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Quote of the Month
"I am looking for a lot of men who have an infinite capacity to not know what can't be done" Henry Ford
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Disruptive Innovation, Applied to Health Care
By JANET RAE-DUPREE
THE health care system in America is on life support. It costs too much and saps economic vitality, achieves far too little return on investment and isn't distributed equitably. As the Obama administration tries to diagnose and treat what ails the system, however, reformers shouldn't be worried only about how to pay for it. Instead, the country needs to innovate its way toward a new health care business model - one that reduces costs yet improves both quality and accessibility.
Two main causes of the system's ills are century-old business models, for the general hospital and the physician's practice, both of which are based on treating illness, not promoting wellness. Hospitals and doctors are paid by insurers and the government for the health care equivalent of piecework: hospitals profit from full beds and doctors profit from repeat visits. There is no financial incentive to keep patients healthy.
"The business models were all created decades ago, and acute disease drove those costs at the time," says Steve Wunker, a senior partner at the consulting firm Innosight. "Most businesses in this industry are looking at their business model as entirely immutable. They're looking for innovative offerings that fit this frozen model."
Advances in technology and medical research are making it possible to envision an entirely new health care system that provides more individualized care without necessarily increasing costs, some health care experts say.
Using innovation management models previously applied to other industries, Clayton M. Christensen, a Harvard Business School professor, argues in "The Innovator's Prescription" that the concepts behind "disruptive innovation" can reinvent health care. The term "disruptive innovation," which he introduced in 2003, refers to an unexpected new offering that through price or quality improvements turns a market on its head.
Disruptive innovators in health care aim to shape a new system that provides a continuum of care focused on each individual patient's needs, instead of focusing on crises. Mr. Christensen and his co-authors argue that by putting the financial interests of hospitals and doctors at the center, the current system gives routine illnesses with proven therapies the same intensive and costly specialized care that more complicated cases require.
"Health care hasn't become affordable," he said in an interview, "because it hasn't yet gone through disruptive decentralization." It's coming, though. Some health care suppliers have set up fixed-fee integrated systems, and accept monthly payments from members in exchange for a promise of cradle-to-grave health care. Each usually also charges a small co-payment for treatment. Routine cases are handled through lower-cost facilities, leaving more complicated cases to higher-cost hospitals and specialists. Such systems include Kaiser Permanente, Intermountain Healthcare in Utah, the Mayo Clinic, the Geisinger Health System in Pennsylvania and the Veterans Health Administration.
By creating a continuum of care that follows patients wherever they go within an integrated system, says the Princeton University economist Uwe Reinhardt, care providers can stay on top of what preventive measures and therapies are most effective. Tests aren't needlessly duplicated, competing medications aren't prescribed by different doctors, and everyone knows what therapies a patient has received. As a result, integrated systems like Kaiser's provide 22 percent greater cost efficiency than competing systems, according to a 2007 study by Hewitt Associates.
Kaiser's system, in particular, has proved the benefits of an integrated system, Mr. Reinhardt says. "It is much cheaper than pay-for-service systems, because they have absolutely no incentive to overtreat you, but they have every incentive to keep you healthy," he says. "Kaiser still makes mistakes - any large system does - but their facilities always come out ahead in every service quality survey I've reviewed."
The Stanford economist Alain C. Enthoven, who has been studying the nation's health care system for more than 30 years, said integrated systems "are the disruptive innovation we need to turn loose on the rest of America." In a recent report for the Committee for Economic Development, Mr. Enthoven advocates letting consumers choose between traditional fee-for-service plans and less expensive integrated systems, then letting consumers pocket the difference in premiums.
"Medicine is a complicated team sport," he notes. "It takes an integrated system to keep the patient at the center of it."
DR. JOHN H. COCHRAN, who as executive director of the Permanente Foundation is the highest-ranking physician among Kaiser's 14,000-plus doctors, says information technology will play a crucial role in revolutionizing the country's health care system.
"There's a mythology that I.T. decreases the personal relationship between the physician and the patient," he said. "In point of fact, it enhances it." Bringing business school concepts to bear on health care simply makes sense, Dr. Cochran says.
"We have a financial, macroeconomic, multinational crisis right now that can be paralytic or catalytic," he said. "Let's make sure we're a catalyst."
