Executive Summary Quint Studer’s Hardwiring Excellence: Purpose, Worthwhile Work, and Making a Difference is a Business Week National Bestseller and is highly regarded by healthcare professionals across the country. The following document describes Studer’s key points, including the Five Pillars and Nine Principles that motivate and direct transformation in an organization. It also provides a critique of Studer’s text and analyzes appropriate applications for summer residency positions. Key Points Quint Studer’s, Hardwiring Excellence: Purpose, Worthwhile Work, and Making a Difference, is designed to motivate healthcare leaders to positively transform the culture of their organizations to move them from good to great. Studer notes that he aims for every healthcare leader to read this book and then ask all those who work with them to read it also. Hardwiring Excellence focuses on transforming culture by hardwiring positive attitudes in employees to create and sustain a great place for employees to work, for physicians to practice, and for patients to receive care. Studer emphasizes that transformation begins with core values of commitment to purpose, worthwhile work, and making a difference, which are cultivated by the ‘healthcare flywheel’ that creates the momentum necessary to drive change. Studer identifies nine principals that guide the flywheel to motivate transformation. A firm and measurable commitment to excellence drives Principle 1, and Studer begins by defining excellence as a time when employees feel valued, physicians feel their patients are getting the best care, and patients feel the service and quality they receive are exceptional. Studer claims that a commitment to excellence positively impacts the b... ... middle of paper ... ...e continuance of these behaviors. A final application is having a patient focus. For example, a resident can be sure to be approachable to patients and understanding of their feelings; possibly using Studer’s ideas of key phrases to guarantee a positive outcome in this interaction. Conclusion Hardwiring Excellence gives a general map for creating a culture focused on service, leadership, accountability, and employee and patient satisfaction. While Studer provides firm foundations and ideas, at points the reader is left wanting more in-depth explanation. Overall, Studer’s text emphasizes strategies to capitalize on a hospital’s most positive aspects, and how to motivate employees to use these strategies. References Studer, Q. (2003). Hardwiring Excellence: Purpose, Worthwhile Work, Making a Difference. Fire Starter Publishing. Gulf Breeze, FL.
The hospital hopes to achieve their aims by being clear with their partners and staff about their mission, vision and values. In order to ensure this, the hospital plans to create stronger links between their strategic goals and the way they manage and empower their workforce through appraisal and development planning. The hospital’s mission is straightforward: to provide clinical services, teaching, and research of the highest quality (uhbristol.uk, 2013. Their values drive the appro...
Studer, Q. (2003). Hardwiring Excellence: Purpose Worthwhile Work Making a Difference. 1st Edition, Gulf Breeze, FL: Fire Starter Publishing.
Organizational philosophy commits in establishing a high quality program that will be of distinct benefit to the community, as well as the medical staff. Mission consists of high patient satisfaction, compassion, reduction in medical errors, proper medical decisions, and patient education. For this reason, leadership is seeking the interest and commitment for expansion of a JRU to establish a program that is compatible with goals for quality, cost-effectiveness, and growth within the most efficient period.
It is important to note that too often organizations fall short in adopting a culture of engaging excellence because they either fail to acknowledge the role of excellence or they confuse engaging excellence with reaching a state of organizational nirvana where all operational and financial objectives must be perfectly met in order to meet certain bonus levels. VA’s leadership should be reminded that Engaging excellence is not a search for perfection. In fact, Voltaire, the French writer and philosopher said “le mieux est l’ennemi dubien” – the perfect is the enemy of
Also, the hospital must continue to build trust and keep a clear open form of communication with each employee, the community, and the patients of whom we provide medical services to. This is not always an easy task, but you have to be determined and will-minded that there can be success through productivity if everyone participates as a team. Of course, you will have some employees who feel that they rather work alone, but once they see that teamwork consists of a group, then maybe their demeanor will change for the best and a change will take place within the
The article I chose to discuss for this week’s discussion is by Doody, C. & Doody, O. (2012). This article focuses on transformational leadership and its use in nursing/health care. This article draws attention to the many changes that have taken place in nursing/healthcare and how nursing theories and nursing frameworks must continue to evolve as changes are made. As nursing theories and nursing frameworks continue to advance and change, leadership styles must also continue to evolve as time progresses and as changes are made in the healthcare field. This article points out current healthcare issues and the need for strong leaders to overcome obstacles and challenges. Also, background information and a definition of transformational leadership
The pinnacle of a highly functioning healthcare organization is the Magnet Model which shares the servant leadership tenants of empowerment, fostering interdisciplinary relationships, leadership development, individual development, access to resources, and staff participation in decision making6. Looming budget cuts and recent reports of poor healthcare delivery have resulted in s an urgent need to enhance care despite forthcoming reductions in resources. With these enhanced challenges it is imperative that leaders employ strategies and embrace philosophy that will maximize resources. The Institute of Medicine has released a statement emphasizing health care services leaders need to be involved with others as full partners in a context of mutual respect and collaboration7. Furthermore, an analysis of challenges in health care concluded that there are no models to meet the need for human resource management and work environment in health care, however focus should be on flexibility, lifelong learning, interdisciplinary teamwork and shared decision making8 reflecting the tenants of servant
In the American health care system, there are goals set for each individual and for the organization as a whole to be successful. The types of goals set can differ from short and long-term goals. Short-term goals is something that can be achieved in less than a year and long-term goals is anywhere from two to five years or something that will make a career last a long time (Merriam-Webster, 2014). Having goals set and using the virtue ethics theory can help with the decision-making proce...
