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Quote of the Month
"There is probably nothing worse in business than to work for a boss who doesn't want to win. This can happen anywhere, at any level - and probably occurs more often than we think."
Jack Welch
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Boomer Facts from the Census Bureau
For the first time in 13 years, the U.S. Census Bureau has released a collection of statistics on the Baby Boomer generation, those people ages 42-60 years old in the year 2006.
New population number: There were 77,980,296 Baby Boomers living in the US in 2006 (50.9% women). That number is projected to be 57,793,135 in the year 2030 (an estimated 54.9% will be women).
Where they live: The states with the highest number of people ages 42-60 years were California, Texas, New York, Florida and Pennsylvania. The states with the highest percentage-of-population of Boomers were Vermont, Maine, New Hampshire, Montana and Connecticut.
Heritage: Among the Boomers, 89.7% were non-Hispanic and 10.3% were Hispanic.
Education: An educated group, 29.8% were high school graduates, 28.9% had some college and 28.8% had a bachelor's degree or higher. A much smaller number (12.5%) had less than a high school degree.
Employment: Most Baby Boomers (74.1%) were employed; 22.4% were not in the labor force. The remainder were in military service or unemployed. In the prior 12 months, household income came from earnings (91.8%), retirement income (11.3%), Social Security (10.4%) and food stamps (6.9%).
Housing: Two-thirds were homeowners living in their homes and 25% rented. |
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Less than 30 percent of projects in healthcare facilities end successfully, and Harvard professor David Shore thinks he knows why.
"Project management is about change management, and this is a particular challenge for the healthcare industry," Shore said Thursday at the World Health Care Congress Leadership Summit on Project and Portfolio Management. "Project failure is acceptable in other industries, but not in healthcare."
Shore, the director of the healthcare project management certificate program at the Harvard School of Public Health, gave the keynote speech at the Boston event for healthcare project management executives.
He said failure is built into the product development model in most industries, but that healthcare organizations must think differently. In healthcare, failure is always bad - primarily because of the potentially negative impact on patient care.
"When you greenlight any project in healthcare, you're saying it's too important to fail," Shore said. "The consequences of failure in healthcare are dreadful."
Shore and his Harvard colleagues have spent years trying to determine why so many healthcare projects fail. There is very little good data on healthcare project management, Shore said, but research has shown that many of the reasons healthcare projects fail can be controlled.
"We know that the seeds of failure happen early in the process," he said.
Shore provided a list of 10 "critical failure factors" that bedevil healthcare projects. He said healthcare executives would do well to study the factors to better determine why projects at their organizations fall short of success.
The literature often cites failure rates of 70-80% with failure defined as the facility not achieving the benefits they thought they would realize from the implementation of changes in business processes and the execution of the change management piece is most frequently cited as the culprit.
An executive sponsor is required, especially when an interdisciplinary team from multiple departments is required to execute the changes. If the priorities of team members from one of the many departments involved in a project decide that they suddenly find that their department's priorities have changed and they can no longer commit the time and resources to the task, the appropriate governance from an executive level can remedy the conflict.
Inertia is also a critical factor. Folks get really comfortable with the status quo and if communications are insufficient to educate the team and the staff to the facility wide benefit for facilitating the execution of their mission, there will be folks without the drive to implement the changes.
Stakeholder communications and participation are absolutely critical. Not only are they the closest to the business processes, they must have a voice in crafting the solution and be "sold" on the benefits of implementing the changes. No one likes to have their new business processes imposed on them without having the opportunity to be a part of crafting the solution.
Scope management is critical to success as it defines what everyone agrees needs to be done and drives the time and resources required to do so.
Lastly, the execution of the work must be competently managed. This requires excellence in meeting facilitation and project management. Meeting participants should know by way of published agendas what is to be discussed, what decisions are made and what tasks need to be executed and by when and by whom. Discussions of agenda items must be timed to maximize available resources. Minutes should be published within 24 hours afterwards. Subsequent meetings must follow up to assure that assigned tasks are being performed in a timely manner.
These meetings facilitate and monitor the efficacy of the execution of a project plan. Project plans are the basis for how work gets accomplished and how issues and identified risks are managed and mitigated.
