1. Leadership Perspectives on Health Care, 2011
A Report on Issues Facing
Minnesota Leaders

2. OPPORTUNITYISNOWHERE
WHAT DO YOU SEE???
WHAT’S YOUR PERSPECTIVE??
Message: Try to look at issues from different ways – you can often find solutions when none seem possible!

3. Experienced Resources 2011 Leadership Survey
140 participants (Statistical disclaimer)
Minnesota Leaders, Minnesota Issues
Greater MN, Twin Cities, Hospitals, Clinics, Nonprofit Agencies
In brief, the survey we conducted in January was sent to approximately 400 healthcare leaders in Minnesota – with 140 responses, we may not be able to claim statistical significance, however there are still some interesting findings that reinforce those surveys that are. Also, while some of the other surveys are more national in scope, ours focused on Minnesota, where we continue to lead the way. By having our survey concentrate on Mn leaders, we hope you will find the results more relevant for you.

4. Survey Questions
Your job title or the title that best describes your roles and responsibilities is:
Your generation is:
The type of organization which best describes yours is:
Classify your organization based on location:
What are the trends within health care that are most important to your organization?
In an average week, how many hours do you work?
How long do you anticipate serving in your current position?
Does your organization have a formal plan in place to transfer knowledge upon your departure from your position?
Is there a formal succession plan in place for your position?
The next two slides contain the questions from our survey for your reference.

5. Survey Questions During the past year, has your engagement on the job:
During the past 12 months, have you taken on additional responsibilities?
If yes, what is the greatest impact of this change? Overburdening Exciting Challenging Happy to have a job Neutral
What are the top 5 initiatives your organization is working on?
Rank the following priorities from 1-10 (1 being your highest priority as you are completing the survey and 10 your lowest priority. Choose your top 10 from the following 12 choices of priorities.
What do you think you can do to make a difference in the health care reform or in improving the current delivery system?

6. Succession Planning
This and the next two slide can be good discussion items for you and your leadership team.

7. “Given current practices, the negative business effects of an aging workforce are going to be an unwelcome but predictable surprise. Leaders who ignore what is coming, increasingly put their organizations at risk every quarter they fail to take action.” Dr. David DeLong

8. DISCUSSION
What would your board chair/boss do if s/he got a call that something had happened to you and you wouldn’t be returning to work?
What two or three actions can you take immediately to prepare your organization for your departure?
Good discussion item for your leadership team to begin thinking about succession planning and the transferring of knowledge.

9. Assignment: Rank the Issues
___ Performance Measures (e.g. Minnesota Community Measures)
___ EMR and IT – Related Issues
___ Physician Recruitment
___ Strategic Planning
___ Reimbursement and Charity Care
___ New Program Development
___ Financial Performance of the Organization
___ Governance Structure of the Organization
___ ACO Design and its Implications
___ Coordinated Continuum of Care
___ Leading the Organization Through Change
___ Integration
___ Other
This can be a useful tool to help your team understand and gain consensus on what they should be focusing on for the coming year or two. Try to narrow it down to the top 3-5 !

10. Leading Change
“ Organizations that cannot adapt to change quickly will find themselves on the outside looking in.” (BE Smith)
“Today’s work climate for success demands a willingness to take risks and experiment with innovative ideas.” (NCHL)
Although change in healthcare is constant, the accelerated
rate at which it is currently happening is
unprecedented in history. Healthcare organizations
will need to be more nimble than ever to keep up with
technological advances, aggressive healthcare reform
and increasing regulatory and reporting demands, all
of which are occurring at a lightning-fast pace.
Helping your leadership team deal with the need for strong change leadership is essntial!

11. What Can Leaders Do?
Here’s an exercise that can help you prepare people for thinking differently. Connect all the dots with 4 lines, never lifting your pen from the paper.

12. THINK OUTSIDE THE BOX!!!

13. Think Outside the Box! http://www.youtube.com/watch?v=FSIkjNaICsg&NR=1
Here is a you tube that while humorous, can ring true. Many people have become so inured and complacent in their jobs that they can’t see what’s staring them in the face! Here’s an exercise that can help people start to think differently:

14. If I can give you one takeaway, this is it – I highly recommend that you adopt a methodology and help your leaders get comfortable with leading change. Here’s one way that has proven successful for many. I personally have used it several times. By William Bridges, Managing Transitions.

15. Three Phases of Transition
Bridges describes how people and organizations go through 3 phases of transition – Bridges offers very practical suggestions that your leaders can implement to help move through the phases at a reasonable pace with the least amount of disruption. Consider having a “lunch and learn” series with the leadership team, reading 2-3 chapters each week, discussing what was learned, and assigning a task each week for leaders to try, then reporting back the next week.

16. OPPORTUNITYISNOWHERE
And make sure you’re really seeing what’s ahead of you, so you can be the best leader possible. See the opportunities that are now here!
GOOD LUCK!~