Provider Engagement and the Future

Provider Engagement and the Future

At the July Leadership Development Institute (LDI), we completed an exercise that asked our leaders to complete this sentence: 1. "Provider, thank you for...." and, 2. Provider, we wish you would ..."

Wonderful feedback was derived from this exercise, the intention of which is to form the basis for a meaningful discussion with our providers. However, this dialogue should be a two-way street. Ultimately, I believe that the antidote to burnout is engagement. If one feels engaged in a common cause, they have purpose beyond their own self-satisfaction.

There is no other group of individuals more exposed to the potential for burnout than providers. Critically ill patients, declining reimbursements, climbing malpractice expense, increasingly litigious society, electronic medical record requirements, regulatory requirements, etc., all are factors that contribute to burnout for today's providers. If we effectively engage our providers in a partnership that serves everyone involved well, we mitigate burnout and create loyalty that competitors will not be able to match. According to Craig Deao, national speaker, at Studer Group, there are some basic elements of which we need to be mindful when exploring things that "disengage" a provider, to include:

1.     Time pressure.

2.     Lack of work control.  

3.     Inefficiencies, process breakdowns, and lack of tools in the workplace.

4.     The degree to which a physician's values and purpose aligns to that of the organization and leaders.

At a future LDI, we intend to begin the dialogue that will bring about a unified effort with engaged staff, providers, and leaders in our amazing organization.

As a leader, please give some thought to things on your individual units that may contribute to provider disengagement and how we might overcome these barriers to engagement.

As a provider, please bring your thoughts about how, together, we may mitigate elements of disengagement.

The presence of our medical staff leadership at our LDI will be a signal event that will pave the way for continued, improved culture shifts as Dr. Piper promulgated. You all have amazing insight and I learn from you every day. I look forward to our continuously evolving, engaged culture of quality.

Sincerely,

Penney Burlingame Deal, DHA

President & Chief Executive Officer

 

10.1.17
Safety and Change Management
09.4.17
Provider Engagement and the Future
07.28.17
Accountability as a path to engagement
06.28.17
Personal and professional accountability
05.31.17
Keys to awareness and perceptions
05.3.17
Thank You, High Performers
03.29.17
Communicate your passion to our patients
02.23.17
The OMH Family
01.25.17
New Year's Blessings
12.20.16
We are all ambassadors
12.6.16
Our staff as a strategic resource
09.16.16
Partners in care
08.9.16
A whole new world
07.6.16
Diversity in the healthcare setting
02.3.16
A Call for Clinical Integration
12.2.15
Where we go next
10.27.15
The rising tide of ethical conflict
09.29.15
Our albatross: 30-day readmission rate
05.21.15
A Safe Culture, A Calling from the Heart
02.23.15
Minister to suffering
01.15.15
Greeting the rising sun of the bold new year
12.15.14
Population Health - Coordination of Care
12.15.14
Awaiting a New Dawn
08.4.14
Facing what lies before us
07.7.14
Crossing the Rubicon
06.4.14
Where have all the hospitals gone?
05.6.14
A promise to keep
04.7.14
Spring of hope
11.14.13
The uncharted waters ahead: navigating the ACA
08.8.13
Fiscal year 2014 will be a tough one
07.5.13
Facing the dawn of a new era
02.13.13
The year 2012
01.6.13
The Patient Experience
10.1.12
The incoming tide
09.6.12
The new frontier - a clarion call to act
08.25.12
Building trust during difficult times
08.20.12
Letter from the 2012 Annual Report