If you’ve been following along with our Pursuing Medical Practice Success blog series, you know why an hour a month can save you many sleepless nights. You also understand how important it is to hire and train a savvy practice manager whose main priority is to implement initiatives and follow through on performance objectives.
In our recent post, we discussed the need for medical practice managers and providers to meet regularly in what we refer to as a Practice Operations Council (POC) setting. During these meetings, council members address medical practice challenges and opportunities and make decisions about practice operations.
Identifying challenges and opportunities is only part of what is needed, however. For a practice to move from average to superior, someone must take responsibility to follow through on the decisions made in the POC meetings—to pinpoint and carry out the tactics needed to implement change and achieve results.
Most often, especially in a small practice, this person is the practice manager.
Staying current in today’s rapidly changing medical environment is a challenge. The ever-present need to understand and implement new regulations, maintain patient satisfaction, and achieve fiscal responsibility can lead to many sleepless nights.
So, what do you do?
The answer is simple: Create a culture of accountability where all the stakeholders are partners in the solution.
Medical practices that perform better than their peers don’t do so by accident. Their providers, management, and staff optimize medical practice operations because they are purpose-driven and focused on success.
This is the first post in a multi-part blog series on how you, too, can move your practice from average to superior.
How is your medical staff getting along?
There’s a reason we ask. In our work with medical groups, we often find a quiet but pervasive atmosphere of conflict within the individual practices. Sometimes this tense environment is specific to one practice, which means that medical group administrators may be unaware of the conflict or unable to see how it affects the image and culture of the medical group as a whole.
It’s only natural that the realities of office stress, productivity burdens, and service expectations might create situations of frustration and resentment among team members. But when conflict goes unresolved, bad feelings fester and bickering increases, creating a toxic work environment and compromising productivity.
So, what’s at the root of these medical staff conflicts? And how can we foster positive communication in our practices?
You’ve promoted one of your bright, organized clerical workers to the position of medical practice manager. At the time of hire, you were confident in her ability to transfer her skills to the manager position and keep things running smoothly. But as the months have progressed, it’s clear she’s floundering a bit in her current role.
In a year filled with natural disasters and political discord, it’s good to look back and remember that a lot of great things happened this year, too—many of them right in the midst of hardship and turmoil. For some heartwarming holiday reading, we’ve rounded up a few of the most inspiring healthcare stories of the year.
With the evolution from volume-based to value-based care, healthcare organizations have been viewing the service experience through a new lens—one that puts the patient at the center of the universe and calls for a more coordinated, integrated approach to care. As a result, many hospitals and health systems are taking a closer look at physician integration strategies that can help them grow market share while providing high-quality services at lower cost across the healthcare continuum.
Each year on the third Thursday of November, we join with clients, partners, and other stakeholders in celebrating National Rural Health Day. We honor the many accomplishments of rural health facilities and hope to raise awareness about the unique healthcare needs of the 62 million Americans living in rural and frontier areas. Health professionals and organizations in rural America are dedicated to delivering the highest quality care to underserved Americans. Here are some of the ways they’re leading the way on the national healthcare scene:
Topics: Hospital Leadership
In the last post, we discussed some of the reasons health system or hospital-owned medical practice groups might hire a healthcare consultant. We’ll continue in that vein here and discuss five more reasons you might engage the services of a healthcare consulting firm.
Topics: Healthcare Consulting
If you’re in the business of owning medical practices, you’ve probably heard the term “healthcare consulting” before. Healthcare consulting firms work with health system and hospital-owned medical practices to improve efficiency, optimize everyday operations, better meet patient needs, and increase the bottom line for the health system.