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Learn how to be a change agent and catalyst for cultural transformation within your organization. Discover the keys to creating a balanced and collaborative work environment that maximizes the experience of people at the center of care.
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You Do Great Work, We Can HelpOrganizational CultureChange from Within Danny van Leeuwen, RN, MPH, CPHQ Consultant Health-Hats danny@health-hats.com Blog:www.health-hats.com ONL Leadership Academy 3/18/16 www.health-hats.com
Danny • Patient, caregiver, nurse, informaticist, leader • Nurse in home care, ED, med surg, physical rehab • Manager in ICU • Director/VP QI in Managed Care, consulting, rural and urban health systems, behavioral and community health • Informaticist – EMR implementation, HIMSS, OpenID HEART • Patient Experience – pediatrics, Society of Participatory Medicine, PCORI, AHRQ, Beryl Institute • Consultant, coach • Jazz saxophonist, Opa www.health-hats.com
Goals • Know yourself • See the culture • Be a change agent / catalyst • Have fun www.health-hats.com
Nursing Practice Increasing the sense of balance people, caregivers, and clinicians feel as they work together toward best health Maximize experience of People at the Center of Care www.health-hats.com
Leadership Practice You (my staff) Do Great Work, We (your leaders) Can Help www.health-hats.com
Health Mission / Vision Community Behavior Values People • Spirit • Mind • Body Organizations • Culture • Leadership • Work flow Purpose Community Identity Values www.health-hats.com
Danny’s Maxims for Team Culture • You are not alone - I am on your team • What does it take to get to YES? • No wrong door • Greet those crossing a threshold • Is this today or tomorrow’s problem? • Is this an experiment of one? • God willing and the creek don’t rise www.health-hats.com
When you leave your team what maxims will they describe about the culture you espouse? www.health-hats.com
Change Agent Catalyst for Change www.health-hats.com
Cultural Change - Readiness • The Project • Is the issue / topic timely or relevant? • Can you get enough support to actually get it done? • Are there large barriers you can’t get around? • The Team • Readiness to participate and deliver • Skills, resources, knowledge, availability, motivation, political capital • The Stakeholders • Awareness of issues • Belief the issues should be addressed • Open to allowing the change to occur Thanks to Shani Dowd at Harvard Pilgrim HealthCare Foundation www.health-hats.com
Your Project www.health-hats.com
Your Team www.health-hats.com
People at the Center of Care • Quality of life • Control of their life • Peace of mind • Rest • Respite • Respect, recognition, and appreciation • Relief from pain and worry • Less stress • Connection to others - not alone • Finding the care needed • Knowing the cost of care • Schedule of events past and future - procedures, hospitalizations, diagnoses, appointments • The same information in the hands of the entire team including the people at the center that they can understand • An understanding of real and potential risks and a plan of how to manage those risks when they occur. • Common goals for the health journey developed with the person at the center, known by the entire health team • Plans to attain those goals • Current medications, schedule of taking, how they affect the taker • History of medications, what worked and what didn't • Members of the health team, professional and lay people, how to reach them and the ability to reach them www.health-hats.com
Info, Advocacy, Leadership School Recreation, Community Legal, Financial Health Support www.health-hats.com
Team Building How do we team build when we’re a 24/7 shop? We can never include everyone What Works? What Hasn’t www.health-hats.com
Levers to Impact Culture • Be the ideal • Hire for culture • Leverage diversity • Experiment, learn with your teams • Engage & focus on patients & caregivers • Be transparent with information • Know if you are a change agent or catalyst • Empathize with the blockers • Market the change www.health-hats.com
Market the Change • You can't change everything or everyone, but you can change the people who matter • Know the players • What do they already believe? • What do they think they want? What do they actually want? • What stories have resonated with them in the past? • Where do messages that resonate come from? Who do they trust and who do they pay attention to? • What is the source of their urgency, why will they change now rather than later? Seth Godin’s blog: http://sethgodin.typepad.com/ www.health-hats.com
Levers to Impact Culture 10. Have fun doing it • Celebrate • Select people with whom you want to work and have a stake in the result YOU ARE NOT ALONE www.health-hats.com
You Do Great Work, We Can Help • Know yourself • See the culture • Be a change agent / catalyst • Have fun www.health-hats.com
Resources • Douglas K Smith, Taking Charge of Change • William Taylor, Practically Radical • Kerry Patterson, Influencer-The Power to Change Anything • Organizational Culture and Leadership: Edgar H. Schein • Steven Spear, Chasing the Rabbit • Schneider, William E., The Reengineering Alternative: A Plan for Making Your Current Culture Work • Engage! Transforming Healthcare Through Digital Patient Engagement • Jeremy Donovan, How to Deliver a TED Talk • e-Patient Dave deBronkart, Let Patients Help From Forbes Magazine • The Key to Changing Organizational Culture • Medicine and Silicon Valley: Two Cultures With More In Common Than You Think • The Culture Of A Successful Company Mirrors Its Mission • When Culture Goes Bad • The 'Thank You' Culture • Bad Company Culture? Here's What To Do www.health-hats.com