Janet Rae-Dupree writes about science and emerging technology in Silicon Valley.
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"Individual commitment to a group effort - that is what makes a team work, a company work, a society work, a civilization work."
Vince Lombardi
"It's up to us, in management, to create an environment in which every team member on the line takes control of quality and works to streamline production without ever worrying about his own job security"
The Toyota Way 2001
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Trust them
This is a "healthcare" newsletter. Generally the articles I share or write are about healthcare organizations or management. I was struck by the article reprinted below for several reasons. Who has more of a direct link between work effort and income than farmers? Who, because of weather or government intervention has less control over many of those work outcomes than farmers? Hospitals, long term care facilities, physicians and other providers often feel tossed about by winds they have no control over. Now, with economic uncertainty at the highest level it's been in years, it would be easy for managers to sit back and say to employees that there's "nothing I can do for you - leave me alone." That approach could prove to be a big mistake. Numerous studies have shown that employees crave recognition above all else, yes, even above money. Now is precisely the time to seek out employees' thoughts on how and where to cut costs, how to improve customer service and how to communicate important business facts. One of the reasons employees don't trust the organizations that employ them is that the leaders of those organizations often aren't open with employees, don't trust employees to be responsible adults. Too often front-line staff find out about important news about their organization from newspapers or other indirect sources rather than from their manager or other leader. People are working hard. They realize that we are all going through difficult times and they want to help. Recognize their willingness to participate and recognize the contributions they make both as individuals and as members of work teams. Don't underestimate and underutilize the power of the biggest asset any organization can have - it's own employees!

Ken
KenBast@MgtConsultinginHealthcare.com |
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Consider a Non-Financial "Raise" This Year.
Dr. Bob Milligan, Senior Consultant, Dairy Strategies, LLC and Professor Emeritus, Cornell University.
Few employees of farms, golf course, or other businesses will receive an increase in their salary or wage this year due to the continuing economic crisis. I have been calling it "TURBULENCE" squared. In fact I do not personally know anyone receiving a salary or wage increase. Does that mean owners can do nothing to "compensate" their employees for their continuing hard work and dedication to the business? The answer, of course, is a resounding NO! We begin by recognizing that for everyone - owners, managers and employees - "compensation" - what we take home from work - has two components. The first is the financial compensation - salary/wages and benefits - that we have agreed is unlikely to increase much if at all this year. The second - the non-financial "compensation" - is the focus of this article. Anything that enhances job satisfaction is a form of non-financial "compensation." Research increasingly suggests that job satisfaction is enhanced by a) success in one's job, b) engagement in the success of the business and c) anything that increases trust in the business itself, business leaders, and one's coworkers. The real problem, dilemma or maybe even tragedy today is that in most businesses - farms, golf course, agribusinesses - non-financial "compensation" is declining. As financial stress and uncertainty have encompassed almost every business, job satisfaction and team spirit have declined. Employee trust in their employer may well be at an all time low. Recent research found that only 20% of employees trust the organization that employs them. As with most bad situations, there is a silver lining. You have the challenging opportunity to capitalize on this difficult situation (TURBULENCE squared) to build a potentially lasting trust with your employees! Here are four suggestions to increase non-financial "compensation" for your employees:
Let them know how the business - farm, golf course, agribusiness - is doing. It is no secret to your employees that this is a challenging time for all businesses. They hear it in the local press, they hear it in community discussion, and they hear it from you. Unless you are telling them otherwise, they are probably at some level questioning the future of your business and thus their job security. Although this is a difficult time, most businesses will survive and return to profitability. If your business is one of these, let your employees know. If your situation is tenuous, your employees may well be willing to sacrifice to help your business survive. Remember that in most cases our preference for news is: good news, bad news and lastly no news. We as human beings are likely to imagine and begin to believe worst case scenarios in uncertain situations with an information void.
Provide clarity ("chalking the field"). I recently visited with a dairy farm manager who was frustrated that one of his employees did not call him when the employee discovered a cow that was unable to get up. I encouraged him to talk to the employee. During that discussion he realized that he had never clearly communicated when or how to contact him in such a situation. We all have a tendency to assume that others - family members, friends, partners, employees - understand clearly even when they really do not. Especially in our current uncertain environment, clarity of rules, expected behaviors, job responsibilities and procedures/protocols is extremely important. Be clear!! Explain why!! And then ask questions to ensure that there is clarity.
