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SPANNING THREE DECADES OF VALUE MANAGEMENT LEADERSHIP

January 24, 2002

HOW TO DRAMATICALLY IMPROVE YOUR VALUE TEAM’s PERFORMANCE

8 NEW RULES FOR NEW WORK AND NEW PERFORMANCE

Robert T. Yokl-President

The HCP Group, Ltd.

Value Teams, being unique by their very nature, require new rules, rewards and compensation to maintain their energy, focus and productivity. It is relatively easy to keep a Value Team motivated after their initial training and there first few Value Team meetings. The challenge for Team Leaders is to keep their team(s) motivated year in and year out after the newness has worn off. We have found that the best way to do so is with new rules that set a positive tone for your Value Management Program. To incentivize teams with rewards and recognition for individual and team efforts.

Teams are living and breathing organisms that react to all types of positive and negative stimuli therefore they must be considered a complex organism requiring constant care and feeding by Team Leaders. If you believe, as a Team Leader that all you need to do is schedule a Value Team meeting and prepare the agenda, then expect everyone to show up--- be enthusiastic, competent, reliable, dependable, organized and prepared --- your Value Team is heading down a bumpy road.

There has been enough empirical data and research generated by team performance practitioners to clearly recognize that high performance Value Teams or any teamwork for that matter, just doesn’t happen. It must be designed into a team’s framework to be successful. It all starts with new rules for new work:

8 New Rules For New Work and New Performance

Rule 1	Teams Must Have Clear Goals, Clear Roles and a Defined Process
Rule 2	Teams Must Have a Charter to Define their Scope and Bounders
Rule 3	Team Members Must be Given the Time Necessary to Complete Assignments
Rule 4	Timetables for Completion of Value Studies Must be Strictly Adhered too
Rule 5	Team Performance Must Be Evaluated Holistically. If one member fails The Team, This Must Reflect on His or Her Overall Performance Evaluation
Rule 6	If There is a Conflict (time, change in responsibilities, workload, etc.) with Team Leaders or Team Members, They Must be Resolved Quickly by Executive Management.
Rule 7	360-Degree Evaluations Must Be Utilized to Rate Team(s) Performance
Rule 8	Must Reward, Recognize & Compensate Teams for Their Performance

It had been mistakenly believed that if management focuses their efforts on the human relation’s (HR) side of team dynamics or soft skills (cooperation, trust, conflict resolution, etc.) this would lead to a team success. It is now been documented that these HR issues will take care of themselves over time. You can’t force them on a team! These characteristics will develop over time as the team member’s work together. On the other hand, to truly have high-performance Value Teams, management must quickly focus their efforts on performance, as outlined in the “8 New Rules for New Work and New Performance”, which are measurable, recognizable and manageable. Focusing on your team’s performance will insure that you are creating high-performance value teams for your healthcare organization.

If you have additional tips that you have found to lead or be a member of an effective value team, please email at strategicva.com and I will publish them so we all can become better leaders and members of value teams.

Robert T. Yokl, President, The HCP Group, Ltd., has over 35 years of experience as a consultant and manager in the field of Supply/Value Chain Management and is one of the country's leading healthcare experts in value analysis, value engineering and materials management. He is the developer and program leader of the award winning Certified Value Analysis Practitioner Training Program™. Mr. Yokl is also the developer of the healthcare industry's leading ValueNetCentral™ Value Analysis Software. Over the past two decades he has trained thousands of healthcare managers in his patented Strategic Value Analysis™ and Team-Based Project Management™ processes and has assisted scores of organizations in developing their own value management programs. He has published six books, videos and audios on supply/value chain management. His latest book being, “ Strategic Value Analysis™: The #1 Smart Strategy for Taking Cost Out of a Healthcare Organizations’ Supply/Value Chain”.

Advancing Healthcare Organizations to the Next Level of Supply Chain Savings^TM