July | January

BUILDING RELATIONSHIPS

Learning Objectives:

1. Analyze the impact of leader-staff relationships on employee engagement, retention, and organizational performance.
2. Apply relationship-building and influence strategies to strengthen credibility and gain stakeholder support.
3. Assess current relationship-building practices and develop strategies for continued growth and improvement.

August | February

FINANCE & BUDGETING BASICS

Learning Objectives:

1. Describe the importance of financial stewardship and cost containment in a healthcare environment.
2. Apply cost-management principles to support responsible resource utilization and budget accountability.
3. Analyze and interpret income statements and variance reports to monitor financial performance and identify opportunities for improvement.

September | March

HUMAN RESOURCES 

Learning Objectives:

1. Describe the core responsibilities of human resources.
2. Recognize key labor laws and employment regulations relevant to supervisory and management roles.
3. Evaluate the importance of compliance in promoting a safe, equitable, and legally compliant workplace.
4. Demonstrate leadership practices that support employees while advancing organizational goals and policies.

October | April

BEHAVIORAL INTERVIEWING

Learning Objectives:

1. Differentiate between traditional interview questions and behavioral interview questions.
2. Identify behavioral interview questions that assess key competencies required for healthcare roles.
3. Apply the STAR method (Situation, Task, Action, Result) to evaluate candidate responses in a structured and objective manner.

November | May

MANAGING PERFORMANCE

Learning Objectives:

1. Identify performance, behavior, and attitude gaps that impact patient safety, quality outcomes, teamwork, and service excellence.
2. Apply performance management techniques to address employee concerns while maintaining psychological safety, employee dignity, and professional relationships.
3. Develop strategies that balance accountability and support when coaching employees through performance challenges.

December | June

COURAGEOUS CONVERSATIONS

Learning Objectives:

1. Recognize the impact that avoiding courageous conversations can have on team performance, employee engagement, patient safety, and organizational culture.
2. Demonstrate effective intervention techniques when unprofessional behaviors, communication breakdowns, or interpersonal conflicts threaten team effectiveness or patient care.
3. Apply courageous conversation skills to healthcare scenarios involving patient safety, teamwork, service recovery, performance concerns, and change initiatives.

“MHEI’s Management Boot Camp has built our mid-level leaders’ skills. We have seen a great improvement in our leaders as a result of these classes.”

~ Vice President, Patient Care Services and Chief Nursing Officer & Leader of Boot Camp Participants

“I have been hearing all good things about MHEI Management Boot Camp from my team and have sat in on some sessions myself. Your educator has been wonderful!”

~ Director Clinical Operations & Leader of Boot Camp Participants

“When I first became a Program Manager, I knew I had to find the tools, a crash course, or perhaps a seminar that will enhance my leadership skills. Management Boot Camp was like the golden elixir I couldn’t find in reading textbooks and instructional manuals.”

~ Program Manager & Boot Camp Graduate

“MHEI Management Boot camp is a step-by-step, scenario-after-scenario [guide to] situations you will face in your journey as a manager. It has all the time-tested and research-based instructional formulae you would need to grow, and become a successful leader in your career.”

~ Program Manager & Boot Camp Graduate