostered camaraderie and trust which has decreased conflict exponentially within the culture. The overall team has evolved from negative, divided silos into a seamless collaboration of team members and departments focused on positive patient outcomes and clinical excellence.
“Investing in our leadership team has created incredibly engaged and inspired teams in each department, working collaboratively.”
Annette Logan
Founder/CEO
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