A Case Study of the Spiritual Formation Programs of the Mercy Health System

Abstract

This is a case study of Mercy Medical Center, a Catholic hospital located in Rogers, Arkansas. The purpose of this case study is to examine the spiritual development programs of the Mercy Medical Center. I researched the development of the plans throughout the existence of the initiative, as well as the programs currently in practice today. This case study was performed with the objective to evaluate the success of employee development programs in health care and document how these programs enhance the value of the service organization.

Appendices

Appendix 1. Advanced Formation Secondary Assessment

Narrative Reflections for Participants in Advanced Formation Mercy Charism, Religious Heritage, and Values

• 3. Write about a specific; incident in your work during the last year in which you responded differently as a result of your participation in Formation.

  • (a) What was the incident? What happened?

  • (b) How did you handle in the incident in light of the knowledge and integration from the form a Formation process?

  • (c) Looking back, what values guided your decisions or behavior? How was this different from how you would have responded pre-Formation?

• 4. Review the list of topics that have been covered.

  • (a) Name one or two topics in which you have grown in knowledge of, commitment to, or engaged in new behavior as the result of this topic.

  • (b) What specifically contributed to your growth in this area?

  • (c) How has this affected your role as a Mercy leader?

• 5. How does your role contribute to the Mission and values of Mercy? Where do you experience tensions between your role responsibilities and the Mercy Mission and values? How do you address these tensions?

It is not sufficient that Jesus Christ be formed in us –He must be recognized in our conduct.

–Catherine McAuloy

Appendix 2. Board Formation Proposal

Description of the Proposed Board Formation Program

This program is being designed to prepare our Boards of Trustees to participate effectively in their role of governance.

It has been proposed that the Formation Program be initiated at a meeting of all the Boards. This would be a 4 hour experience. The content/process of this session is being prepared by a sub-committee of the Board Formation Task Force. The focus will be on Sponsorship, Ministry, Mission and Values, and the Ethical Religious Directives.

At subsequent quarterly Board Meetings, there will be three half-hours sessions to offer Board members an in-depth knowledge and experience of their role in governance. It is anticipated that this would take place within 1 year.

It is being proposed that the local Vice President of Mission and the Primary Board Ministers become involved with the Board Chair and the C.E.O. in planning this process.

In year two and three, Board members continue at each quarterly meeting to learn/experience in greater depth the implications and applications of the Mercy Documents and Governance Structures.

This cycle will be repeated. This will provide education/Formation for new Board members, and offer current Members an opportunity to deepen their understandings, and participate in the presentations, or lead discussions.

New Board members—Attendance at the Sisters of Mercy Health System Orientation of new Board members, and participation in the cycle of Formation will be mandatory for all Members.

Appendix 3. Board Formation Topic List

Topic	10. Diversity
Connection to agenda topic	Preparation for conversation about broadening the composition of Board membership with a broader representation of the community served
Objectives/outcomes	• Recognize the importance of diversity for the sake of serving the common good
	• Reflect on examples from Scripture and Catherine’s life around importance of variety/diversity of gifts for ministry to the community
	• Apply reflection to practical application of diversity of Board members to more fully represent the community served
Resources	Scripture, “Living Our Values” booklet; Tender Courage by M. Joanna Regan, RSM and Isabelle Keiss, RSM; ERDs
Process, including heritage	Introduction of topic: Diversity in Board Composition (background, talents/skills, ethnicity … reflections of the NWA Community) by Board Chair (Paul)
• Biblical reference	Sr. Anita begin with question for reflection (2–3 min)
• Catherine McAuley reference	“What gifts, talent, skill do you believe that you bring to the Mercy Health System Board?”
Local Mercy history	Content: Diversity of persons gathered from the community is reflected throughout Scriptures
	•The followers of Jesus… (fisherman, tax collector, Tanner, preacher, healer…)
	•In Paul’s letter to the Corinthians he talks about the variety and unity of gifts:
	“There is a variety of gifts but always the same Spirit; there are all sorts of services to be done, but always the same Lord: working in all sorts of different ways in different people, it is the same God who is working in all of them”
	Then Paul expounds on the various gifts: preaching, teaching, believing, healing … and those to whom the gifts have been given are: apostles, prophets, teachers, miracles, those with gift of healing; helpers, good leaders, those with many languages… (1 Cor. 12:27–28)
	All gifts are given for the benefit of the community (1 Cor. 14:4)
	•Catherine McAuloy was joined by a diverse group of women with a variety of gifts, temperaments/abilities, and a variety of economic backgrounds…
	•One author has noted: The rapid spread of the Institute of Mercy was fostered by Catherine’s openness to new ideas, the readiness to adapt and assimilate, the ability to learn from the experience of contemporaries, and the desire to share that experience with others
	•She built the House of Mercy in the wealthiest business district in Dublin on Baggot St. in order to connect the wealthy and the poor so that they might learn from and help one another … for the sake of the unity of the community…
	•We, in Mercy leadership, are called to put our gifts at the service of the community … to share our gifts, talents, skills, insights for the sake of the common good … “to work together to ensure that the right to life entails a right to the means for the proper development of life, such as adequate health care” (ERD, p. 8)
	•Alone we cannot achieve this, but sharing our diverse talents, insights, perspectives and abilities we can; however, we MUST represent broadly the community we’re committed to serve and we must ensure that there is a broad base of leadership gifts and talents
	•Jesus’ command to us: Love one another
	•Catherine’s legacy to us: Serve one another
	In order to do this we must know the other … on this leadership board we must broadly represent the other…
	•Reflection: (and so… I would invite us to take a few minutes to reflect): in order to serve the common good of our NWA community what representation needs to be added to our board in order to fulfill this commitment? What persons are missing? (2 min quiet and 5–7 min to share in dyads)
	Paul leads the discussion around Diversity and Nominations to the Board … inviting into the conversation responses to the reflection
Next steps	–Suggestions from the shared conversation around this reflection to be taken to the Nominations Committee with a desire for continued inclusion of the Board and to engage in deeper conversation about “who is missing from the Board” in order to truly represent the NWA Community
	–Nominations Committee bring back suggested needs absent from board with suggested areas and names for consideration
	–Board desires future conversation together around needed representation with the ability to make suggestions of persons to be considered by Committee
	–Suggestion: To begin looking at an Advisory Board that would broaden a more diverse membership from the community served and help prepare persons who are a “fit” to become Board members
Evaluation/assessment	–Board members readily and actively engaged in the entire process of reflection and sharing and moving the Nominations Process to another level of involvement
	–One member expressed his appreciation of this type of deeper conversation in relation to Board concerns/iS.S.U.es/agenda. The process helped to slow down and to draw hearts, minds and spirits together in considering the composition of the Board
	–Liked the transparency and inclusion of the entire board in the discussion
	This reflection also helped us to not only consider “diversity” but also, to reflect on “fit” for Mercy

Practice—Leaders who have utilized research in their organizations.