Frequently the skill set for facilitating meetings and managing project plans is lacking and leads to failure to execute the plan to move from how things are currently performed to how they will be performed in the future |
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Happiness push seems to be just what the doctor ordered
By Diane Bell, UNION-TRIBUNE COLUMNIS
"Don't Worry, Be Happy" could be the theme song of Sharp Grossmont Hospital physicians.
When Dr. Michael Musicant took over as chief of staff, he had a specific goal topping his list - to make the more than 700 medical staff members happy.
The semiretired vascular surgeon, who has worked at the hospital for more than 40 years, said his physicians were facing decreasing respect, dropping reimbursements and a phenomenal increase in governmental oversight.
As Musicant expected, there were some snickers and cynics when he introduced his Happiness Initiative last January. Nevertheless, he held firm, explaining in the employee newsletter: "As annoying and presumptuous as that may sound, that is my goal."
Proving he was serious, he immediately launched a Happiness Committee to come up with activities that would involve Sharp Grossmont's medical staff, their spouses and families.
He also moved the quarterly general staff meetings to evenings and added spouses and speakers, beginning with a Harvard professor who presented empirical data that happiness relieves stress and enhances job satisfaction.
Since January, the Happiness Committee has staged an exhibit of its physicians' artwork and a doctors' talent show. (One of the doctors who performed, Joseph Witkin, was an original Sha Na Na keyboard player in the '60s.) They formed a book club, a hiking club and a holiday choir. This summer, they gathered family members together to stuff backpacks to give to La Mesa students.
Coming up on the Happiness Committee's agenda is a casino night, a bowling outing, a comedy show and a "Dancing With the Stars"-inspired evening that has been dubbed "Dancing With the Doctors."
The effort to put a smile on their faces seems to be working, judging by a recent staff physician satisfaction survey. Sharp Grossmont's ranking jumped 12 percentage points, from 77 percent last fall to 89 percent this fall.
Queries about the Happiness Initiative have been coming in from other hospitals. "People who were the most cynical have become the biggest supporters," said Lesley Bradley, Grossmont's medical staff manager.
When Musicant recently walked into the doctors' lounge and asked one physician how he was doing, the doctor looked up and replied, "Well, I'm happy." For Musicant, that was a sign that his message is catching on. | |
Accountability as the #2 Focus of Focus 5
I've talked with many, many front line employees in numerous hospitals and they keep telling me "accountability, there isn't any in this organization." They also tell me that decisions are made for their department and other departments by managers who don't really know how things work, using some mysterious and unknown methodology. What is interesting about this is that I rarely, if ever, hear about accountability first from hospital leadership. When asked, senior management often will agree with their employees that there is not enough accountability - but surprisingly they almost never bring it up. Perhaps hospital leaders just assume everyone knows what accountability truly means, and what it requires - but are blind to the fact that without coordinated procedures and policies to promote the right behaviors, there really is no accountability. Sure, in the end, accountability is up to each individual - but without an organizational framework and set of trackable practices, then there is quite frankly no organizational accountability. In such a place there are heroes, martyrs, firefighters - there are the staff who you secretly know to call to actually get something done, the "go to" people - but there is no culture of accountability. If there were, you wouldn't need these folks to stand out by exception. And in such a culture, you are depriving yourself and the organization of the commitment and input of the vast majority of staff who have become disenchanted, disappointed, disaffected and who are just doing their job, trying to stay under the radar, or worse, get by with as little as possible.
The truth is that staff employees need to know - and yes, want to know - what the goals and strategies of their unit, department, division, etc. are. They expect that they will be held accountable for success or failure, and they want everyone else to be accountable as well. Every new employee, at whatever level, starts out this way. It's over time, as they come to understand that the expectations are not clear, or worse not even really known, that the degradation begins. It's when they see great variation in results and rewards within their department or across the organization that problems are created. It is a basic desire that we want what we do to matter, that we want to be able to feel proud of the work we do. This pride is based on a job well done, toward a goal worth working for. But if there are no measures for whether you're doing a good job or not - if you see changes made, rewards given, penalties doled out, seemingly disconnected to what kind of job has really been done, or how something may have furthered or hindered a goal or strategy - then is it any wonder that soon morale plummets, and accountability becomes an inside joke?
What then gets in the way of accountability?
- No clearly established goals.
- Classic, old-fashioned, measurable goals - for the hospital, for each worker - from ROI to work outputs per shift - and developed by a process that has the trust of those being measured.
