Heart Centers and Untapped Potential
Heart Centers, like any complex team-based organizations in a competitive environment succeed (or fail) based on their ability to maximally leverage the combined talent of their caregivers and available resources.
The key to reaching new levels of excellence does not depend upon hiring better people (Caregivers in Heart Centers are typically highly motivated and well-trained). Getting people to work harder is not a solution either (Caregivers in Heart Centers give all they have on a daily basis). Gaining support of the C-Suite is also not a solution (The C-Suite is invariably already focused on one of the top financial engines in a hospital).
The key to maximizing excellence lies in optimizing the complex relationships between the elements of mission, structure, process, and culture. As more fully discussed in a prior post (https://www.linkedin.com/pulse/untapped-potential-map-improve-performance-caldarone-md), the tuning of these elements enables a Heart Center to reach higher levels of excellence.
When performing a diagnostic assessment of a Heart Center, the lens through which these elements can be viewed has been described by the McChrystal Group as the four competencies of high performing teams (https://www.mcchrystalgroup.com/team-of-teams). These competencies include: Trust, Common Purpose, Shared Consciousness, and Empowered Execution. Application of this lens can be used to map specific strenghts and deficits to the Mission > {Structure/Process/Culture} cycle paradigm. The model and lens provide clarity on where intervention is needed.
Focusing the Mission and optimizing the {Structure/Process/Culture} cycle through the lens of the four competencies of high performing teams can unleash the full potential of a Heart Center. The tide is coming in, time for action.
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