Is “Cultural Fit” Code For “Be Like Me”?

https://www.eremedia.com/tlnt/is-cultural-fit-code-for-be-like-me/?utm_source=hs_email&utm_medium=email&utm_content=41647590&_hsenc=p2ANqtz-8bjPwyPZlM_20PUPn_pwoMI4kh5DniS3YfyhrY9K_a_beurZoNXRSMSIy1IIsB9UGJWakFVW200auIxARozGe-1AUYMQ&_hsmi=41647590

Doris movie boomers millennials

Last Spring, Sally Fields starred in a movie called Hello, My Name is Doris as a wacky 60-something clerk working in a hip company run by millennials. Leaving aside the film’s focus on Doris’s unrequited crush on a younger colleague, the film provided ample evidence of the disconnect when baby boomers work among younger (read: more hip) employees.

Sight gags abound: Doris unable to keep her balance on the mandated switch from office chair to stability ball; Doris learning how to use the Internet (gasp!) from her friend’s granddaughter. You get the picture. As much as it made this baby boomer cringe, this film, like DeNiro’s The Internwent over the top in portraying how cool the young folks discovered their older colleagues can be. Talk about condescending.

I reference movies frequently, but that’s because they reflect our cultural zeitgeist, whether or not we want to admit it. And what I suspect most HR people and managers throughout the organizations don’t want to admit is a level of condescension towards employees who are outside the mean with respect to age, political leaning or educational levels.

 

https://hbr.org/2015/07/recruiting-for-cultural-fit

 

SOLUTION SATURDAY: DEALING WITH MR. IRRATIONAL

Solution Saturday: Dealing with Mr. Irrational

second chances after repeated offenses

Stop:

Stop doing things that haven’t worked. More of the same will yield more disappointment and frustration.

His vision:

I’m not sure “Irrational’s” behavior is irrational to him. He’s behaving in ways that make sense to him.

The fact that his first year went well indicates he knows how to perform within your culture.

Identify wants:

Clarify what your team member wants for himself, colleagues, and your organization. You may believe you know what he wants, but it’s worth a conversation or two.

How do behaviors reflect and align with wants?

SOLUTION SATURDAY: I WORK WITH A VERY NEGATIVE TEAM

Solution Saturday: I Work with a Very Negative Team

paint-a-picture-of-what-you-want-after-noticing-what-you-dont-want

Leaders monitor environments:

Congratulations for being aware of your environment. Leaders pay attention to the way people feel while they work together. You can’t control feelings. You can influence them.

David Foster Wallace writes, “There are these two young fish swimming along and they happen to meet an older fish swimming the other way, who nods at them and says “Morning, boys. How’s the water?” And the two young fish swim on for a bit, and then eventually one of them looks over at the other and goes “What the hell is water?

Leaders create environments:

It’s far too easy to notice what’s wrong than it is to do something about it. Taking responsibility for the way it feels to work together seems like trying to feel the water we swim in.

Paint a picture of what you want, after noticing what you don’t want. Move from generalities to specific behaviors.

  1. How do people treat each other in positive environments?
  2. What do people say to each other in positive environments?
  3. What behaviors will you honor?

Focus on simple behaviors. We smile and stand when team members enter our office, for example.

‘Somewhere in between’: Finding the balance between quality and the bottom line

http://www.beckershospitalreview.com/finance/somewhere-in-between-finding-the-balance-between-quality-and-the-bottom-line.html

Values-GeneralLeadership

As healthcare continues its shift from fee-for-service to value-based care, hospitals and health systems are working steadily to try and improve quality while reducing costs. However, striking a balance between the two can be challenging.

At the Becker’s Hospital Review 5th Annual CEO + CFO Roundtable on Nov. 8 in Chicago, healthcare experts discussed how their entities balance rewarding physicians for quality and clinical activity in what is still primarily a fee-for-service environment.

“We’re not totally in a fee-for-service environment. We’re not totally in a value-based care environment. We’re kind of somewhere in between,” said Patrice M. Weiss, MD, executive vice president and CMO of Roanoke, Va.-headquartered Carilion Clinic. “In the past, the two were felt to be mutually exclusive, but recent models of care have demonstrated that quality of care can be delivered in a low-cost model.”

While the shift from fee-for-service to value-based care is slightly slower in coming to her organization’s region, they are preparing, according to Dr. Weiss.