Help your employees succeed. Building on the previous point, apply the need for clarity to performance expectations. Most of us feel the most success when we meet or exceed a PREVIOUSLY set expectation/goal. You need to: a) have clearly established performance expectations, b) engage everyone in meeting and exceeding these expectations, and c) work with your employees to set performance expectations for themselves. You then need to provide training, coaching, feedback, support and encouragement to enable them to succeed.
Improve communication. It is amazing how often we talk but do not clearly communicate. The best place to start to improve communication is to be a better listener. Great listeners are fully engaged in what is being said including watching body language and catching the tone of the voice. They then take the time necessary to fully understand what was said and respond thoughtfully. Asking questions that show interest in your employees (How is your family doing? What are your children doing this summer/) and that show your interest in their ideas for the business (How would you do this? What are your ideas to improve?) build trust and respect.
In Conclusion
The key to employee job satisfaction is being proactive - not reactive -- in your interactions with them.
This is an incredibly frustrating time for all of us. Working to refrain from taking this frustration out on others (family members, friends, employees) is a difficult but crucial undertaking.
Oh! By the way! Increases in non-financial "compensation" - job satisfaction - will almost certainly also lead to greater employee productivity. |
Consumers want technology to help keep them healthy, survey shows
REDMOND, WA - A new survey from Microsoft Corp. shows that Americans want their doctors and their health plans to use technology to help them become healthier.
The Microsoft Health Engagement Survey 2009, conducted by Kelton Research, found that consumers want electronic coaching via e-mail and phones to help them improve health habits, self-manage conditions and better coordinate care with providers.
Kelton Research conducted the Microsoft Health Engagement Survey 2009 in March 2009 among 1,002 Americans, ages 18 and older.
"Insurers can no longer wait for consumers to self-manage their chronic conditions through standalone Web tools," said Dennis Schmuland, MD, U.S. health insurance industry solutions director at Microsoft. "Consumers want their providers and insurers to team together to help them replace bad health habits with good ones, reduce their health risks and equip them to self-manage their conditions. This requires a new generation of technology designed to proactively improve health and coordinate care at the individual and community levels."
According to the survey, 66 percent of Americans are interested in receiving health-related encouragement or reminder e-mails from their health insurance company and 52 percent would be open to receiving e-mails that provide them with feedback on their health progress. In addition, 62 percent of Americans believe that personal health record services are valuable.
Fragmented care Fifty-five percent of respondents reported the healthcare system as fragmented in terms of helping people manage their health. People who feel this way are far more likely to rely on general health Web sites for information, rather than doctors or health advisory hotlines that insurers offer (25 percent, versus 18 percent of those who feel the system is seamless).
In addition, despite insurers making strides in recent years to add self-help tools and other improvements to their Web sites, 49 percent of insured Americans feel their health plans support them only when they need to visit a doctor, instead of helping them stay well. Of consumers who did access insurers' Web sites, 49 percent used them primarily to find a provider and 48 percent were looking for coverage information.
Technology seen as 'inviting'
The survey results point to the fact that technology is not yet helping Americans proactively manage their health. Currently, consumers reactively turn to health Web sites looking for information about a current issue or illness (68 percent) instead of to learn how to become healthier.
However, consumers seem to be ready to incorporate technology into their health behavior. Almost four in five (77 percent) of Americans find the idea of technology helping solve their healthcare needs as "inviting" instead of "intimidating." While they prefer e-mail (66 percent) and the telephone (57 percent) as the best channels to communicate with their insurers, some also are open to text messaging (10 percent), instant messaging (7 percent) and videoconferencing (4 percent).
"Patients who take an active role in their healthcare are more likely to receive the best care possible from their doctor," said Ted Epperly, MD, president, American Academy of Family Physicians. "When patients and their personal physicians work together and involve technologies that empower them to improve their health habits, they can lower their health risks and self-manage chronic conditions. It's critical for providers, patients, and public and private payers to work as a team to improve health, wellbeing and outcomes at the individual and community levels. Such collaboration would help control the runaway rate of medical costs that keeps health coverage beyond the financial means of many Americans." Healthcare IT News June 2009
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