...opment is a good way to define the upcoming changes for a company from within. The first goal will pertain to the efforts of expanding the culture from inside Mayo Clinic, due to the high number of diversity seen, culture is a key goal that should integrated into play. The second goal will be used in organizational development in terms of teamwork. By the 1940s, behavioral scientists in the United States already were recognizing the value of teamwork according to Wesner (2010). “Teamwork and teambuilding are considered effective ways to improve organizational performance and development” (Wesner, 2010, p. 42). Finally the third goal is to help promote the medical school that is here located at Mayo Clinic. Since there is a threat of losing the expertise that is currently offered the organizational development and strategically planning should be driven by this fear.
This helps provide an attitude of wanting to be the best hospital around and we should strive every day to prove that. One way to start achieving this is too have an area in the hospital dedicated to recognizing outstanding employees for that month or quarter to create a since of pride and competiveness within your employees. Share with your employees how many patients they are caring for in comparison with other hospital in the area. Create a culture where the employees know that they are the better choice to come to for patient care. This will create “long-term market position and uniqueness that is not easily duplicable by rivals” (Burns, Bradley, &Weiner,
In summary, transformational leaders through their behaviors of compassion and selflessness encourage followers to emulate them. Through persuasive communication and confidence building, leaders advocate the adoption of new values and endorse the goals of organizational to their followers. Accepting of change, they focus upon coaching, communication, and mentoring to promote organizational success. Leaders challenge the process by encouraging others to challenge themselves to a higher performance. They create an open environment in which followers can create and innovate to meet the increasing challenges of tomorrow. Transformation leadership provides a model for impacting employee empowerment, developing an innovative culture and fostering organizational success in the ever-changing healthcare arena
Why now? Why are we focusing on transformational leadership? Healthcare costs are continuing to rise. Some of the critical problems and active debates prevalent in many hospital organizations include the rapidly intensifying healthcare costs, funding and reimbursement cutbacks, and concern regarding the overall quality and safety of health care. “Healthcare systems have come under pressure to improve performance and manage productivity” (Botting, 2011). To be successful in the 21st century, there is a demand on healthcare systems to have a vision and executive and clinical leadership to inspire the change process and make the difference between success and failure in change.
What types of events could change or alter the strong team culture in the hospitals depicted
Quality health care is precipitously deteriorating amongst the nation’s health care industry. The health industry trends of high turn over rates amongst staff and important key employees are creating a rift in profit margins, decreasing patient quality care, triggering higher expenses and loss of patients (Hunt, 2009). In the “Best Practices in Health Leadership Talent Management and Succession Planning” case studies, presented by the National Center for
...ntinually evolve, a certain degree of freedom must be felt by its members, bureaucracy represents and organization from which chaos has completely been eliminated. Nurse Executives, therefore, will need to encourage staff to challenge existing practice. Given the current environment, creative conflict will need to be supported in order for our continued growth.” (McGuire, 1999, p. 9) I believe that Capital Health is on a path for success. They have modernized there organization chart causing a more decentralized environment. This new atmosphere fosters empowerment of its nursing staff. This sense of ownership over their practice provides growth not only for individual nurse, but the entire profession. This positive proactive change of the organizational structure will allow the hospital to experience continued growth and development that is propelled from within.