Organizational Culture, Physician Engagement and … · Organizational Culture, Physician...
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Organizational Culture, Physician Engagement and Clinical Integration: Keys
to SuccessPrepared and Presented by:
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William F. Jessee, MD, FACMPESr. Vice Pres. and Senior Advisor
David D. Rowlee, PhDSr. Vice Pres. and Practice Leader
Copyright 2013, INTEGRATED Healthcare Strategies. All rights reserved.
January 15, 2013
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Who We Are
INTEGRATED Healthcare Strategies is a management consulting firm with over 30 years of service dedicated exclusively to healthcare organizations. Our core services include:
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• Compensation & Benefits (Exec., Physician, Mgmt & Staff)
• Executive Search
• Human Resources Consulting
• Labor Relations
• Surveys (Engagement, Compensation & Benefits)
• Governance & Physician Leadership Development
• Physician—Hospital Integration
• Merger & Acquisition Services
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Questions to Consider
Does your organization have a coherent culture that supports your strategic objectives?
Are your physicians (employed and voluntary) engaged in the organization and actively working to support your strategy?
Do you provide regular feedback to employees and physicians on individual and organizational performance around quality, safety, patient satisfaction, and efficiency measures?
Are your compensation programs aligned with your performance measures?
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The “Good Old Days”
• “The only good bed is a full bed”• Getting physicians to take call was no problem• The medical staff lounge was a place for professional and social interaction
• Physicians owned and ran their practices, administrators ran their hospitals
• Board service was a form of honorary community recognition
• The most important role of hospital staff was to meet the needs of high volume physicians
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The “New World” of Accountable Care
• Payment moving from volume to value• Providers bearing more financial risk• Physicians seeking economic shelter• Younger physicians want the stability of being an
employee—not the risk of being an owner• Take call for free? You must be kidding…• ACO models using measures of quality, safety, patient
satisfaction, and efficiency to determine payments• Hospitals and doctors recognize that they need to move
from “alignment,” to “engagement,” to “integration” to achieve performance
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The Bottom Line
•Healthcare today DEMANDS measurable performance
•Performance REQUIRES alignment, engagement and integration of the work force—and a CULTURE committed to performance
•The work force INCLUDES physicians, other clinicians, management, support staff, volunteers, and trustees
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Align ► Engage ► Integrate ► Perform
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Improved communication, trust-building, involvement in decision-making, joint venturesAlignment
Pronounced enthusiasm characterized by belonging, pride and loyalty which foster a mutually committed relationship between physicians and organizations resulting in the enduring pursuit of organizational goals and career enrichment
Engagement
Not just structural, but operational synchronization of services to provide optimal, efficient, effective patient-centered care
Integration
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The Role of Culture
•Culture is a driver of alignment and engagement
•Blending diverse cultures is a major challenge to governance and management
•Mergers and acquisitions—of other hospitals or of physician practices—can be a major source for culture clashes
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Organizational Culture
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• …the pattern of basic assumptions—invented, discovered, or developed by a group as it learns to cope with its problems of external adaptation and internal integration—that has worked well enough to be considered valid, and, therefore, to be taught to new members as the correct way to perceive, think, and feel in relation to these problems
• …the shared set of social values and beliefs, both explicit and implicit, that guides actions and decisions within the organization
• A coherent culture is one in which there is widespread agreement around core values and beliefs
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The Role of Measurement
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“If you can’t measure it, you can’t manage it”
PerformanceAbsolutely! Quality, safety, patient satisfaction, efficiency
Culture You bet! An array of organizational characteristics that drive engagement
Engagement
Yes! Enthusiasm, pride and dedication to the organization among multiple subsets of the workforce, including physicians
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The Evolution of Engagement
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Physician Commitment
1990’s
Physician Engagement
2000’s
Physician SatisfactionBefore the 1990’s
Satisfactionencompasses the happiness and contentment of
physicians
Commitmentencompasses physician
satisfaction and also attachment to the
organization
Engagementmeasures physician
satisfaction and commitment but also
enthusiasm and energy
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Engagement and Performance
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Significantly and positively linked to enhanced…innovation
productivity & efficiencyrevenue & profit marginemployee retentionclinical outcomes patient satisfactionpatient safetyquality care deliverymarket expansion
Physician Engagement
is…
…if properly defined and measured
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Measuring Engagement
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Pronounced enthusiasm characterized by belonging, pride and loyalty which foster a mutually committed relationship between physicians and organizations resulting in the enduring pursuit of organizational goals and career enrichment
Physician Engagement
We consider “engagement” to constitute a reciprocal relationship between
healthcare organizations and physicians
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Measuring Culture
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Organizational/Cultural Factors that Drive and
Sustain Physician Engagement
The Targeted Outcome—Physician
Engagement
Strategic Fabric that Shapes Workplace Culture
and Post-Survey Consulting & Action
Planning
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Measuring Performance
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PhysicianEngagement
Cultural Factors
Alignment Engagement
IntegrationInnovation
Productivity & Efficiency
Revenue & Profit Margin
Employee Retention
Clinical Outcomes
Patient Satisfaction
Patient Safety
Quality Care Delivery
Market Expansion
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Nine Steps to Improved Performance
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1 Assess the Culture
2 Measure Physician, Employee and Volunteer Engagement
3 Deploy Clinical Integration Tools
4 Recruit for Cultural “Fit”
5 Actively Manage Cultural Conflicts
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Nine Steps to Improved Performance
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6 Set Clear Expectations
7 Provide Regular Performance Feedback—Individual, Team and Organization
8 Don’t Tolerate Culture Misfits
9 Align Compensation with Performance Metrics
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The Questions Revisited
Does your organization have a coherent culture that supports your strategic objectives?
Are your physicians (employed and voluntary) engaged in the organization and actively working to support your strategy?
Do you provide regular feedback to employees and physicians on individual and organizational performance around quality, safety, patient satisfaction, and efficiency measures?
Are your compensation programs aligned with your performance measures?
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Q1
Q2
Q3
Q4
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Additional Measurement Resources
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Culture:
• http://www.ahrq.gov/qual/patientsafetyculture/hospsurvindex.htm
• Kralewski, J., Dowd, B.E., Kaissi, A., Curoe, A., & Rockwood, T. (2005). Measuring the culture of medical group practices. Health Care Management Review, 30 (3): 184 -193.
• Organizational Culture Assessment Instrument. Accessed July 28, 2012 at http://www.ocai-online.com/
Engagement:
• David Rowlee, Ph.D. – INTEGRATED Healthcare Strategies, [email protected]
Quality:
• www.qualityforum.org
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Contact Information
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William F. Jessee, MD, [email protected]
612-339-0919
David D. Rowlee, [email protected]
816-795-1947
DALLAS │ KANSAS CITY │ MINNEAPOLIS │ PALM SPRINGS
www.INTEGRATEDHealthcareStrategies.com