The pistol. The read option. A running quarterback. The novel offensive schemes that would ensure a 49ers Super Bowl victory. The Ravens reminded us of something about the role of talent.
More often than not, between two well-coached teams, the one with better blockers, tacklers, and skill players will win. Joe Flacco outplayed the 49ers defense. His offensive line protected him. The league’s best kick returner ran one back for a touchdown. The Raven’s all-pro defenders made stops in key situations.
Similarly, successful hospitals do not have access to secret technology or strategies. They DO have more leaders, physicians and staff who can adapt, innovate, work in teams, solve difficult problems, perform and deploy proven strategies and technologies. It really is just this simple.
Talent as a Top Priority
Winning teams commit resources to finding and developing talent - all year round. Scouts scour the college ranks. Teams know with great specificity, what attributes they are seeking. Strengths are leveraged and weaknesses addressed. Players are put in positions where they have the best chance to succeed. Players that develop stay, and progress - those that don’t are replaced. As a Steelers’ fan, it pains me to say it, but the Ravens have very deliberately built a superior team.
Successful hospitals share some common strategies with the Ravens’ approach:
The culture of your organization is not defined by the values on your website. It is defined by the behaviors of individuals, and the behaviors that are reinforced and displayed in the workforce, as a whole.
Select Better Leaders – At All Levels
More hospitals and systems are now committing resources to identifying and developing leaders. They use their performance management program to identify those with leadership potential and use structured leadership development to build their next class of leaders.
Increase Your Odds – Use the Science of Selection
By adding objective measures to the selection process, you significantly increase the odds of making the right decision. Leading hospitals are adopting these strategies. Think about all of the “assessments” used by NFL teams to select talent.
Coordinate all Talent Functions
A single, comprehensive behavioral competency model should form the foundation for all related functions and for the organizational culture.
Look at the Entire Organization
A change in organizational culture doesn’t occur because of work at one level of the organization. You need to apply the approach to front line workers, nurses, allied health, managers, physicians and executives.
Incorporate Healthcare EQ
There is a renewed interest in healthcare, in emotional intelligence (“EQ”). EQ, though, is a complicated concept to begin with and applying it to the idea of patient-centered care requires an understanding of how EQ in this setting differs from traditional EQ.
To learn more, download the Becker’s Hospital Review Executive Briefing,
Talent Wins – It’s that Simple: 6 Ways to Ensure You Have the Team to Succeed.