Achieving Strategic Results

Transcription

1 Achieving Strategic Results Pete Knox Executive Vice President Chief Learning & Innovation Officer May 2012

2 Bellin Health - Mission Statement Bellin Health is a community-owned not-for-profit organization responsible for the physical and emotional health of people living in Northeast Wisconsin and the Upper Peninsula of Michigan. Directly, and in partnership with communities, employers, schools, and government officials, we guide individuals and families in their lifelong journey toward optimal health. We are committed to providing safe, reliable, cost-effective total health solutions with respect and compassion. Our innovative work will impact healthcare delivery in our region, as well as throughout the world. 2

3 - Vision Statement The people in our region will be the healthiest in the nation. 3

4 - Strategic Objectives Objective 1: Patient, Family &Customer-Centered Organization Objective 2: Engaged Staff and Partners Objective 3: Improved Health of the Population Objective 4: Growth & Prosperity 4

5 - Overview Serving a market of 600,000 people Bellin Hospital, a 220-bed community hospital with proven excellence in heart and vascular care; orthopedics and sports medicine; family programs and services; and minimally invasive procedures including robotic surgery Oconto Hospital & Medical Center, a critical-access hospital in Oconto Bellin Medical Group, a 93-member primary care group with 34 clinic sites and proven excellence in disease management and wellness care Physician Partners, Ltd, more than 170 independent specialty physicians NorthReach, a 26-member primary care group managed in partnership with Bay Area Medical Center in Marinette Bellin Orthopedic Surgery Center, an ambulatory orthopedic surgery center merged in partnership with a local orthopedic physician practice Bellin Psychiatric Center, a dominant provider of in- and outpatient behavioral health services Bellin College with baccalaureate and masters degree programs to educate and train nurses and radiologic technologists Unity Hospice, providing hospice and palliative care services 5

6 Healthcare At A Crossroads A great chasm to cross but many not capable of making the journey. 6

7 The Chasm to Cross What is on the minds of Senior Leaders 1. How will I prioritize the various cost and quality imperatives my organization will need to accomplish to thrive? 2. How will I reach beyond the walls of my organization. To public health authorities, non profit groups and others, and engage these key community partners in helping to improve the health of patient population my organization serves. 3. How will I move my organization toward true clinician alignment and integrated care delivery? 4. What does accountable care mean for my organization? Are market reform forces moving toward population health broadly, or should we focus on creating integrated care models for certain populations? 5. How will I effectively lead my organization through the transition form volume based payment model we operate under now to the value based payment model that is coming? Huron Healthcare Report 7

8 IMPORTANCE OF OBSTACLE High Capabilities to Make the Journey Obstacles to Executing Strategy Lack of clear & decisive leadership; actions inconsistent with strategy Poor communication of strategy Making it meaningful to frontline; translating strategy to execution; aligning jobs to strategy Silos or units with competing agendas Resistance to change Lack of accountability or followthrough; inability to measure impact Too focused on short-term results Everyone too busy; lack of time; resource constraints Low POPULARITY OF RESPONSE 70% FAILURE RATE 8 High

9 Assessment Strategic Clarity & Production System Design Not Developed Fully Developed STRATEGIC CLARITY High level specifications for the production system defined Clear aims (1-5 yrs) cascaded to organization Clear value proposition for customers Organizational energy alignment Organization wide clarity on strategic intent and direction PRODUCTION SYSTEM DESIGN Large scale commonality plan Product across the continuum plan Functional / operational plan Unit / team QIDW plan Individual plan TOTAL 9

10 Assessment Measurement System & Performance Improvement Design Not Developed Fully Developed MEASUREMENT SYSTEM DESIGN Large scale commonality measurement system Product across the continuum measurement system Functional / operational measurement system Unit / team QIDW measurement system Individual measurement system PERFORMANCE IMPROVEMENT DESIGN Managing quality control Driving innovation Rhythm and disciple Consistent and standardized methods & tools Managing to the Sweet Spot Maximizing organization energy TOTAL

