1. 2013 AIM Hospital Marketing Conference How to Build Physician Leaders AIM Annual Conference April 13, 2013 1:00 – 1:45 p.m. BUILDING PHYSICIAN LEADERSHIP: How and Why Presented by: Vivian M. Luce, MBA Regional Vice President, Business Development

2. State of Recruitment 2  Articulate the value of a successful leadership development program  Why is this important?  What are the challenges?  Identify the qualities that define a potential leaders’ readiness  How do you identify and engage physician leaders?  What are the benefits? Learning Objectives

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4. Page 4 Culture Retention Value Why Build a Culture of Physician Leadership?

5. Page 5 Consolidation Demographics Care teams Cultural fit Engagement Physician leadership is critical to executing operational strategies supporting accountable care Why Build a Culture of Physician Leadership?

6. Page 6 Competition

7. State of Recruitment Competition to hire and keep top performers will intensify

8. State of Recruitment Good News: The Economy is Improving Source: MarketWatch, December 2012; National Association of Realtors, December 2012

9. State of Recruitment Bad News: Physician Turnover Increases 9 Source: 2012 Cejka Search and AMGA Physician Retention Survey

10. State of Recruitment Will You Hire More Primary Care Physicians? 10 Source: 2012 Cejka Search and AMGA Physician Retention Survey

11. State of Recruitment Culture is the top controllable cause of turnover

12. State of Recruitment Cultural Fit Influences Job Satisfaction Source: 2012 Culture Survey; Cejka Search and Physician Wellness Services Strongly Disagree Strongly Agree Physicians: “My fit with the organization’s culture influences my job satisfaction.” 12

13. State of Recruitment Impact of Lack of Cultural Fit on Turnover Source: 2012 Culture Survey; Cejka Search and Physician Wellness Services Percentage of Physicians 13 Administrators: How often has a lack of cultural fit been cited as one of the primary reasons a physician left your practice?

14. State of Recruitment Impact of Lack of Cultural Fit on Turnover Source: 2012 Culture Survey; Cejka Search and Physician Wellness Services Strongly Disagree Strongly Agree Physicians: “A lack of cultural fit has prompted me to leave a practice.” 14

15. State of Recruitment Disconnect! “Physicians rarely leave due to a lack of cultural fit.” Source: 2012 Culture Survey; Cejka Search and Physician Wellness Services 15 “I left because of a lack of cultural fit.”

16. State of Recruitment Poor Cultural Fit: A Difficult Challenge “Our biggest challenge is bringing so many divergent groups together to develop a new culture that makes them feel more aligned and more like one big group even though we are in so many different locations.” “Challenges are culture and behavior related. We desire a single culture.” “It is often difficult for organizations to really define the working culture vs. what culture they are trying to achieve.” Source: 2012 Cejka Search and AMGA Physician Retention Survey 16

17. State of Recruitment Source: 2012 Culture Survey; Cejka Search and Physician Wellness Services Strong Cultural Fit: Worth the Investment “I just switched organizations for all the reasons your survey is focusing on. The new ‘culture’ is much more in alignment with my beliefs and personal values.” “Cultural fit and administrative awareness and prioritization of this would go 90% of the way to job satisfaction.” “My organization’s cultural attributes are what has encouraged me to put off my retirement. It is a pleasure for me to work here.” 17

18. State of Recruitment Physician Leaders are in Demand

19. State of Recruitment Leadership Team of the Future Source: Envisioning the Future Leadership Team of an Accountable Care Organization, February 2011; American College of Physician Executives, Cejka Executive Search and BDC Advisors

20. State of Recruitment Leadership Landscape Addressing health care reform Improving clinical quality outcomes Maximizing reimbursement Shifting from inpatient to outpatient Competing in the marketplace Pursuing mergers and consolidation Developing accountable care and transparency Strategic Challenges Does your People Strategy Map to your Business Strategy? Slide 10

21. State of Recruitment Challenge: Balancing Act for Physician Leaders Slide 21 Individual Independence Organizational Integration

22. State of Recruitment Jobs Have Two Sets of Requirements Technical “The What” Technical “The What” Behavioral “The How” Behavioral “The How” Certain technical skills required Certain behaviors required

23. State of Recruitment Behavioral Technical vs. Behavioral Demands of a Job Slide 23 Technical Clinician Leader

24. State of Recruitment Building Physician Leadership 24

25. State of Recruitment Building Physician Leadership Strategic planning Quality initiatives Staff education Culture changes at hospital and practices Referring physician education, integration, satisfaction Marketing and community programming Medical staff development and recruiting Mentorship Source: “Choosing a Physician Leadership Model for Your Service Line”; Accelero Health Partners, June 2009 Roles in Service Line Success

26. State of Recruitment Assigning a Mentor Lowers Overall Turnover 26 Source: 2012 Cejka Search and AMGA Physician Retention Survey

27. Page 27 Collaboration Relationships Transparency Alignment Energy, enthusiasm Engagement What to Look for in a Leader

28. State of Recruitment Strong Physician Leadership Drives Value Cycle Leadership Culture Retention Recruitment Revenue Investment $1 Million

29. 2013 AIM Hospital Marketing Conference How to Build Physician Leaders AIM Annual Conference April 13, 2013 1:00 – 1:45 p.m. Presented by: Vivian M. Luce, MBA Regional Vice President, Cejka Search Scan with your mobile device to access case studies and industry insights that are key to solving clinical recruitment and leadership development challenges. (800) 296-2698 Ext. 63713 vluce@cejkasearch.com www.linkedin.com/in/vivianluce