Similar to getting the right sequence of numbers on a combination lock, are the current conditions at your organization conducive to implementing a performance and talent management improvement process at this point in time? We find that if the implementation order of: 1. Motivation, 2. Leadership, 3. Culture, and 4. Execution is out of sequence, initiatives will be less successful, more expensive and more time consuming. At this point, the question you need to ask is: “Is our organization ready to become more transparent with our performance measurement and overall leadership performance?” If yes, this process and these tools will create dramatic improvements.
The Success Profiles research-based meta-model illustrates the fundamental cause and effect business practice relationships in healthcare’s business model, by outlining the leading and lagging indicators of performance, allowing for focus and leverage where resources can be deployed to get the most effective outcomes and results. The overall goal is to provide the best community stewardship and access to quality healthcare by becoming a destination of choice for all stakeholders. This would mean:
For more information on the recipe card, click here: HPS Meta-Model
Once the performance roadmap and blueprint are established, the next step is to collect data in order to assess the current business practices of your organization in relation to national healthcare benchmark standards (Critical Workforce Metrics). This comparison will establish index scores and percentile rankings. In addition, it will establish baseline performance measures for longitudinal, comparative analysis and create the foundation for designing meaningful, evidence-based scorecards.
The Eye Chart is a visual tool that illustrates critical performance information in an easy-to-understand graphical format. It takes raw data and transforms it into actionable knowledge. The Eye Chart will enable an organization to evaluate the effectiveness of leader performance and departmental culture side by side with other departments on your campus and side by side with other departments in your overall system.
For more information on the Performance Management Eye Chart, click here: Eye Chart
Having taken the employees’ view of their manager’s leadership performance and compared the results to national benchmarks, the next step is to determine how the executives evaluate these same managers. Whereas the Performance Management Eye Chart measures the performance of managers as perceived by their staff, the Talent Management Eye Chart quantifies and ranks the talent of managers and directors as perceived by their superiors.
For more information on the Talent Management Eye Chart, click here: Eye Chart
Once all the data is compiled and analyzed, we create a customized, GPS-like interactive scorecard. This sophisticated tool will allow leaders to view every critical performance measure at one glance. We refer to this as Integrated Performance Measurement (IPM). You will be able to:
For more information on the interactive scorecard, click here: IPM
The culmination of the previous steps is the creation of the Leadership Decision-Tree Roadmap. This “structured approach” converts raw data into actionable knowledge. The information can then be used as business intelligence allowing leaders to create specific action plans or coaching prescriptions that are customized - one leader and one department at a time. This Roadmap is a predictive index that calculates and determines:
The question at the end of the day is: “How often and how well does your organization appoint the right people in the right roles?”
For more information on the Leadership Decision-Tree Roadmap, click here: LDT Roadmap
Implementing the business intelligence that was acquired from the previous activities is the focus of this step. Action plans on a departmental and organization-wide level are created and implemented. Benchmarks and metrics are set and progress is monitored. The most effective way to improve overall organizational performance is by improving one department at a time. The best alignment and highest probability of success is achieved by matching the most effective leadership talent available with the demands of the position.
Healthcare organizations cannot afford the luxury of generous financial budgets to professionally develop everyone. A dynamic Succession Plan Roadmap identifies the key leaders and the respective “bench strength” within every leader’s span of control. Perhaps twenty years ago, a static, long-term succession plan would work well. In today’s fast-paced healthcare environment, with strategies, teams, and external conditions changing at a dizzying rate. A flexible ‘on-demand’ Succession Plan Roadmap is an imperative.
For more information on the succession plan roadmap, click here: Roadmap
Healthcare is the most challenged industry in the US. In fact, the current business conditions have created an unsustainable business model. The only way to “offset” or improve the “immune system’s” resistance to these debilitating external factors is to stack the odds of success in your favor with the best leadership talent you can identify, develop and deploy within your organization.
To request a hard copy of the Discovery Chart that presents the HPS 10-Step process visually, please contact us today.
Need a compelling speaker for your next leadership event or corporate retreat? Look no further.
Having presented over 400 healthcare-related keynote speeches, executives workshops, and board retreats, Tom Olivo delivers! Your audience will acquire new knowledge, be inspired, and become motivated to act. For more information, click here:
Review our latest white paper
HPS regularly publishes important, evidence-based white papers, case studies and webinars. Targeted to the ‘C’ Suite of healthcare organizations, they present unique research findings, solutions and practical advice.
To examine our ‘Learning Center’ and access the latest white paper, case study, or webinar click here:
10-Step Process ::
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10-Step Process ::
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The HPS 10-Step Performance and Talent Management Process is a unique measurement and performance improvement system that will help you align the right level of talent with the complexity of the role. The easiest was to describe and illustrate our methodology and tools is to review the process in sequence. The outcomes of this process allow healthcare organizations to connect leadership, coaching and talent management to improve the patient experience and financial performance, one leader at a time and one department at a time. The tools and overall process represent and evidence-based, structured approach to leadership performance and talent management.
The HPS 10-Step Process as presented in our Discovery Chart. Click below to get in PDF: