How Your Organizations Culture Is Impeding Your Operational Goals
Take a minute to think about what the key barriers were in a recent change project. Was it something tangible like resources or finances or something more intangible like staff dedication or motivation? As leaders we are held to being the sponsors of change but when we are paddling against the culture current, it can be near impossible to obtain our goals. We need to ask ourselves, is our current culture by choice or by chance? If it is the latter, then there’s no time to waste.
Our healthcare institutions are driven by the values and beliefs that are shared by the employees…it is these values and beliefs that can lead us to great success or great failure. In today’s healthcare environment, it is things like constant process improvements, technology advancements, and government rules and regulations that consistently impart change. However, if the employees feel they have little control over these changes, they are less likely to pay much attention to them—leading to an infected culture. In looking at your organization, use these three key elements to assess the strength of your culture:
1. Effective Communication. How well are you communicating your vision, your plan, your pathway to achievement? Have you explained the process to the actual people that are going to be affected? Have you used your emotional intelligence to pick up on non-verbal cues of resistance and misunderstanding? Explanation of expectations is the number one thing you can do to mitigate the anxiety and stress that is inherent in change. No one likes surprises.
2. Adhere to EOP’s. Everyone has heard of SOP’s (Standard Operating Procedures). Wikipedia defines it “a set of step-by-step instructions compiled by an organization to help workers carry out complex routine operations. SOPs aim to achieve efficiency, quality output and uniformity of performance, while reducing miscommunication and failure to comply with industry regulations.” Well, EOP’s are pretty much the same thing except the “E” stands for Egoless. Egoless Operating Procedures means that regardless of who in the organizational food chain is imparting the change, there should always be an unspoken understanding that we all have a voice; that we all can contribute change ideas in a safe and respectful environment. Regardless of title or expertise, we all can add great contributions from time to time…and this should be encouraged.
3. Recognize effort. We’ve all heard this ad nauseam …that recognizing wins is an easy and comprehensive way to increase motivation and improve employee engagement. But like our mom’s always told us, it’s not always about winning. What about simply, effort. Our staff work hard to make us happy, to achieve goals, to make their area/department/organization the best it can be, and this should be noticed. Recognition maintains momentum, makes a culture strong, staff dedicated, and projects successful.
Remember, a positive culture doesn’t just happen, it is intentionally created. It takes egoless leaders that understand the immense importance of communicating expectations and recognizing effort in the pursuit of reaching organizational goals. No one said it was easy.
__________________________________________________________________________
Shari Robbins
Shari Robbins is a a speaker that focuses on physician practices, emergency departments, health information management, and labor productivity assessments. She assists her clients with achieving their healthcare operation goals via process improvement initiatives. She also educates through her speaking engagements and as a professor in Northeaster University’s graduate health informatics program. To hire Shari for one of your events or for additional information please contact Sandra St. Onge.