Comments on: How Healthy Is Your Organization? http://quintsblog.wordpress.com/2006/11/28/how-healthy-is-your-organization/ Thu, 17 Dec 2009 03:41:44 +0000 http://wordpress.com/ hourly 1 By: Lisa Binekey http://quintsblog.wordpress.com/2006/11/28/how-healthy-is-your-organization/#comment-77 Lisa Binekey Mon, 04 Dec 2006 17:46:52 +0000 http://quintsblog.wordpress.com/2006/10/30/how-healthy-is-your-organization/#comment-77 We highlight best practices at our Leadership Training Sessions and the monthly manager meetings. We also focus on publishing success "stories" in our hospital newletter. One method that I have found to be very effective in identifying and sharing best practices for the inpt units is the new "Best Practices" monthly meetings. The top 4-5 inpt unit managers (as based upon the pt satisfaction scores for the month) are invited to a meeting with the CNO and CEO. The purpose of this meeting is to brainstorm and share best practices that they have implemented on their units as well as to stop for a moment to recognize their success. The identified best practices are then taken back to the entire managers meeting for recognition and implementation across all of the units. These meetings have sparked some competition between the managers. It's very nice to get invited to this meeting! We highlight best practices at our Leadership Training Sessions and the monthly manager meetings. We also focus on publishing success “stories” in our hospital newletter.

One method that I have found to be very effective in identifying and sharing best practices for the inpt units is the new “Best Practices” monthly meetings. The top 4-5 inpt unit managers (as based upon the pt satisfaction scores for the month) are invited to a meeting with the CNO and CEO. The purpose of this meeting is to brainstorm and share best practices that they have implemented on their units as well as to stop for a moment to recognize their success. The identified best practices are then taken back to the entire managers meeting for recognition and implementation across all of the units. These meetings have sparked some competition between the managers. It’s very nice to get invited to this meeting!

]]> By: "T" http://quintsblog.wordpress.com/2006/11/28/how-healthy-is-your-organization/#comment-75 "T" Thu, 30 Nov 2006 19:55:30 +0000 http://quintsblog.wordpress.com/2006/10/30/how-healthy-is-your-organization/#comment-75 Pelicans Professional Baseball team has weekly staff meetings where sales reports are given and staff are recognized publicly. A Bi-weekly communication board is updated with yearly goals & update on progress. Also group discussion for Promotions and potential marketing ideas are tossed around to spur creative package tailored to specific companies. Pelicans Professional Baseball team has weekly staff meetings where sales reports are given and staff are recognized publicly. A Bi-weekly communication board is updated with yearly goals & update on progress. Also group discussion for Promotions and potential marketing ideas are tossed around to spur creative package tailored to specific companies.

]]> By: lk http://quintsblog.wordpress.com/2006/11/28/how-healthy-is-your-organization/#comment-74 lk Thu, 30 Nov 2006 02:42:30 +0000 http://quintsblog.wordpress.com/2006/10/30/how-healthy-is-your-organization/#comment-74 success are coming very, very slowly at my organization. the upper tier of management does not realize the intensity of carrying out the Service Excellence program well. meetings are often scheduled prior to 0900 and it does not enable me to make rounds on patients or staff. staff "line ups" are now being started, but not any guidance with how do manage this process on a busy nursing unit. there are phones to answer, call lights to respond to and also patient care that is expected and is our service. seems that if we could concentrate on the Service Excellence, and not reams of paperwork in this electronic age, more of the middle management would be more happy and content to do these things that build great teams. a colleague of mine does the line ups, rounding on patients and on staff and that consumes more than half her day. leaving the rest for meetings and employee 1L1 time, her "paperwork" is piling up at a tremendous rate. How does a middle manager communcate this to the upper management without being unsupportive. we know the more time we spend with patients, the better our scores and satisfaction. what to do? success are coming very, very slowly at my organization. the upper tier of management does not realize the intensity of carrying out the Service Excellence program well. meetings are often scheduled prior to 0900 and it does not enable me to make rounds on patients or staff. staff “line ups” are now being started, but not any guidance with how do manage this process on a busy nursing unit. there are phones to answer, call lights to respond to and also patient care that is expected and is our service. seems that if we could concentrate on the Service Excellence, and not reams of paperwork in this electronic age, more of the middle management would be more happy and content to do these things that build great teams. a colleague of mine does the line ups, rounding on patients and on staff and that consumes more than half her day. leaving the rest for meetings and employee 1L1 time, her “paperwork” is piling up at a tremendous rate. How does a middle manager communcate this to the upper management without being unsupportive. we know the more time we spend with patients, the better our scores and satisfaction. what to do?

]]> By: Bob Ripley http://quintsblog.wordpress.com/2006/11/28/how-healthy-is-your-organization/#comment-73 Bob Ripley Wed, 29 Nov 2006 17:44:15 +0000 http://quintsblog.wordpress.com/2006/10/30/how-healthy-is-your-organization/#comment-73 At our management team meetings the CEO asks staff to describe success stories from their respective departments. Each month a director is scheduled to share "what is working" in their department as it relates to customer service. We are very new to the Studer program and we just started rounding. Staff shared "rounding" successes at yesterday's meeting. I am sure we will be sharing "rounding" success stories on a regular basis. It should be contagious. At our management team meetings the CEO asks staff to describe success stories from their respective departments. Each month a director is scheduled to share “what is working” in their department as it relates to customer service. We are very new to the Studer program and we just started rounding. Staff shared “rounding” successes at yesterday’s meeting. I am sure we will be sharing “rounding” success stories on a regular basis. It should be contagious.

