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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
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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.
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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
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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……
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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
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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
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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
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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”
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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?
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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
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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”
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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 *
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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)
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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?
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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
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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?
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“Different strokes for different folks” OR,
Not all leaders are treated the same
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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, ……………..)
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More Incentives
The coveted Parking spaceOffice spaceAppreciation (seminars in Maui, for example)What do You have in place? - Audience
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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
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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
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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
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More Tips for the TradeAudience?
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AttachmentsTips for Working with Medical Staff Leaders (email
response)Sample Medical Executive Committee Orientation
OutlineSample job description – department chair
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Questions, Comments
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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
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