While the consultant is guiding change, implementation projects are generally filled with staff and physician energy and excitement. Unfortunately, without an effective leadership team to maintain program focus and determine priorities, it does not take long for effectively implemented change to become derailed by higher priorities or a lack of acceptance from others.
The cost of changes that fail (or then the regression of success) goes far beyond financial cost or foregone revenue. When changes fail and programs regress in organizations, employees and physicians begin to lose trust in the leadership of the organization. They become frustrated, cynical, and begin to give up. Employees and physicians often turn into chronic complainers which make the chances of future change efforts even less likely to succeed.
A critical element of successful change management is the ability of physician leaders, in any hospital program, to identify opportunities and to effectively influence peers as to the need for change – either of programs, processes or individual physician’s behavior. An effective leadership development program can be worth significant value to a hospital since a physician leader’s ability to lead others and drive change is vital to a hospitals continued success.
Most leaders struggle in this area getting bogged down in obstacles and an inability to form strong relationships that often derail many change processes. It is the emotionally intelligent leader that can manage through obstacles and create support for change. In this highly impactful program physician leaders will learn how to use emotional intelligence to be more effective leaders and drivers of change.
OR Efficiencies helps to develop Physician Leaders who are responsible for influencing others and driving change within their groups and the hospitals they work in. This will typically include Department Chairs, Section Chiefs, Medical Executive Committee Members, Vice President of Medical Affairs.
A modified program is available to mentor and develop non-physician directors of a hospital’s clinical service-lines (OR; Labor & Delivery; Emergency Department; etc.)
This is a 6 month leadership program. Participants would meet once a month as a group. These will be half-day sessions. Each participant will also take part in three individual coaching sessions.
Each participant will take a series of assessments to help them to better understand themselves and understand how others see them. The assessments will be used to help each participant develop a personalized leadership development plan in which they will outline development goals for themselves. The assessments include:
Myers Briggs personality style
EQ-I Emotional Intelligence assessment
Conflict styles assessment
Each participant will receive three one-on-one coaching sessions. The first session will be used to help them review feedback from their assessments and to set goals. The second will take place about halfway through the program to assess progress and the third will take place at the end of the program to evaluate changes.
During this process each participant will set and begin working towards achieving a goal that will have a positive impact on the practice. By doing this they will not just be learning about leadership but will also be using what they learn to successfully create positive change within the organization.