]]> By: Janice Bennett http://quintsblog.wordpress.com/2006/11/28/how-healthy-is-your-organization/#comment-72 Janice Bennett Wed, 29 Nov 2006 14:52:57 +0000 http://quintsblog.wordpress.com/2006/10/30/how-healthy-is-your-organization/#comment-72 Recently at a department head meeting, three of our leaders who had very high employee satisfaction scores shared with the rest of the group why their scores were so high, noting specific activities and behaviors that contributed to such a high employee satisfaction. Recently at a department head meeting, three of our leaders who had very high employee satisfaction scores shared with the rest of the group why their scores were so high, noting specific activities and behaviors that contributed to such a high employee satisfaction.

]]> By: Matt Turner http://quintsblog.wordpress.com/2006/11/28/how-healthy-is-your-organization/#comment-71 Matt Turner Wed, 29 Nov 2006 14:20:24 +0000 http://quintsblog.wordpress.com/2006/10/30/how-healthy-is-your-organization/#comment-71 We have operations spread out over a fairly large geograhical area so we pubilicize the patient satisfaction results for the top 10 units in our quarterly employee newsletter. We use charts and graphs rather than columms of numbers. It shows managers and employee alike what is possible and, at the same time, gives public kudos to the entire team at these facilities. We have operations spread out over a fairly large geograhical area so we pubilicize the patient satisfaction results for the top 10 units in our quarterly employee newsletter. We use charts and graphs rather than columms of numbers. It shows managers and employee alike what is possible and, at the same time, gives public kudos to the entire team at these facilities.

]]> By: Michael Freeman http://quintsblog.wordpress.com/2006/11/28/how-healthy-is-your-organization/#comment-70 Michael Freeman Wed, 29 Nov 2006 13:49:15 +0000 http://quintsblog.wordpress.com/2006/10/30/how-healthy-is-your-organization/#comment-70 I have suggested to our upper leadership the possibility of creating a management support group. The purpose of which to allow peers to discuss these type of situations and share experiences and solutions to problems within their areas. By bringing together managers from different areas, you might gain a difference in perspective and maybe find a gold nugget that gets you over a difficult bump in your road. I have suggested to our upper leadership the possibility of creating a management support group. The purpose of which to allow peers to discuss these type of situations and share experiences and solutions to problems within their areas. By bringing together managers from different areas, you might gain a difference in perspective and maybe find a gold nugget that gets you over a difficult bump in your road.

]]> By: Dorothy Koone http://quintsblog.wordpress.com/2006/11/28/how-healthy-is-your-organization/#comment-69 Dorothy Koone Wed, 29 Nov 2006 13:13:38 +0000 http://quintsblog.wordpress.com/2006/10/30/how-healthy-is-your-organization/#comment-69 Initiatives Benchmark Data is shared with MDs, clinical staff, and non-clinical staff as well as patient satisfaction scores.Opportunities for improvement are stated.Areas with improved scores in patient satisfaction are highlighted in the Intercom.The positives are celebrated and rewarded. Ways to hold the gain and to improve more are constantly sought. The director responsible for both areas referenced above is very diligent in this quest. Our entire staff is proud of our accomplishments. Initiatives Benchmark Data is shared with MDs, clinical staff, and non-clinical staff as well as patient satisfaction scores.Opportunities for improvement are stated.Areas with improved scores in patient satisfaction are highlighted in the Intercom.The positives are celebrated and rewarded. Ways to hold the gain and to improve more are constantly sought. The director responsible for both areas referenced above is very diligent in this quest. Our entire staff is proud of our accomplishments.

]]> By: Joel Brown http://quintsblog.wordpress.com/2006/11/28/how-healthy-is-your-organization/#comment-67 Joel Brown Tue, 28 Nov 2006 22:42:08 +0000 http://quintsblog.wordpress.com/2006/10/30/how-healthy-is-your-organization/#comment-67 From our director staff up to our Administrative team manage up and we all share best practices as well as have our highest scoring units share with the teams their ideas and practices. It is always very positive and very upbeat. Competition is thriving here and we all strive to be the best of the best. From our director staff up to our Administrative team manage up and we all share best practices as well as have our highest scoring units share with the teams their ideas and practices. It is always very positive and very upbeat. Competition is thriving here and we all strive to be the best of the best.

]]> By: Carolyn Shockey http://quintsblog.wordpress.com/2006/11/28/how-healthy-is-your-organization/#comment-66 Carolyn Shockey Tue, 28 Nov 2006 22:20:41 +0000 http://quintsblog.wordpress.com/2006/10/30/how-healthy-is-your-organization/#comment-66 We have often had leadership retreats where the leaders of our highest scoring units present ideas and suggestions for the entire group ---- questions always follow and it is a great discussion. We have often had leadership retreats where the leaders of our highest scoring units present ideas and suggestions for the entire group —- questions always follow and it is a great discussion.

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