July 2023 - SixSEED Partners

Joy W. Goldman RN, MS PCC: CEO SixSEED Partners

Background

In today’s post, we celebrate the National Academy of Medicine’s National Plan for Health Workforce Well-Being. This plan emphasizes a systems approach to well-being that includes roles for clinicians, administrators, and “coalition actors” to reduce unnecessary burdens that stem from laws, regulations, policies and standards placed on health workers.

These links will take you to their website and plan document:

https://nap.nationalacademies.org/catalog/26744/national-plan-for-health-workforce-well-being
https://nap.nationalacademies.org/resource/26744/highlights.pdf

“The National Plan for Health Workforce Well-Being is intended to inspire collective action that focuses on changes needed across the health system and at the organizational level to improve the well-being of the health workforce.” The National Plan’s vision is that patients are cared for by a health workforce that is thriving in an environment that fosters their well-being as they improve population health, enhance the care experience, reduce costs, and advance health equity; therefore, achieving the “quintuple aim.”

If you’d like support in creating a culture of well-being, email us at this link:https://sixseedpartners.com/contact/

Building Leadership Capacity to facilitate culture change and Improve
Diversity, Equity and Inclusion

Joy W. Goldman RN, MS PCC: CEO SixSEED Partners

Background

SixSEED Partners was invited to help build leadership capacity in patient care and nursing leaders to support the integration of two separate hospital entities within one health system. After the first year of facilitated work and implementing a collective leadership assessment, this second year was focused on engaging the leaders in recreating a culture that supported integration while allowing for the retention of what was unique and market competitive for each individual entity.

The Strategy

SixSEED Partners designed a two-day workshop that introduced the leaders to both/and thinking as a complementary tool to traditional problem-solving – either/or thinking. We were most concerned about surfacing the fears and concerns from the smaller hospital entity, that also happened to be a microcosm of the lesser served, mostly black community. Leaders were divided according to hospital entities and each had the chance to identify most treasured cultural attributes and worst fears of integration with themselves and then with each other.

The Solution

Fears that were identified by the smaller hospital included loss of identity; constant comparison and loss of unique attributes; lack of ability to autonomously act; loss of connection to their geographic community; and lack of influence in decision-making. What they valued and wanted to preserve, for both organizations included their unique histories; their commitment to the patients, community, and each other; a spirit of collaboration; shared knowledge; and diversity of staff and patients.

The Impact

At the conclusion of the two days, the leaders created a complete polarity map focused on their integrated one system. They had action steps to leverage retaining the best of current culture while preparing to best meet the future. They also identified early warning signs to alert them when they were overdoing either pole: too much tradition and too much change.

If you’d like to learn more about bringing this work to your organization, contact us at SixSEED Partners.

Archives for July 2023

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