Dr. Kyle Bradford Jones is back, this time with baseball analogies. Team success means having a team of contributors instead of one MVP. Jones writes that specific factors—positivity and team identity—are critical to nurturing a successful team.
Accelerate frequently chronicles the hard work of building and nurturing teams because we believe that real teams are the antidote to the chaos of modern medicine (in the words of Dr. Tom Lee). Here, we highlight a necessary ingredient of high-performing teams: compelling vision.
Real teams are the antidote to the chaos of modern medicine. “Real teams know each other, feel loyalty to one another, trust one another, and would not want to disappoint one another” (Tom Lee, NEJM Catalyst 2016). Practicing are conversations between real team members about why the work matters. Our goal is to preserve and share the stories of the teams at University of Utah Healthcare.
Department of family and preventive medicine physician Kyle Bradford Jones explains why our health care system feels so piecemeal (it’s designed that way) and suggests that better teamwork might be the only practical antidote.
Want to be part of a thriving culture? Feedback is key. Director of ENT and dental clinics Kirk Hughs asked over 500 University of Utah Health leaders to share what makes feedback effective. Their top two? Timely and sincere feedback.
According to Melissa Horn, changing a culture takes three years. She would know. Melissa has had the unusual leadership challenge of being “the fixer” for four different clinics at University of Utah Health as director of outpatient women’s clinics. Accelerate learned how Melissa creates authentic teams (hint: it’s hard work and there are no shortcuts).
Chief Medical Quality Officer interviews Dr. Mark Eliason, Department of Dermatology’s chief value officer. Dr. Eliason talks about what he has learned about engaging the entire team in improvement and how he is trying to make the clinical lives of dermatologists a bit easier.
Trust. That’s what we want. We want to earn and keep the trust of every patient. We want them to trust that we provide the best possible medical care. But more than that, we want them to trust that we will respond to their needs, coordinate our efforts, and provide them with available options. We want them to trust that we will answer our phones, explain their treatment, and value their time. The exceptional patient experience is an enterprise-wide system designed to deliver a singular output: trust. And, this enterprise-wide system is built on trusting our providers and our teams.
Real teams are the antidote to the chaos of modern medicine. “Real teams know each other, feel loyalty to one another, trust one another, and would not want to disappoint one another” (Tom Lee, NEJM Catalyst 2016). Practicing are conversations between real team members about why the work matters. Our goal is to preserve and share the stories of the teams at University of Utah Healthcare.
Lawrence Marsco, Director of Inpatient Nursing at Huntsman Cancer Hospital, shares this candid reflection about his tumultuous journey in health care. Today, he relies on shared governance, transparency and shared decision making to lead others through their journey.
Sarah Sherer is the Director of Employee Relations. We know her as the sounding board, place of last resort and coach for leaders throughout the organization. We asked her to share her wisdom on engaging employees of different ages. What she said might surprise you.
Not even the most gifted leader can lead change alone. No one person can come up with the strategy, communicate across the organization, eliminate all the barriers, and manage dozens of change initiatives. In order for transformation to succeed, you need a guiding coalition.