11 Assessment Marketing/Sales Alignment & Cultural Alignment Not Developed Fully Developed MARKETING/SALES ALIGNMENT Leveraging production system capabilities Targeted at Permission to Believe Customer relationships Positioning brand in market Measuring ROI CULTURAL ALIGNMENT Organizational health platform development Organizational performance platform development Alignment of internal/external partners Measuring ROI Culture aligned with Mission TOTAL 11

12 The Path Forward A Business Model and Framework for Achieving Sustainable Strategic Results 12

13 The Business of Health Care High Performance Health Care Model - Market/Customer Knowledge - Organizational Knowledge Strategic Position 1 What Should We Make? What Features/ Functions Should Our Products Have? BRANDS Products and Services VOICE OF THE CUSTOMERS External Focus Focus How Will We Make It? SYSTEM OF PRODUCTION ORGANIZATIONAL STRUCTURE 2 Platform VOICE OF THE PROCESS Internal Focus Is It Made Well? SYSTEM OF MEASUREMENT SYSTEM OF LINKED MEASURE 3 Knowledge What Do We Need to Improve/ Redesign? Do People Buy Our Products? Knox 2000 SYSTEM OF IMPROVEMENT SALES MARKETING ALIGNMENT AND DEPLOYMENT ROAD MAP OFFERED / CHOSEN 4 VOICE OF THE MARKETPLACE External Focus Action Results 5 6

14 1 The Strategic Dimension 14

15 1 The Role of Strategic Clarity VISIONS AND TARGETS 2015 Strategy Targets Nurturing the Organization Clear Aims Cascaded to Organization Value Proposition to Customers Aligning Energy 15

16 Production System Capability SPREAD Strategic Alignment and Deployment Cascading of Aims and Improvement MISSON / VISION Current Performance Analysis of Gap-Finance Model A P A S P D A P S D SYSTEM System Improvement Plan Strategies AIMS yr Portfolio of Projects A S P D S D A P A S P D 120 Day Cycle A P S D BRAND Brand Improvement Plan DEPARTMENT Quality in Daily Work Strategies Strategies AIMS yr AIMS yr Portfolio of Projects 120 Day Cycle Portfolio of Projects 120 Day Cycle A S A S P D P D S A S A D P D P A S A S P D P D A S A S P D P D INDIVIDUAL Individual Improvement Plan Strategies AIMS yr Portfolio of Projects A S P D S D 120 Day Cycle Strategic Results 16

17 2 The Role of the Production System Design and deliver to specifications 17

18 2 The Production System Sub-system that includes all functions required to design, produce, distribute, and service a manufactured product. BusinessDictionary.com 18

19 2 Platform Planning Collection of assets that are shared by a set of products Components Processes Knowledge People and relationships Robertson/Ulrich 19

20 2 Three Information Management Tools The Product Plan The Differentiation Plan The Commonality Plan Robertson/Ulrich 20

21 2 Anatomy of the Production System Five views of the Production System 1. Individual contributor 2. Unit / team 3. Product across the continuum 4. Functional / operational area 5. Large scale commonality 21

22 2 The Production System Knowledge of the Individual Connected Personal Experience Individual Health & Life Goals H 22 $ Q 22

23 2 3 The Production System Product Across the Continuum Stroke Management Knowledge of the Individual Collective Patient Experience PCP EMS ED 4Med OT/PT SNF Rehab Neuro PCP Individual Health & Life Goals H $ Q 23

24 2 The Production System 2 Unit / Team Knowledge of the Individual Collective Personal Experience PCP EMS ED 4Med OT/PT SNF Rehab Neuro PCP Individual Health & Life Goals H $ Q 24

25 2 The Production System 1 Individual Contributor Knowledge of the Individual * * * * * * * Collective Personal Experience * Individual Health & Life Goals H $ Q 25

26 2 4 The Production System Functional & Operational Areas IT Knowledge of the Individual Collective Personal Experience Individual Health & Life Goals Nursing H $ Q 26

27 2 5 The Production System Large Scale Commonality Knowledge of the Individual Collective Personal Experience Individual Health & Life Goals Community Health Wellness/ Prevention H Acute Care After Care $ Q 27

28 3 Knowledge of the Individual Measurement System for the 1 * Production System 2 4 Collective Personal Experience 3 Product Continuum Individual Health & Life Goals Community Health Wellness/ Prevention After Care 5 Nursing 28