Carilion is a nonprofit organization with a network of hospitals, primary and specialty physician practices and other complementary services. The health system offers physicians a base salary, as well as a Tier 1 bonus and a Tier 2 bonus. The Tier 1 bonus is based on scorecard measures, which include quality metrics, patient experience metrics and operating margin.

“We have found we’ve been able to reduce the cost by using evidence-based medicine, standardization of care and appropriateness of testing and imaging,” Dr. Weiss said. “This reduced utilization has not reduced the quality of care or outcomes but has reduced the cost of care, thereby positively affecting our operating margin. So improving quality care and reducing the cost of care are not mutually exclusive.”

Physician-led, cost-reducing initiatives and physician engagement have been primary drivers in achieving reduced costs and improved quality, according to Dr. Weiss. For instance, Carilion has a significant physician-led initiative on early elective inductions or deliveries. This initiative, which was based on national guidelines, resulted in less utilization of obstetrical resources at an earlier gestational age.

Cultural Meltdown: When Values Don’t Match Workers’ Day-to-Day Reality

http://fistfuloftalent.com/2016/09/cultural-meltdown-values-dont-match-workers-day-day-reality.html?utm_source=feedburner&utm_medium=email&utm_campaign=Feed%3A+FistfulOfTalent+%28Fistful+of+Talent%29

Image result for wells fargo scandal

A complete disconnect on values

The problem was that bank employees were pushed to sell products and services to customers whether they wanted them or not, in violation of the company’s stated values, and often this meant opening up accounts and issuing credit cards without customers knowing about it.

And to add insult to injury, even employees who called the company’s ethics hotline that was set up to report issues just like this one were fired for doing so.

Yes, Wells Fargo’s stated company values are 180 degrees opposite of what employees were actually told to do.

If you look at Wells Fargo’s statement of values, it all sounds pretty good:

Our values should guide every conversation, decision, and interaction. Our values should anchor every product and service we provide and every channel we operate. If we can’t link what we do to one of our values, we should ask ourselves why we’re doing it. It’s that simple.

All team members should know our values so well that if our policy manuals didn’t exist, we would still make decisions based on our common understanding of our culture and what we stand for. Corporate America is littered with the debris of companies that crafted lofty values on paper but, when put to the test, failed to live by them. We believe in values lived, not phrases memorized. If we had to choose, we’d rather have a team member who lives by our values than one who just memorizes them.

We have five primary values that are based on our vision and provide the foundation for everything we do:

  • People as a competitive advantage
  • Ethics
  • What’s right for customers
  • Diversity and inclusion
  • Leadership

Those values sound good, but in the case of Wells Fargo, they were total BS.

Editor’s Corner: Geisinger’s new-school/old-school approach to retain, recruit staff

http://www.fiercehealthcare.com/healthcare/editor-s-corner-geisinger-s-new-and-old-school-approach-to-retain-recruit-staff?utm_medium=nl&utm_source=internal&mrkid=959610&mkt_tok=eyJpIjoiWlRGaU5HUXlNVEE0WlRoaSIsInQiOiJlZ3VzVW84VXRrZVQyZFhnQnZZZk1EN2s0cEQydG5GbU03bnRQT0FZS3orUllZT2FVTGo1S0Myc0FkK09cL2dXRWNzeFFUMkIrVWQzVE9qY2FvVTJrVDI2SjFWVDl5aGkwa01GZ2l3cjhDcmc9In0%3D

“You can give out bonuses, trinkets, t-shirts and keychains. But at the end of the day people want to be listened to and feel valued, respected and cared for by their colleagues and the leadership team.”

How Health Systems are Right-Sizing Their Boards

http://www.healthleadersmedia.com/leadership/how-health-systems-are-right-sizing-their-boards?spMailingID=9476343&spUserID=MTMyMzQyMDQxMTkyS0&spJobID=1000559816&spReportId=MTAwMDU1OTgxNgS2#

Image result for hospital boardsImage result for hospital boards

Prudent healthcare executives and boards are busily rethinking the size, composition, and focus of their governing bodies.

“An increasing number of boards are asking the question: ‘Are we structured in competency, number, and culture to lead a nine- or 10-figure business going forward?’ The time it takes to recalibrate can be fairly significant.”

“You’ve got to get beyond shared governance after a while and move toward unified governance. The right time is when you have a sense the board is struggling to keep up with the agenda and provide oversight.”