CAMSS May 7, 2014 Christine “CRIS” Mobley, CPMSM, CPCS President, C MOBLEY & ASSOCIATES, LLC...

transcript

CAMSS May 7, 2014

Christine “CRIS” Mobley, CPMSM, CPCSPresident, C MOBLEY & ASSOCIATES, LLC

Partner, EDGE-U-CATE, LLCColorado Springs, CO

www.cmobley.com©Proprietary material for internal educational use only

Today’s Focus1. Define the leaders we work with - their

roles and ours2. Identify obstacles in working with medical

staff leaders3. Describe options for how leaders are

chosen4. Establish a strategy for "best practice"

working relationships

2C Mobley & Edge-U-Cate

Leadership SupportThe primary function of the Medical Staff

Support Department is to support the medical staff and leadership in carrying out their required functions.

MSPs utilize training, knowledge, and technical expertise to manage the processes that support the medical staff.

C Mobley & Edge-U-Cate 3

Leader – a definition An individual who sets expectations, develop

plans, and implements procedures to assess and improve the quality of the organization’s governance, management, and clinical and support functions and processes

TJC HAS Glossary 2014

Where do they come from?Everywhere

“If you’re not there, elections beware”Surprise nominations from the floor, write-in’sColleague cajolingWeak moment (to volunteer)

Tenured – Academic Institutions

OR……

Where do they come from?Succession planning

Practitioner commitment Time – how much does it take? Job Description – who has them?

Work your way through the system Committee member before chairperson Committee member/chairperson before department

leader Department leader before officer

Education Seminars In house Other resources

Mentor C Mobley & Edge-U-Cate 6

How does YOUR organization choose its leaders???

About the time they fully understand responsibilities and are trained, their term expires and we start all over again

MSPs across the country

Powell’s rules for picking peopleLook for intelligence and judgment, and most

critical, a capacity to anticipate, to see around corners. Also look for loyalty, integrity, a high energy drive, a balanced ego, and the drive to get things done.

Former General Colin Powell

Chairman (Ret) Joint Chiefs of Staff

Physician’s “entry” into leadership may determine best practiceCommitted, enthusiastic, educated, and well

respected individual

v.Doesn’t want to be there, less than

enthusiastic, has no idea what’s in store

LeadershipNot taught in Medical School, Residencies,

FellowshipsHow did you get your first MSSP job?

Education – A.S. degree in MSSS, other related education

Promotion – started slow, worked your way up to more responsibility

OrientationPolicies and ProceduresMentor“Street person”

Who are the medical staff leaders you work with?CMO/VPMA/Medical DirectorChief/President of the Medical StaffOther OfficersDepartment ChairsSection/Division/Specialty ChairsCommittee Chairs/membersOther?

What methodologies do you use?Leadership orientation (annual)

All together Internal External What if someone doesn’t attend

One on one Who all is involved Your role

Pre-meeting PlanningSetting agenda/discussionIssues, concerns, expectations, timelines

What methodologies do you use?Post-meeting

Follow upAssignmentsClarifications

Weekly or bi-weekly meetings (CMO, VPMA, Med Dir)Email agenda ahead of timeOne on one – whatever comes up

“you bring your list and I’ll bring mine”

What methodologies do you use?General communication*

Overhead pagePhone/voice mailTextIn personEmail

Consider the “Generation Gap” – works both waysYou’re younger, they’re olderYou’re older, they’re youngerMay need to adjust above *

What methodologies do you use?Resources provided

Hard copy books, publicationsWebinarsAudio conferencesOn Site Seminars (home or away)E-publications (free!)

Hortyspringer.com Medicalstaffleaderconnection.com (hcPro)

E-zines (hard copy that’s also available on line)

What role do you play in choosing leaders?You chooseYou participate (in choice)You influence (others who choose)You encourage (those who have potential to

be leaders)You do nothing – NOT!!Other?

Obstacles to successful working relationships with your leadersDidn’t want the job in the first placeHas his/her own agendaUnavailable; frequently difficult to reachNo training/orientation – “what you see is

what you get” (for how long?)Just plain can’t lead – hasn’t a clue(No)Communication, communication,

communication

Obstacles to successful working relationships with your leadersConflict (between medical staff leader and

administration) – stay out of the middleTheir attitude Your attitude (ouch! That hurts!)They don’t have time; newer generation

wants shorter work dayDisruptive?Impaired?Others – Audience?

“Different strokes for different folks” OR,

Not all leaders are treated the same

IncentivesAppreciation - how?Compensation – how much?

Are there requirements that must be fulfilled? (see job description)

Doesn’t have to pay duesDoesn’t have to serve on ER callSupport service (drafts, emails, memos,

meetings, interviews, ……………..)

More Incentives

The coveted Parking spaceOffice spaceAppreciation (seminars in Maui, for example)What do You have in place? - Audience

Tips for the Trade(from your colleagues)Be Proactive!!Be influentialDefine leaders’ roles/responsibilities

Bylaws, rules/regs/policies/job descriptionsClarify your role with leaders (and theirs with

you)Meet regularlyIdentify training needed

More Tips for the TradeShare knowledge and informationProvide resourcesCommunicate, communicate, communicateCultivate the relationship (make the best of

the time you have to spend with them)Determine best communication methods

(phone, email, text, in person……..)Never say “no” – within reason

More Tips for the TradeUnderstand most are volunteers – make it

easy for them (they come and go but you’re the “rock”

Education, orientation, educationPlan time to save timeAnticipate their needsBe a good listener and influence through

persuasion

More Tips for the TradeAudience?

AttachmentsTips for Working with Medical Staff Leaders (email

response)Sample Medical Executive Committee Orientation

OutlineSample job description – department chair

Questions, Comments

Resourceswww.google.comNetworking with your colleaguesConsultants (for orientation programs, other)Edge-U-Cate webinars, speakers’ bureau“Medical Staff Management: Forms, Policies,

and Procedures for Healthcare Providers” (Aspen) - chapter on Medical Staff Development

Horty Springer seminars, webinars, e-newsletters

hcPro e-newsletters, publications, seminarswww.medicalstaffleaderconnection

ACPE (American College Physician Executives)AMA, AOA

CAMSS May 7, 2014 Christine “CRIS” Mobley, CPMSM, CPCS President, C MOBLEY & ASSOCIATES, LLC...

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