29 3 The Role of the Measurement System Inform and Provide Knowledge 29

30 3 System Scorecard Focus on system-level measures Limited to a relatively small set Grouped by system strategies Balanced among the strategies Allow for comparisons to similar organizations Relatively straightforward, not overly complex Within control of the organization / Actionable Implies operational measures that impact system measures 30

31 3 Types of Measures Production Steps Process Measures Patient, Family and Customer-Centered Organization Engaged Staff and Partners Improved Health of the Population Growth & Prosperity Outcome Measures Patient, Family and Customer-Centered Organization Engaged Staff and Partners Improved Health of the Population Growth & Prosperity 31

32 3 The Five Views of Measurement Community Health Collective Personal Experience Wellness/ Prevention Acute Care After Care Large Scale Commonality Product Across the Continuum Team Team Team Team Individual Individual Individual Individual Individual Individual Individual Individual Individual Operational & System Support 5 32

33 3 Aligning Production & Measurement View Individual Unit Product Measure Owner Individual Team Lead Service Line Leader Functional Area Chief and/or VP Commonality System Owner 33

34 4 System of Improvement 34

35 4 Managing Organizational Energy Fully Utilized The Sweet Spot of organizational energy Non Aligned Lots of activity Few results Low activity Fully utilized capacity Many results Empty capacity Aligned Few results Limited/mixed results Under Utilized 35

36 Energy Grid

37 MANAGING ORGANIZATIONAL ENERGY Strategy Aims CURRENT Performance Current Processes Reliable/Predictable/Safe Innovation Pool of Ideas Priority Gate Spread Gate Improvement Priorities Strategy Results NEW Performance 37

38 The Discipline of Execution The Five Key Cycle Phases Phase I The Diagnostic Journey Phase II Prioritization and Focus Phase III Organizing the Work Phase IV Work Period Phase V Recalibration 38

39 5 Market / Sales Alignment 39

40 5 We know that a cancer diagnosis can be overwhelming and with it can come a host of concerns and decisions that have to be made. For most people there is an immediate need for information and a desire to be doing something. We want to help you make sure the information you re getting is accurate and helpful so that you can move through each step of the decision-making process in control and on your teams. This isn t about rushing... It s about responding. There is nothing more frightening than being told you have cancer. Unless it s being told you have cancer and then being told nothing at all for days... Even weeks. At The Cancer Team, we re committed to treating you with dignity and respect by first making sure that you aren t left alone with your fears. From the beginning, The Cancer Team member will work together to respond and include you in the process of developing a treatment plan. 40

41 6 Cultural Alignment 41

42 High Performance Culture Model Key Drivers People Platforms Leadership Development Professional/Personal Development Promotes a Culture of Safety Individual Attributes of High Performance Culture Pride in Organization High Engagement Scorecard High Performance Culture Quality Improvement Organizational (Strategic) Learning Innovative Thinking Team Player Individual Professional Growth Highly Empowered Vision Mission Values Strategy Execution Wage, Benefit and HR Related Policies Reward/Recognition Act Like You re an Owner - Stewardship Highly Productive Performance Contributes to Strategy Positive Interdisciplinary Relationships Retention Employee Health & Safety Engagement Performance Recruitment & Acclimation to the Culture *Preceptor/Mentor Individual Accountability Creates Patient Satisfaction High Quality Work Performance Evaluation Methods *Individual Scorecards *Performance Feedback Effective Leadership Healthy Lifestyle High Personal Satisfaction Future Sustainability Effective Communications Champions Mission Vision Values

43 Building a More Capable Organization 1. Identify areas for development 2. Identify team to assess and build plan for each dimension 3. Develop longer term aims for each dimension 4. Develop short term (120 days) action plan to close the gap 5. Provide reports and feedback to the organization 6. Develop a Steering Team 43

44 Thank you! All rights are reserved. Copyrights for the materials used in this booklet owned by Bellin Health and its affiliates. The use and/or reproduction by any means of any information contained in this booklet without the written permission of Bellin Health is strictly prohibited. 44