Improving strategic contributions

Topics: Collaborative Relationships, Physician Issues, Hospital-Physician Alignment

Match leadership 'supply' with 'demand'

The status quo for physician leadership development is confusion and wasted effort that leads to lower engagement.

We help executive teams design leadership opportunities that are likely to produce real results by laying out the specific needs for physician leadership and then matching that list to the interests and capabilities of actual candidates. 

Make the connection with motivation

Intrinsic motivators—properties of the work itself—are the most powerful levers administration can use to increase physician leaders' willingness to contribute to organizational success.

Through our proprietary assessment tools, executives can not only identify the intrinsics valued by each individual doctor but also embed those motivators into specific leadership activities. We help the senior administrative team and CMO "job sculpt" physician leadership positions to better tap into underlying interests—and therefore realize a more energetic contribution.

Focus effort against priorities

Senior administration and physician leaders must work together to best leverage the limited time available for leadership activities. Physicians should be deployed against only highly meaningful initiatives—and in a way that promotes real success.

We provide the tools and guidance that enable hospitals to evaluate individual responsibilities, estimate time requirements, and scope the most significant contributions so as to maximize outcomes.

Contact us to learn more about Physician Collaboration

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