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Role of the Executive Sponsor

Role of the Executive Sponsor . Reflections from Winchester Hospital. Richard M. Iseke, MD Vice President for Medical Affairs and CMO. Background on Winchester Hospital. Financially strong, highly regarded 229-bed community hospital (13K discharges and 9K surgeries)

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Role of the Executive Sponsor

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  1. Role of the Executive Sponsor Reflections from Winchester Hospital Richard M. Iseke, MD Vice President for Medical Affairs and CMO

  2. Background on Winchester Hospital • Financially strong, highly regarded 229-bed community hospital (13K discharges and 9K surgeries) • Extensive outpatient services including home care • 2,600 employees, 700 medical staff, 700 volunteers • Strategic goals focus on our success factors • Quality and Safety • Employee Engagement • Physician Alignment • Patient Experience • Growth and Finance

  3. Background Winchester Hospital • First community hospital in Massachusetts to earn Magnet award • Premier/Care Science National Quality Award (top 1% of inpatient hospitals) • IPA and hospital, HPHC Honor Roll • Top Employer: Boston Business Journal, The Boston Globe, Fortune • High satisfaction: physician, employee, patient • Centers for Excellence in certain areas

  4. Background • Physician, VP for Medical Affairs at Winchester • Executive sponsor for a team • Serve on Senior Leadership Team • Infection Prevention reports to Director of Surgical Services • Senior Team recognized growing strategic importance of infection prevention • Reviewed with Team: CEO assessment of in- patient activities

  5. The Beginning • Followed tips from Jim Conway’s presentation • Initial meeting at the Collaborative very helpful in allowing me to meet team (WHO checklist) and help them reframe the scope and timelines • Regular updates very helpful to keep focus and provide “project management” – something other groups have asked for

  6. Summary of Jim Conway’s Tips • System-level aims • Regular review of progress • Removal of barriers to success • Regular celebration of achievement

  7. So then what happened • Leader adapted the tools to take advantage of our culture. Every team is different • My job became promoting the team via presentations at Quality, Board, Leadership Loops • How to Spread

  8. Spread • Start a weekly huddle for PI team leaders • CNO co-led the huddles, No agenda, Peer support • HAI team had enthusiastic leader who was able to point out barriers, make you laugh and actually think your were complimented • Compare stuck teams to the HAI team

  9. What we found • Lack of collaborative • Lack of regular updates and learning initiatives • Lack of sponsors • Lack of recognition • Lack of advice “Money is not a deterrent”

  10. What should we do? • Look for collaboratives • Form our own: WinCollaborative with Sue Gullo to launch it as guest speaker • Motivational and connected history of leaders in nursing and medicine, and their carrying of the torch • Have to have an exec sponsor • Have to attend the kick-off session • Have to attend regular updates • Encourage external collaboratives • Train our leaders became institutional goal

  11. Leadership Training • Participate in Performance Improvement projects • Leadership Loops on Tools including: • Positive Deviance • Lean • Just Culture • Safety Behaviors

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