- Established goals aren't communicated.
- Said, written, emailed, posted on the wall - literally. And this is where "transparency" comes in; the more secrets an organization's leaders keep or appear to keep, the less accountability, the less logic employees will experience.
- Rewards and salary increases not tied to achieving goals or expected outcomes.
- No timelines for success.
- With dates, again set with those being measured.
- No clear threshold of success.
- How do you know when you've made it? When you've fixed it? When you've done the hard part?
- Lack of consequences for those who "opt out".
- Anyone can try hard and still fail, but if it's a legitimate effort, that person will be the first one to try to figure out what went wrong - here we're talking about the staff employee who is actively or even passively sabotaging the culture or the work, as well as the VP or doctor who refuses to adapt to the new expectations. Someone WILL be fired. And you will be breath taken by the upsurge in morale among the good workers when the bad apple is finally tossed out of the barrel.
- Organizational politics and silos.
- Silos are, by definition, designed to keep things separate. Yes, you still need organizational structure, but not for its own sake - if it's getting in the way, bust it down.
- Required cultural and operational changes aren't planned or managed.
- The bad news: instilling organizational accountability will take hours of each and every day, changing how you talk, meet, decide, direct, react. The good news: you and every single employee will gain a little more "ownership", a little more pride, and little more accountability, every single day. Most of all you will all gain a great deal more productivity and more error-free work.
No one expects every decision, every day to be faultless. They do expect to know who made what decision and why, as well as what can be done to correct a bad course. This is why data and measurement should be everyone's friend, and will be if those being held accountable know the "who" and the "why", or even better, can be part of their development. Everyone needs to know when they are on the right track and when they are not. And they need to know as soon as possible so that necessary changes can be made to improve, or so others can be educated on what it takes to assure success. This is the path to true accountability. HAVE A HAPPY NEW YEAR! Let me know your thoughts. Email me and also follow me on Twitter! http://twitter.com/HospitalFocus5
Ken
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Holding Doctors Accountable for Medical Errors
By PAULINE W. CHEN, M.D. New York Times
Ten years ago, a national panel of health care experts released a landmark report on medical errors in the American health care system. Published by the Institute of Medicine, "To Err is Human: Building a Safer Health System" estimated that as many as 98,000 people died in hospitals each year as a result of preventable mistakes. Being hospitalized, it turned out, was far riskier than riding a jumbo jet.
Dr. Robert M. Wachter, a professor of medicine at the University of California, San Francisco, and a national leader in patient safety, recently published two critiques of the safety movement, one in Health Affairs and one in The New England Journal of Medicine. Both urge physicians to begin acknowledging their individual roles in medical errors. "A blame-free culture carries its own safety risks," he writes. "As we enter the second decade of the safety movement, while the science regarding improving systems must continue to mature, the urgency of the task also demands that we stop averting our eyes from the need to balance 'no blame' and accountability."
I spoke to Dr. Wachter recently about his assessment of the patient safety movement, the need for increased accountability and the impact of some of these changes on the patient-doctor relationship.
Q. In one of your critiques, you give the patient safety movement a grade of "B-," a modest improvement over the "C+" you gave five years ago. How would you have graded patient safety 10 years ago when the Institute of Medicine report was published?
A. I would have given it a "D-." Ten years ago, safety happened almost randomly; you happened to have good people or you got lucky. But 10 years is not a long time, and I've been extraordinarily impressed with the progress so far.
That being said, when my kids come home with a "B-," they all get a talking to.
Q. What is a major patient safety area that still needs to be addressed?
A. Ten years ago, we approached patient safety as a series of system flaws; we believed that most errors were committed by good competent people doing something no more complicated than forgetting a cellphone. But in the last few years some of us in the patient safety field have begun to feel uneasy about that approach. When there are reasonably safe standards available, what do you do when people simply don't adhere to them? At some point, it's no longer a "systems problem."
Q. In one of your articles, you use the example of hand hygiene to illustrate your point.
A. Hand hygiene seemed like a good place to start studying how we might find a new balance between "no blame" and accountability. We know that this particular problem can be morbid, sometimes fatal, and that the systems issues, such as the availability of sanitizing gel dispensers in hospitals, have by and large been fixed. But even with those changes in place, few health care systems have had sustainable rates of hand hygiene over 80 percent. We have not achieved the rate we would expect of ourselves, and that our patients would expect.
