Assess your capacity
Does your system have the courage to execute change?
A Courage Index™ assessment will tell your executives whether your strategy is… …articulated well enough to inspire key opinion leaders in your healthcare enterprise …actionable with practical initiatives and KPIs that tie directly to the Primary Purpose …achievable based on the talent in your system and the courage to optimize their performance …accelerated with orchestration that builds the courage to act
This assessment will deliver a SWOT analysis describing your…
• Strengths which already equip you to succeed in strategy-execution — as a total enterprise or as a group of leading edge thought-leaders who are championing change
• Weaknesses which could limit your success, with practical recommendations to mitigate the most salient risks
• Opportunities that you are already poised to seize, based on the strategy you have articulated, and opportunities which look promising but are not yet on your radar screen
• Threats that you are already aware of, that you are poised to mitigate and that your change champions and executive committee are not yet taking seriously enough
Action research — for feedback that leads to action
Lots of consultants do an assessment, produce a report and say, “Here are our findings. Now they are yours. Good luck.” We do not work that way.
We deliver feedback in a way that flags action items and decision-points, and names a sponsor and orchestrator for each change initiative. Each orchestrator comes away from the assessment with concrete recommendations and practical suggestions to lift performance and accelerate strategy-execution — within budget and time constraints.
Courage-building feedback — that strengthens your leadership.
For C-level executives, getting an outside assessment is an act of courage in itself. And a risk. There is a fine line between feedback that lifts Candor (which is desirable) and Candor that lowers the bar and saps Will (which is not helpful). We bring years of change-acceleration experience to these courage-building dialogues.
Courage-building feedback uses discoveries from positive psychology and appreciative inquiry — so questions are raised in a way that is action-oriented and goal-directed, rather than “a complaint session.” We use discoveries from Adaptive Inquiry — so concerns and fears are surfaced in a way that leads to constructive, adaptive problem-solving rather than leaving teams “stuck.” We avoid meaningless labels like “dysfunctional” or “resistant,” and focus on what orchestrators at all levels can do to mobilize the right parties, energize and accelerate forward movement.
Courage-building feedback strengthens your partnership, as a C-level executive, with other members of your executive committee and with the teams you need to mobilize — including board members, physicians, staff members, payors, accreditors, patient advocates and other stakeholders. It strengthens accountability amongst all of your partners, rather than allowing some factions to deflect responsibility. And leaves participants at all levels energized and encouraged — to step up and make a difference.
Feedback that equips you to leverage your resources — cost-effectively.
Lots of consultants do an assessment as a loss-leader and produce a boilerplate report that says, “Are you alarmed by our findings? Good! Here is why we are more qualified than you to deliver the solutions.” We do not work that way.
Yes, there may be “next steps” that we can offer, to supplement your internal resources, coach you through “hot spots,” or mentor your orchestrators. Or tools that equip you to orchestrate and co-ordinate projects more effectively. If so, we will tell you what we recommend — and why.
There also will be steps that you already have the talent, tools, mechanisms and expertise to do for yourselves — without outside help. And thought-leaders who are perfectly capable of serving as internal advisors, coaches, mentors and orchestrators — if you give them the opportunity and empowerment.
Our success, ultimately, is your success. In the final analysis, we want you and your teams standing in the spotlight, wearing the gold medal, hearing your anthem playing, and being congratulated by your board. No matter how little (or how much) of our help you need to strengthen courage, from the top-down, bottom-up and middle-out. And thrive in the new healthcare delivery environment.
