Change Management in Healthcare - Services

 

“That’s exactly what we needed!” is what our healthcare clients often say.

 

Our healthcare change management experts combine strategy, analytics, and soft skills to get you fast ROI.

Get in touch

The Urgent Need for Change Management in Healthcare

While the recent coronavirus pandemic has transformed almost every industry, healthcare has definitely experienced the biggest jolt.   Possibly a “rude awakening” to the dire need for a culture change.  To a world of greater agility, collaboration, and efficiency.

Healthcare was already facing pressure in 2019 with existing industry trends. Increasing consolidation, price transparency, and demand for digital services, to name a few. If a health system had not caught up by then, they certainly were forced to in the past this year.  The pandemic has offered providers and payors no choice but to adapt to dramatically changed circumstances.

 

Our work has spanned large university hospitals, mental health clinics, private practices, and up and coming telehealth businesses. 

Using our change management expertise in health care across analytics, strategy, and operations, we help you:

  • Implement communications, processes, and systems  to collaborate between departments and health systems
  • Develop a secure yet flexible data strategy that serves the organization’s needs 
  • Identify operational inefficiencies and implement new tools and processes
  • Optimize team and individual engagement using agile coaching and learning strategies
  • Quickly identify what’s not working and solve it, using a multidisciplinary and measured change management approach designed for healthcare organizations.

Our Team

Greg Rollins, MBA, PMP Healthcare Change Management Consultant, Agile Coach

Sam Basu Farreca MBA, ICP-ACC Healthcare Data and Change Management

Amrita Somani, PhD Healthcare Analytics Expert

Jayasree Basu, PhD Health Outcomes and Operations Expert and Scholar

Ritwik Mitra, PhD Healthcare Technology and Machine Learning Expert

Read some of our ground-breaking healthcare change management consulting work here

 

We create value by combining our unique expertise in...

Data and Analytics

Business Strategy

Neuroscience and Behavior

...And a Touch of Creativity 

The Need for a Culture Change in Healthcare

The Need for a Culture Change in Healthcare

While the recent coronavirus pandemic has upended almost every industry, one can argue that healthcare has experienced the biggest jolt.   Possibly a “rude awakening” to the dire need for a culture change.
Healthcare was already facing pressure in 2019 with existing industry trends: increasing consolidation, price transparency, and demand for digital services. If a health system had not caught up by then, they certainly were forced to this year.  The pandemic has offered providers and payors no choice but to adapt to dramatically changed circumstances.

Healthcare Trends of 2019-2020

Some of the trends we are seeing this year and no doubt will continue to see:
  • Hospital employees of all levels have needed to feel rewarded and appreciated for the tremendous service they are providing. Being on the front lines of the pandemic and risking their lives daily, while the rest of the world has been on lockdown, is no small act of courage. In healthcare centers, hierarchies and typical top-down forms of leadership have needed to dissolve quickly. Nurses and assistants have required the same, or in some cases better, incentives and respect to doctors – since they have had more direct contact with infected patients.  Many health centers have failed to confer this respect, however. For example, some hospitals have offered better PPE to physicians compared to other staff, breeding resentment among the workforce and terrible PR.  Inadequately protecting employees undermines the sense of collaboration and safety in the workplace.  Furthermore, workers are distracted from focusing their efforts solely on patient care.
  • Efficient collaboration between departments and health systems has been essential to reduce patient risk and make real-time decisions.  Having ways to quickly share patient records across systems, monitor utilization centrally, and transfer patients has been essential to manage capacity and improve care. Arguably, it became clear that most health systems did not have the level of technology and processes they needed to make these quick decisions.  An example of where this failed was in New York City, the hardest hit city in the USA. Despite the city arranging for the overflow of infected patients by commissioning a navy hospital ship, we heard accounts of patients not being moved from nursing homes onto the ship in time. The reason?  Excessive red tape and unclear processes.  The result? Poorer outcomes, a huge waste in government spending, and patient death in some cases.  
  • Providers have needed to quickly transform their service delivery models to be able to offer remote video and phone visits. This has meant identifying the right technology to use and customizing it appropriately. Then, learning how to use it to create valuable patient experiences. Those providers who are not tech savvy have faced a greater hurdle during this time.  They have no doubt been at a disadvantage.
The moral of this story is: there is no going back now for the healthcare industry. The coronavirus pandemic has shaken it up at its core and demanded a new reality and way of working that will not be easily forgotten. Loosening organizational hierarchies, enabling seamless collaboration, and quickly adopting new technology – are all the name of the game when it comes to breeding a culture change in healthcare.  So, one could say that healthcare as an industry was forced to turn agile, whether it wanted to or not.
The pandemic of 2020 has had far-reaching and long-lasting impacts on organizational culture in healthcare, and will no doubt continue to have impact. It has been a lesson for all, but especially for the healthcare industry. The lesson has been not to get too comfortable with the status quo, to always be innovating and improving, and to, above all, put people first.

The Modern Day HR Leader Deserves More

The Modern Day HR Leader Deserves More

These terms ultimately belittle what the modern day HR leader does. As a result, they cause leaders and employees to devalue the function as a whole. "HR" today encompasses strategy, technology, operations, finance, AND the complexity of people, all in one. Culture?...

Our Organizational Assessment   Want a quick read on your organization? Click here for a Mini-Version of our 360-Degree Organizational Assessment.   Most organizational assessments offered to businesses are limited in scope - focusing on people and culture,...

Why is DEI so Hard?

Reason #1: The Definition —  DEI is More.  Today, in spite of all our society has been through, we talk about diversity in a very limited fashion. That’s why it becomes a box to check rather than an actual strategic imperative. Did we hire enough black people?...

5 Ways to Measure Organizational Culture

5 Ways to Measure Organizational Culture

Culture has long been a favorite corporate buzzword — along with “agile,” “diversity,” “customer-centric,” among other favorites.  But these terms, over time, become so overused that we almost forget what they mean and how they impact us. They become boxes to...

  

Interested in accelerating ROI with our healthcare change management consulting? Sign up below and we’ll give you a call.  

CultureStrategy

Healthcare Change Management Consulting in Orange County and Los Angeles Metropolitan Area