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2013 AIM Hospital Marketing Conference How to Build Physician Leaders AIM Annual Conference April 13, 2013 1:00 – 1 PowerPoint Presentation
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BUILDING PHYSICIAN LEADERSHIP: How and Why. 2013 AIM Hospital Marketing Conference How to Build Physician Leaders AIM Annual Conference April 13, 2013 1:00 – 1:45 p.m. Presented by: Vivian M. Luce, MBA Regional Vice President, Business Development. Learning Objectives.

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Presentation Transcript
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BUILDING PHYSICIAN LEADERSHIP:

How and Why

2013 AIM Hospital Marketing Conference

How to Build Physician Leaders

AIM Annual Conference April 13, 2013 1:00 – 1:45 p.m.

Presented by:

Vivian M. Luce, MBA

Regional Vice President, Business Development

learning objectives
Learning Objectives
  • Articulate the value of a successful leadership development program
    • Why is this important?
    • What are the challenges?
  • Identify the qualities that define a potential leaders’ readiness
    • How do you identify and engage physician leaders?
    • What are the benefits?
why build a culture of physician leadership1
Why Build a Culture of Physician Leadership?
  • Consolidation
  • Demographics
  • Care teams
  • Cultural fit
  • Engagement

Physician leadership is critical to executing operational strategies supporting accountable care

good news the economy is improving
Good News: The Economy is Improving

Source: MarketWatch, December 2012; National Association of Realtors, December 2012

bad news physician turnover increases
Bad News: Physician Turnover Increases

Source: 2012 Cejka Search and AMGA Physician Retention Survey

will you h ire m ore primary care physicians
Will You Hire More Primary Care Physicians?

Source: 2012 Cejka Search and AMGA Physician Retention Survey

cultural fit influences job satisfaction
Cultural Fit Influences Job Satisfaction

Strongly Agree

Physicians:

“My fit with the organization’s culture influences my job satisfaction.”

Strongly Disagree

Source: 2012 Culture Survey; Cejka Search and Physician Wellness Services

12

impact of lack of cultural fit on turnover
Impact of Lack of Cultural Fit on Turnover

Administrators:

How often has a lack of cultural fit been cited as one of the primary reasons a physician left your practice?

Percentage of Physicians

Source: 2012 Culture Survey; Cejka Search and Physician Wellness Services

13

impact of lack of cultural fit on turnover1
Impact of Lack of Cultural Fit on Turnover

Strongly Agree

Physicians:

“A lack of cultural fit has prompted me to leave a practice.”

Strongly Disagree

Source: 2012 Culture Survey; Cejka Search and Physician Wellness Services

14

disconnect
Disconnect!

“Physicians rarely leave due to a lack of cultural fit.”

“I left because of a lack of cultural fit.”

Source: 2012 Culture Survey; Cejka Search and Physician Wellness Services

15

poor cultural fit a difficult challenge
Poor Cultural Fit: A Difficult Challenge

“Our biggest challenge is bringing so many divergent groups together to develop a new culture that makes them feel more aligned and more like one big group even though we are in so many different locations.”

“Challenges are culture and behavior related. We desire a single culture.”

“It is often difficult for organizations to really define the working culture vs. what culture they are trying to achieve.”

Source: 2012 Cejka Search and AMGA Physician Retention Survey

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strong cultural fit worth the investment
Strong Cultural Fit: Worth the Investment

“I just switched organizations for all the reasons your survey is focusing on. The new ‘culture’ is much more in alignment with my beliefs and personal values.”

“Cultural fit and administrative awareness and prioritization of this would go 90% of the way to job satisfaction.”

“My organization’s cultural attributes are what has encouraged me to put off my retirement. It is a pleasure for me to work here.”

Source: 2012 Culture Survey; Cejka Search and Physician Wellness Services

17

leadership team of the future
Leadership Team of the Future

Source: Envisioning the Future Leadership Team of an Accountable Care Organization, February 2011; American College of Physician Executives, Cejka Executive Search and BDC Advisors

leadership landscape
Leadership Landscape

Does your People Strategy Map to your Business Strategy?

Slide 10

challenge balancing act for physician leaders
Challenge: Balancing Act for Physician Leaders

Individual

Independence

Organizational

Integration

jobs have two sets of requirements
Jobs Have Two Sets of Requirements

Behavioral

“The How”

Technical

“The What”

Certain technical skills required

Certain behaviors required

technical vs behavioral demands of a job
Technical vs. Behavioral Demands of a Job

Behavioral

Technical

Leader

Clinician

building physician leadership1
Building Physician Leadership

Roles in Service Line Success

  • Strategic planning
  • Quality initiatives
  • Staff education
  • Culture changes at hospital and practices
  • Referring physician education, integration, satisfaction
  • Marketing and community programming
  • Medical staff development and recruiting
  • Mentorship

Source: “Choosing a Physician Leadership Model for Your Service Line”; Accelero Health Partners, June 2009

assigning a mentor lowers overall turnover
Assigning a Mentor Lowers Overall Turnover

Source: 2012 Cejka Search and AMGA Physician Retention Survey

what to look for in a leader
What to Look for in a Leader

Charisma

Entitlement

strong physician leadership drives value cycle
Strong Physician Leadership Drives Value Cycle
  • Leadership
  • Investment
  • Culture
  • $1 Million
  • Revenue
  • Retention
  • Recruitment
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Scan with your mobile device to access case studies and industry insights that are key to solving clinical recruitment and leadership development challenges.

2013 AIM Hospital Marketing Conference

How to Build Physician Leaders

AIM Annual Conference April 13, 2013 1:00 – 1:45 p.m.

Presented by:

Vivian M. Luce, MBA

Regional Vice President, Cejka Search

(800) 296-2698 Ext. 63713

vluce@cejkasearch.com

www.linkedin.com/in/vivianluce