Strategic Value Analysis In Healthcare
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Strategic Value Analysis In Healthcare |
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STRATEGIC VALUE ANALYSIS NEWSLETTER |
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Home Weekly Strategic Value Analysis Newsletter ValueNet Central TM Value Analysis Software
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SPANNING THREE DECADES OF VALUE MANAGEMENT LEADERSHIP March 3 , 2003
Six Powerful Steps To Develop A Proud And Productive Value Team
Robert T. Yokl - President - The HCP Group, Ltd.
“ Most Value Team Members Become Disenchanted With Their Value Teams’ Performance, Not Due To The Time Commitment Or Workload required, But Because They Feel They Are Not Appreciated Or Listened To. All winning value teams are a combination of attitudes, talent and traits matched with the right leadership to give them the vision, goals and objectives and “Can Do” attitude: a team that takes responsibility for its actions and pride in its accomplishments. Most value team members however become disenchanted with their value teams performance, not due to the time commitment or workload required, but because they feel they are not appreciated or listened to. To avoid these negative team dynamics, we have documented and observed “Six Powerful Steps For Developing A Proud And Productive Value Team” that I would like to share with you, so that you too can build, maintain and sustain your value team at peek performance over the long-term: 1. Select Them Right Most value team leaders and members are selected because of their position or title in the organization (director of purchasing, director of nursing, director of operating room, SPD manager, etc.). We need instead to select team leaders and members who have the ideal competencies such as analytical thinker, organized, reliable, enthusiastic, takes initiative, welcomes challenges and change, etc. From my experience, if the right people with the right competencies aren’t carefully selected up front your value team will never have the leadership and skill level that is required for peek performance. So let’s get it right the first time! 2. Hold ‘Em Accountable How many value team meetings have you sat through that ended up looking like a TV “Soap Opera” – slow motion, never ending and boring --- and NOTHING GETS DONE? Top performing value teams welcome accountability to save money, but they need to know what they are being held accountable for using the SMART SYSTEM (specific, measurable, attainable, realistic, time-bounded objectives) to achieve bottom line results. 3. Establish A System One of the easiest ways to ensure accountability with your value team is to implement a multi-step evaluation/selection system that can be measured and managed by your team leaders – not your value team members. A system that is proven and repeatable will make it easier and take less time for your team members, since they will have a defined path to follow as opposed to letting them “Wing It”. 4. Foster Team Spirit Jill Konrath, a Minnesota consultant tells us “the best (value teams)…have an all-for-one and one-for-all environment”. “Knowledge is shared, not hoarded”, she says. “ (team leaders)…encourage (team members)…to learn and grow from each other. They support peer coaching and mentoring. They celebrate everyone’s successes. They believe they’re all in this together and that the sum of the parts is greater than the whole.” This mind-set engenders “Team Spirit” and is the foundation for building a “best in class” value team. 5. Keep On Training Ongoing value team training will keep your value team members competent, confident, competitive and cutting edge. “Training is a continual process – not an (one time) event”, say Dave Anderson, a Los Altos, California-based trainer. “No one can ever consider themselves as ‘trained’ (in value analysis). Confidence is a… (value team members) greatest ally, and this confidence comes from continually upgrading competencies through training.” 6. Show Support Most value team members resign or become inactive, not because of the time commitment or the workload that is required, but because they don’t feel appreciated or listened to. Therefore, it is in the best interest of team leaders to pay attetion to the care and maintenance of their team members by noticing and asking questions on how their team members feel, act and are performing. This can be accomplished by scheduling maintenance checks at the close of every meeting, frequently contacting them by phone, e-mail or in person to discuss their projects and by conducting quarterly satisfaction surveys, thus you will be able to handle a problem before the member(s) becomes completely turned off.
The development of proud and productive value team takes time, patience and fortitude. It all begins with respect for your value team members and wanting the best for them. You need to find ways to praise them individually and as a team, this will grow their self-image and professionalism, and this pride will then translate into peek performance.
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”.
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