Most hospitals and health care organizations are starting to step up to the idea of individual accountability, but in very haphazard ways. For instance, I can lose my hospital privileges if I fail to sign a dictated discharge summary or operative note. But if I don't clean my hands for the next 10 years, nothing will happen to me.
One of the fundamental problems of safety is embedded in this example. We operate in an environment where there are regulatory sticks and payment incentives; and in this particular example, it's difficult to submit to an insurer if the doctor hasn't signed off. When there's money at stake, organizations get motivated enough to stop being too fuzzy.
Promoting safety - really doing it right - takes time and money. Ethics and professionalism are important but not enough.
Q. Do you think the safety movement has eroded trust between patients and doctors?
A. It has eroded trust in safety, but I think that was absolutely necessary. The idea from the I.O.M. report that launched this field was that there was a jumbo jet's worth of people dying every day.
The only way we are going to fix this problem is to become much more open and transparent. That transparency will drive us to improve and allows us to educate each other.
I really do believe that most doctors, nurses and administrators are good people, but it takes hard work and a lot of time to improve patient safety. We need to figure out what milieu will allow people to focus on safety and quality in the way that they need to. And I don't see how we can get to that stage if people don't have the appropriate level of concern.
Q. Has this erosion of trust had a detrimental effect on the patient-doctor relationship?
A. The chaos of everyone doing things their own way is incredibly dangerous, and it is that chaos which gets in the way of the relationship. You can make health care better, safer and less expensive while strengthening the core of the patient-doctor relationship. You can standardize certain parts of care based on clear evidence, which will free up doctors to focus on those pieces of the health care puzzle where there is no data - those issues that are uniquely human and that require judgment, expertise and empathy.
The challenge, though, is to standardize care in a way that will improve safety while retaining the parts that make medicine human. The last thing we want to do is to regiment empathy or to create something so regulated that doctors cannot do something nuanced or innovative for patients.
Q. What are the roles of patients and of doctors in the patient safety movement?
A. If I were a patient or a loved one, I would do what everyone recommends - have a loved one by your side, look for signals that a hospital is safe, check that a physician is board certified. But I am also intensely ambivalent about how responsible patients should be for safety and the prevention of error. Medical mistakes are our bad. Why should patients bear the responsibility to receive the right medication or to have the correct leg amputated? When I get on a plane, I don't worry about safety and errors.
As for doctors, patient safety can't happen if physicians aren't smack in the middle of it. We can either facilitate safety or we can stand its way. We will stand in its way if we embrace our historical approach to these problems, if we instinctively engage in finger-pointing, if we aren't willing to listen to others.
We have a huge role in creating the kind of environment where people will feel comfortable questioning anything that seems strange or out-of-place and where doctors are open to different opinions from others.
As doctors, we have to admit first that we don't deliver care that is of the quality and safety our patients deserve. Then we have to get past our professional arrogance. We don't have the answers to all of these issues, and we have to be open to others who may have the answers or who can approach it from different angles.
Join the discussion on the Well blog, "Keeping Patients Safe |
The business of hospitals
A new private hospital soon opens in Maple Grove, the first new freestanding hospital built in Minnesota in nine years. The hospital business is not like any other -- competitive but also controlled in many ways by government.
Also discussed was what cuts to General Assistance Medical Care might mean for Minnesota's public, nonprofit hospitals.
Guests
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Kenneth Bast: Health care consultant and founder of Hospital Focus 5. He built a hospital in Illinois.
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Robert Town: Professor in the Division of Health Policy and Management at the University of Minnesota. His research focuses on competition in the health care marketplace.
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Erin Murphy: DFL-St. Paul, state representative and registered nurse. Murphy is a licensed nurse in Minnesota and worked for MN Visiting Nurses in their flu clinics this fall. Listen to the audio:
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"It is not only what we do, but also what we do not do, for which we are accountable."
Moliere
"Sometimes I think the surest sign that intelligent life exists elsewhere in the universe is that none of it has tried to contact us."
Calvin and Hobbs
"When the people become involved in their government, government becomes more accountable, and our society is stronger, more compassionate, and better prepared for the challenges of the future."
Arnold Schwarzenegger
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